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Essay / Research Paper Abstract
A 10 page discussion of how emotional intelligence can be an ally in the corporate workplace. Bibliography lists 11 sources.
Page Count:
10 pages (~225 words per page)
File: AM2_PPemotIntWrkplc.rtf
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Unformatted sample text from the term paper:
a worker and/or supervisor can have in the business environment. More intuitively described as "people skills" and "soft skills", emotional intelligence is of obvious importance in practically every aspect
of business. Goleman (2006), in fact, considers emotional intelligence indispensable in occupational success, more important even than IQ (Intelligence Quotient). Keogh (2005) agrees, contending that cognitive intelligence is
only responsible for ten to twenty percent of success while emotional intelligence can be credited with the remainder of our success. Emotional intelligence is a particularly important tool in
the motivation of knowledge workers. It creates a positive corporate culture and can, in fact, be used to promote cultural diversity in the organizational environment.
Emotional intelligence is a different way of being smart (Keogh, 2005). It includes "self-awareness and impulse control, persistence, zeal and self-motivation, empathy and social deftness" (Goleman,
2006, inner leaf). Obviously these qualities can be critical in motivating any type of employee. It is particularly useful, however, in motivating knowledge workers, those workers that work
more with their minds than with their muscles. These employees job revolves around information, how to find it, and how to use it. Those that are charged with
motivating these employees, therefore, must approach them in a way that best suits that goal. One particularly important task is motivating employees to keep up to breast on the
professional literature. Their job requires good information literacy and their supervisors job requires the ability to emphasize the skills needed to maintain it. Zabel (2004) insists that for
information literacy instruction to succeed it "must be integrated, relevant, ongoing, collaborative, and applied" (p. 17). Well honed emotional intelligence on the supervisors part has obvious value in achieving
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