However, in Septemberthe court case of Brown v.
Emotional Intelligence EI or emotional quotient EQ is a set of skills that help us better perceive, understand and manage emotions in ourselves and in others. Collectively they help us make intelligent responses to, and use of, emotions.
These skills are as important as your intellect IQ in determining success in work and in life. Everyone, no matter what job function, has interactions with other people.
|Standing Tall | Catholic Lane||Role of Information Technology in work: In the transition to an information-based global economy, the lines between work and home are blurring as technology reshapes the work place and the nature of home life evolves.|
|Emotional Intelligence (EI) Model | Genos International||Information Technology and Administrative Management Description With this specialization, you will become a qualified business professional prepared to pursue careers that apply a blend of management, administrative and information technology skills in contemporary business environments. The administrative manager supervises office employees, designs office work systems, maintains internal and external communication systems, and compiles meaningful reports from information processing.|
People who have been through our programs feel better at work, facilitate more productive work environments, and better lead and engage others. The Genos Emotional Intelligence Model The Genos model shown below comprises a set of emotionally intelligent workplace behaviour competencies.
Competencies represent skills and behaviours, based on underlying abilities and experiences, that are measurable and observable. The six emotionally intelligent leadership competencies of the Genos model capture the skills and behaviours that manifest from emotional intelligence abilities.
The Genos Model of Emotional Intelligence, including the six core skills is as follows: The competencies of the model help us consistently demonstrate the productive being states on the right side of the model, as opposed to the unproductive being states, that we can all be at times, on the left side of the model.
Emotional Self-Awareness Self-Awareness is about being aware of the way you feel and the impact your feelings can have on decisions, behaviour and performance. People who are emotionally self-aware are conscious of the role their feelings can play in these areas, and are better equipped to manage this influence effectively.
When we are emotionally self-aware we are present with the role feelings are playing in our decisions, behaviour and performance. When we are not, we are often disconnected from this influence.
Emotional Awareness of Others Awareness of others is about perceiving, understanding and acknowledging the way others feel.
This skill helps us identify the things that make people feel valued, listened to, cared for, consulted, and understood. It also helps us demonstrate empathy, anticipate responses or reactions, and adjust our behaviour so that it fits well with others.
When we demonstrate this skill effectively we come across as being empathetic. People who do not demonstrate this skill can come across as being insensitive to the way others feel. Authenticity Authenticity is about openly and effectively expressing oneself, honouring commitments and encouraging this behaviour in others.
It involves honestly expressing specific feelings at work, such as happiness and frustration, providing feedback to colleagues about the way you feel, and sharing emotions at the right time, to the right degree and, to the right people. People high in authenticity are often described as genuine whereas people low in this skill are often described as untrustworthy.
Emotional Reasoning Emotional reasoning is about using the information in feelings from oneself and others when decision-making. Feelings and emotions contain important information.
For example, the level of commitment colleagues demonstrate often provides insight into whether a decision is going to be supported; the emotional appeal of products and services often provides insight into selling and marketing messages.
When this type of emotional information is combined with facts and technical information, people make expansive, creative and well thought-out decisions.
Conversely, people who do not use emotional information and focus on facts or technical information only tend to be limited in their decision-making.
The modern workplace is generally one of high demands and pressure, and this can create negative emotions and outcomes. Our mood can be very infectious and can therefore be a powerful force in the workplace; productively or unproductively. This skill helps people be resilient and manage high work demands and stress rather than being temperamental at work.
People who are proficient in managing their own emotions are optimistic and look to find the opportunities and possibilities that exist even in the face of adversity. Positive Influence Positive influence is about positively influencing the way others feel through problem solving, feedback, recognising and supporting others work.
It involves creating a positive working environment for others, helping others find effective ways of responding to upsetting events and effectively helping people resolve issues that are affecting their performance. This skill helps people create a productive environment for others.
Positive Influence equips you with the capacity to encourage colleagues to cooperate and work effectively together. The Genos Emotional Intelligence Assessments Genos emotional intelligence assessments measure how often individuals display emotionally intelligent workplace behaviour that underlie success.
The Genos EI Enhancement Programs Our programs transfer cutting-edge content, assessments, frameworks, and tools into practical behavioural change that endures and has impact.
The programs present a holistic approach to development by improving both foundational and functional skills for the modern workplace. Most of the material can be applied within and outside of the workplace. Genos can either deliver programs for you or train you in how to deliver them.One fifth of the population is affected by disability, and laws protect their rights as individuals to have access.
To be accessible, an environment—work, home, school, shopping, medical, leisure, and virtual/digital—must be functional for everyone. Sep 24, · Find new ideas and classic advice for global leaders from the world's best business and management experts.
Work-life balance can be defined as “conceptualised as a two way process involving a consideration of the needs of employees as well as those of employers” (Lewis, p).
It’s the satisfactory level or fit between the multiple roles in a person’s life. Acknowledgements This document was written by Joan Burton, Canada, as result of Agreement for Performance of Work No. / Joan Burton, BSc, RN, MEd, is a Temporary Advisor to WHO, and the Senior Strategy Advisor, Healthy Workplaces, .
Starting a new job is an exciting and challenging time. It’s important for employers to use good hiring processes, and for everyone to follow minimum rights and responsibilities. A review of the literature, however, questions this purported link between work-life balance practices and organizational effectiveness.
The majority of studies investigating the outcomes of work-life practices do not measure work-life conflict, and thus cannot support this proposed mediated relationship (Eby, Casper, Lockwood, Bordeaux, & Brinley, .