INTERPERSONAL RELATIONSHIPS, EMOTIONAL INTELLIGENCE, AND CONFLICT WITH THE ORGANIZATION.

 

INTERPERSONAL RELATIONSHIPS, EMOTIONAL INTELLIGENCE, AND CONFLICT WITH THE ORGANIZATION.


Interpersonal relationships are very important for the company since it facilitating to get other employees contribution work for the completion of task. When there is good interpersonal relationship with other they will desire to help that person without any regret. Even in the office culture employees feel personal feeling if there is strong relationship among the employees. Inside the company, employees have the opportunity to work as a family if they have a good interpersonal relationship with each other Laursen, K., & Foss, N. J. (2013).
The term emotional intelligence refers to the identifying feelings of the employees. This is very important for everyone since employees’ feelings are directly related to the productivity of the company if they are with an issue their satisfaction will reduce and stress will increase. In the organization there are few stakeholders in relation to the internal environment. Those parties are shareholders. Top management, operational managers, and employees. There will be a conflict between those parties since all parties have specific objectives. As an example, employees expect a high salary and management will not agree to increase the salary since it will be affected by the reduced net financial benefits of the company. Hence company should be able to manage mechanisms to minimize the conflict between each stakeholder group and all stakeholders fairly to be satisfied with the overall performance of the company.

In my work place I had the opportunity to  understand the practical    effect of  interpersonal  relationships and EI  on conflict resolution,  under the key learning outcomes  studied in the academic curriculum through an incident that I had  to encounter on 30/09/2022 where that I was able to  recognize a clear  link between emotional intelligence and interpersonal relationship in the context of  resolving conflicts inside  organization Laursen, K., & Foss, N. J. (2013).  As that there was an incident related to a continuously absent clerk in my office. The person has been absent due to a personal reason related to a sickness of his mother. However the HR manager has previously given a series of warnings on the absenteeism’s. I was able to recognize that the   excuse that the clerk gave was true. This was due to my ability to figure out using emotional intelligence the difficulty and the discomfort she went through when the HR manager was scolding her for the absence. However the situation triggered and I recognized that the clerk lost her patience. She threw a file folder towards the HR manager who seemed to have been venting his anger over the clerk due to some prolonged personal guide. At that point I quickly entered the   situation and was able to quickly calm down the clerk. The HR manager threatened that she will be fired on obscene behavior under disciplinary grounds. However I convinced the HR manager using the  lessons I learnt on how to use EI to manage the  conflicts and build a good interpersonal relationship  between the manager and the clerk by  convincing that she was a very poor  person and was the only  bread maker in the family and was undergoing  many  stress. By looking at this incident and perusing the   theoretical elements I learnt in the class module I recognized that there is a direct relationship between Interpersonal relationships, Emotional intelligence, and conflict and the company should be able to manage this in a perfect way. Interpersonal relationship refers to the good social connection between two or more peoples in the company and this really help the company, especially in teamwork and support with each other L., & Prennushi, G. (1995). As a company, all employees have to work together to achieve the overall performance of the company and having a good relationship with each other will provide an opportunity to get the synergy effect for the company by providing all people’s contribution towards the company’s achievement.


Interpersonal relationship is very important for the employees. if the company can maintain good interpersonal skills among the employees there will be high productivity with the employee’s performance. Team working effort will increase significantly and company can get the benefit of synergy by combine the team members effort towards the company’s objectives Laursen, K., & Foss, N. J. (2013). Most important thing is company can get the action to increase interpersonal relationships from the training and development. Proper learning, will help employees to get awareness about the method of increasing interpersonal skills and to improve their skills. There are a number of interpersonal skills which are negotiation, communication skills, conflict management, self-awareness and etc. Once employees improve their interpersonal skills they should be able to maintain those qualities to provide benefits to the organization in long run. Understanding and the ability to manage human intelligence are very important for a company since they are really linked to the performance of the company P., & Nawaratne, N. N. J. (2015). That means if an employee is hurt due to some reason and he or she felt will emotional issue this really affected the job performance. Hence company should be able to manage the emotional intelligence of the employees in the company by establishing internal controls in the company. I was able to understand through my Leaning diaries and   daily adoptions that when employees’ interpersonal relationships increase there will be bonds with each other and this will adversely affect their emotional intelligence in some situations. For a small reason they will suffer each other and this will create conflict between each other and this is one of the main disadvantages for the company. Hence company should be able to manage this situation up to some extend by the implementation of proper human resources management policies and procedures.

References  Emerald Insight

Laursen, K., & Foss, N. J. (2018)Human resource management practices and innovation.

Ichniowski, C., Shaw, K. L., & Prennushi, G. (2018). The effects of human resource management practices on productivity.

Arul rajah, A. A., Olathe, H. H. D. N. P., & Nawaratne, N. N. J. (2018). Green human resource management practices: A review.


Comments

  1. Onita JayawardenaDecember 8, 2022 at 5:17 AM

    Agreed. Several scholars has suggested that emotional intelligence plays a pivotal role in managing interpersonal conflicts (Rahim, 2001). Furthermore, emotional intelligence also has the potential to be predictor of workplace behavior in any organization.

    ReplyDelete
    Replies
    1. Mohamed InsaffDecember 9, 2022 at 12:34 AM

      Yes Onita, adding to your comment Emotional intelligence is a type of social intelligence that involves the ability to monitor one's own and others' emotions, to discriminate among them, and to use the information to guide one's thinking and actions (Salovey & Mayer, 1990).

      Delete
  2. Nadula NishadiDecember 8, 2022 at 11:19 PM

    Agreed on the content above. Moreover, as stated by Arora (2017), high emotional intelligent leaders are able to use their social skills to foster rapport and trust with their employees. They tend to view their team members as individuals with unique abilities, backgrounds, and personalities. Emotional intelligence refers to the capacity to identify, evaluate, and manage emotions in one’s self as well as in other people. While some researchers believe this ability may be trained and developed, other experts suggest emotional intelligence is a trait a person must be born with.

    ReplyDelete
  3. Mohamed InsaffDecember 9, 2022 at 1:05 AM

    Noted Nishadi, and need to add to your comment The ability to keep track of one's own and others' emotions, to distinguish between them, and to utilize that knowledge to inform one's decisions and behavior is known as emotional intelligence (Salovey & Mayer, 1990).

    ReplyDelete
  4. Chathuri RanasingheDecember 9, 2022 at 9:50 AM

    This comment has been removed by the author.

    ReplyDelete
  5. Chathuri RanasingheDecember 9, 2022 at 9:52 AM

    Great article Insaff, the term emotional intelligence conveys some aspects of present-day zeitgeists; it captures something of the many competing interests or spirits of our age. In some contexts, it refers to an integration in the war between emotion and rationality throughout human history. (Mayer, Salovey, & Caruso, 2000)

    ReplyDelete
  6. Mohamed InsaffDecember 9, 2022 at 11:41 PM

    Well Said Chathuri, and Individuals differ in the fre- quency and amplitude of their shifts in predominant affect (Eysenck, 1982; Larsen, Diener, & Emmons, 1986). Accordingly, certain individuals have avail- able to them a rich panoply of feeling. In the same way that some individuals are verbally fluent because they can rapidly and effectively generate words (French, 1951; Thurstone, 1938), these people may be emotionally fluent, in that they can rapidly and effectively generate emotions and emotion-related thoughts.

    ReplyDelete
  7. Manoj MendisDecember 10, 2022 at 7:33 AM

    Agreed on the content, according to (Cherniss, 2001). High emotional intelligence (EI) organizational leaders, in conjunction with a positive organizational climate and the human resources team, may influence relationships at work, which has an impact on group and individual EI as well as organizational commitment

    ReplyDelete
  8. Dulakshi JayathilakeDecember 13, 2022 at 1:51 AM

    Agreed wth blog post content. In addition, it seems impossible to argue against the idea that the study of EI is a crucial field of modern psychology for a notion that, until recently, had not received much attention. As a result, EI has been hailed as a cure-all for contemporary business as well as a crucial but frequently overlooked component of nursing, legal, medical, and engineering processes (Zeidner, Matthews, & Roberts, 2001). According to some analysts, EI even offers the means by which educational reform can and will eventually realize its full potential at the primary, secondary, and tertiary levels of education (Zeidner, Roberts, & Matthews, 2002).

    ReplyDelete

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