The role that emotional intelligence plays in the workplace cannot be overstated. Thanks to emotional intelligence, individuals are able to understand their own emotions. Moreover, emotional intelligence allows individuals to identify the emotions that others exhibit and respond appropriately. Emotional intelligence has also been shown to enhance job performance (Dana et al., 2015). Despite the critical role that emotional intelligence plays in the workplace, it is not a necessary requirement for those seeking employment.
The job market has today is intensely competitive (Deming et al., 2016). As a result, individuals are being forced to settle for jobs that do not match their career aspirations or strengths. For example, many qualified and competent individuals have to take up low-paying jobs which do not deliver any meaningful satisfaction. It is therefore fair to say that many are accepting the jobs because they need money. Given the mismatch between jobs available and the qualifications that individuals possess, it is clear that emotional intelligence is not a necessary requirement for those applying for jobs. However, emotional intelligence can still play an important role. Often, after applying for a job, individuals receive regret letters through which they are informed that their application has been unsuccessful. Emotional intelligence allows one to accept and respond properly to bad news (Reed et al., 2014).
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The discussion above has established that emotional intelligence is minimally needed during the job application stage. However, when one finds a job, emotional intelligence becomes a necessary skill. This is regardless of whether one is fully committed to the job or they simply wish to make money. Emotional intelligence is needed in daily tasks at the workplace. For example, one may be confronted with a difficult client. To leave the client satisfied, the individual has to employ emotional intelligence. Therefore, emotional intelligence is a vital tool that allows employees to perform excellent.
References
Dana, J. L., Newman, J. J., O’Boyle, D. A., & Ernest, H. (2015). Why does Self-Reported Emotional Intelligence Predict Job Performance? A Meta-Analytic Investigation of EI. Journal of Applied Psychology, 100 (2), 298-342.
Deming, D. J., Yuchtman, N., Abulafi, A., Goldin, C., & Katz, L. F. (2016). The Value of Postsecondary Credentials in the Labor Market: An Experimental Study. American Economic Review, 106 (3), 778-806.
Reed, S., Kassis, K., Nagel, R., Verbeck, N., Mahan, J. D., & Shell, R. (2014). Does Emotional Intelligence Predict Breaking Bad News Skills in Pediatric Interns?
A Pilot Study. Medical Education Online, 20 (1). DOI: https://doi.org/10.3402/meo.v20.24245
