One of the models used in emotional intelligence is bar-on mixed models. Daniel Goleman developed the bar-on model. It is primarily focused on defining emotional intelligence by using a wide variety of skills and the competencies that affect the aspect of leadership performance. Therefore, the bar-on model is majorly used in the corporate settings for purposes of training and evaluating the management potentials (Nafukho et al., 2016). Some of the emotional constructs in the bar-on model are self-regulation, self-awareness, motivation, empathy, and social scale. The other emotional intelligence model is the ability-based model. The ability model describes different but closely related abilities (Mayer, Caruso, & Salovey, 2016). The abilities are the ability to perceive, use, understand, and manage emotions.
One of the advantages of the bar-on model is that it leads to the cultivation of the desirable qualities in a workplace setting (Nafukho et al., 2016). The bar-on model focuses on emotional constructs, which lead to the emotional redesigning of the workplace. For instance, employees learn how to become more self-aware of their surroundings as they interact with the customers and the other employees at the workplace. The other merit of the bar-on model is that it leads to the prediction of job performance (Nafukho et al., 2016). The model is directly responsible for bettering the various aspects of the workplace and the workers. The major disadvantage of the bar-on model is that particular jobs are not dependent on the emotional intelligence of the workers.
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The significant advantage of the ability model is that it leads to the unearthing of the complexity of the emotions, which goes beyond the recognition of the fundamental facial expressions (Mayer, Caruso, & Salovey, 2016). The individuals also understand the emotional language that helps them to connect to the other people. The other advantage is that the ability model leads to the more profound perception of emotions, which leads to a more established connection to the other individuals (Mayer, Caruso, & Salovey, 2016). The major demerit of the ability model is that the complexity of emotional language may prove difficult to the individuals and lead to confusion as they learn the emotional language.
References
Mayer, J. D., Caruso, D. R., & Salovey, P. (2016). The Ability Model of Emotional Intelligence:
Principles and Updates. Emotion Review , 8 (4), 290-300.
Nafukho, F. M., Muyia, M. H., Farnia, F., Kacirek, K., & Lynham, S. A. (2016). Developing
Emotional Intelligence Skills among Practicing Leaders: Reality or Myth? Performance Improvement Quarterly , 29 (1), 71-87.
