ROLE OF HR TO INCORPORATE EMOTIONAL INTELLIGENCE(12)

Cherniss (2001) The model suggests that ultimately any attempts to improve emotional intelligence in organizations will depend on relationships. Even formal training interventions or human resource policies will affect emotional intelligence through their effect on relationships among individuals and groups in the organization. The left-hand portion of the model illustrates three organizational factors that are interrelated. Each of these factors influences emotional intelligence through its impact on relationships, and each factor influence the other two. The emotional intelligence of organizational leadership influences organizational effectiveness through its impact on organizational climate.

At the same time, the HR functions of recruitment and selection, training and development, and management performance have a strong impact on leadership EI, However, leadership in turn will influence the extent to which HR functions are effective in helping organizational members increase their EI. The emotionally intelligent teams display the kinds of cooperation, commitment, and creativity that are increasingly important for organizational effectiveness. Furthermore, they show that although the emotional intelligence of individual members contributes to the level of emotional intelligence found in the team, contributes to the EI of the group, People who are members of emotionally intelligent groups become more emotionally intelligent individuals and thus leading to organization effectiveness.

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Figure 1.

 

 

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