ČUSTVENA INTELIGENCA PRI VODENJU LJUDI V PROFITNI IN NEPROFITNI ORGANIZACIJI

• Main Author: Močnik, Jasna
• Other Authors: Ferjan, Marko
• Format: Master Thesis
• Language: Slovenian
• Published: 2010
• Subjects: čustvena inteligenca; čustva; osebnost; vodenje; delovno okolje; medosebni odnosi; emotional intelligence; emotions; personality; managing; working environment; interpersonal relationships; sami
• Online Access: https://dk.um.si/IzpisGradiva.php?id=14311; https://dk.um.si/Dokument.php?id=15164&dn=; https://plus.si.cobiss.net/opac7/bib/6685971?lang=sl

Vse bolj se zavedamo pojma čustvene inteligence in njenega pomena. V ospredje prihaja človek s svojim delovanjem, s svojimi čustvi in upravljanjem z njimi. Vse bolj ugotavljamo tudi sami pri sebi, da slavni inteligenčni kvocient (IQ) ali umska inteligenca ni več dovolj za uspešnot pri delu in uspešnem upravljanju s človeškimi resursi. Organizacije, ki se zavedajo pomembnosti čustvene inteligence, se aktivno vključujejo v raziskave posameznikove osebnosti, posameznikova reagiranja na svoja čustva in čustva drugih. Tudi zaposleni v taki organizaciji, so o tem bolj obveščeni in se bolj zavedajo pomena čustvene inteligence. Magistrska naloga je razdeljena na dva dela. Prvi del je teoretični del, kjer so opredeljeni osnovni pojmi, definicije čustvene inteligence in vodenja ljudi. Drugi, empirični del, pa je raziskovalno delo na podlagi anketnega vprašalnika. Raziskavo sem opravila v profitni in neprofitni organizaciji in analize rezultatov med seboj primerjala. Anketni vprašalnik je bil objavljen na gostujoči splatni strani, kjer so se direktno shranjevali odgovori. Anketiranci so po e-pošti prejeli povazavo na vprašalnik, kjer so direktno s kliki odgovarjali na vprašanja. Anketrianje na tak način se mi zdi izredno praktično in ekonomično, saj dandanes ljudem nenehno primanjkuje časa. Predvidevam, če bi anketo pošiljala v fizični obliki, bi bila odzivnost slabša in časovno daljša. Prišla sem do ugotovitev, da je čustvena inteligenca na delovnem mestu in pri vodenju ljudi izredno pomembna. Pri postavljanju hipotez in njihovem dokazovanju, se je izkazalo, da obstajajo močne povezave med čustveno inteligentnim vodjo in poslovno klimo v podjetju, med čustvenim inteligentnim vodjo in vplivom čustvene inteligence v organizaciji ter pomenom čustvene inteligence na delovnem mestu in zadovoljstvom na delovnem mestu, tako v profitni kot v neprofitni organizaciji. Če povzamem rezultate raziskave, bi lahko trdila, da organizacija, ki nima posluha za čustva zaposlenih, ne more biti enako uspešna, kot organizacija ki le-tega ima. Lepo in prijetno je priti v službo, kjer se kolektiv med seboj razume, kjer vodja svoje zaposlene razume, jih posluša in poskuša razumeti. Tudi kadar se srečujemo s problemi v organizaciji, jih je lažje reševati, če obstaja medsebojno razumevanje in zaupanje. Namen magistrskega dela je identifikacija za uspeh ključnih elementov čustvene inteligence, kaj pomeni, če ima organizacija čustveno inteligentnega vodjo, kakšnega vodjo si zaposleni želijo, pomen osebne rasti posameznika, kaj za zaposlene pomeni čustvena inteligenca na delovnem mestu in zadovoljstvo zaposlenih na delovnem mestu glede na stopnjo čustvene inteligence vodje. Čustvena inteligenca je bistvena sestavina uspešnosti in zadovoljstva pri delu. Zavedanje in nadzorovanje lastnih čustev ter dojemljivost za občutke drugih pomembno vplivata na kakovost dela in življenja. Naša čustva so zelo inteligentna in koristi čustvene pismenosti so večplastne. V eksplozivni fazi se ne odzivamo več nagonsko. Sami izberemo svoj odziv. Velik uspeh v življenju dosežemo, če se naučimo vrednotiti svoja čustva in delati z njimi. Čustva imajo v človeškem življenju veliko vlogo. So način spoznavanja samega sebe in predstavljajo vez med nami in svetom, ki nas obdaja. Ko se naučimo razpoznati svoja čustva, se naučimo veliko o sebi. People are more and more aware of the notion emotional intelligence and its significance.An individual's functioning and managing of his/her emotions have been surfacing constantly. We realise that the notorious intelligence quotient (IQ) or rational intelligence is not enough for us to be successful at work or at dealing with human resources. The organisations that are well aware of the importance of emotional intelligence actively cooperate with researchers of human personality, and reactions of an individual towards his/her own feelings or the feelings of others. Furthermore the employees in such an organisation are better informed about it and their awareness of emotional intelligence and its significance is much greater. This work is divided into two parts. The first part is theory which explains basic terminology, defines emotional intelligence and managing human resources. The second part is practical research done by means of a questionnaire. The research has been carried out in a profitable and a non-profitable organisation, and a comparison has been made among the analysed results. The questionnaire has been made public on a host's webpage, which enabled the answers to be saved directly.The questioned people have been sent a link to the questionnaire via email and they simply clicked the chosen answers. Such questionnaires are not only practical but also economical as they are not very time-consuming. If the questionnaires had been sent by ordinary mail, I would presumably have received less answers in a longer period of time. I have come to the conclusions that emotional intelligence is extremely important where work and managing human resources are concerned. When hypothesizing and searching for evidence the fact emerged that there are strong connections between a highly emotionally- intelligent employer and working conditions in a company furthermore, between emotionally-intelligent employer and an influence of emotional intelligence in the organisation moreover, between the significance of emotional intelligence at work and job satisfaction in a profitable as well as non-profitable organisation. Summarizing the results of my research I could claim that an organisation with no understanding for the emotions of its employees cannot be as successful as the one having it. It is nice and comfortable to come to work where the colleagues get along, where the superior understands and tries to sympathise with the employees. Additionally, when confronting problems in an organisation they are much easier to solve if there is mutual trust and empathy. The purpose of this work is identification of the basic elements of emotional intelligence which are vital for our success. That is, to find out what it means if an organisation is led by an emotionally-intelligent employer, what sort of employer the employees expect, the importance of individual's personal growth, what emotional intelligence at work means to the employees and their job satisfaction depending on the level of their employer's emotional intelligence. The emotional intelligence is a vital part of success and satisfaction at work. The awareness and control of our own emotions as well as the empathy towards the feelings of others affect our quality of work and lives in a most important way. Our emotions are very intelligent and the usefullness of emotional literacy is multi-layered. In the stage of emotional outburst we do not respond instinctively anymore. We choose how to react. Our success in life depends on condition that we learn how to evaluate and work with our emotions. Emotions play a very important role in a human's life. They are a way how to learn about ourselves and also represent a link between us and the world. To sum up, in the process of learning about our emotions, we also find out a lot about ourselves.