MANAGER IN NJEGOVA ČUSTVENA INTELIGENCA

• Main Author: Palko, Marija
• Other Authors: Šarotar Žižek, Simona
• Format: Bachelor Thesis
• Language: Slovenian
• Published: M. Palko 2010
• Subjects: manager; funkcije managementa; čustva; čustvena inteligenca; modeli čustvene inteligence.; management functions; emotions; emotional intelligence; emotional intelligence models.; info:eu-repo/classification/udc/159.93/.94; Payne; sami
• Online Access: https://dk.um.si/IzpisGradiva.php?id=14563; https://dk.um.si/Dokument.php?id=15543&dn=; https://plus.si.cobiss.net/opac7/bib/10415132?lang=sl

Čustvena inteligenca ni oblika nadarjenosti, ampak je kombinacija sposobnosti in spretnosti, ki naj bi jih imel vsak človek. Izraz socialna inteligenca se je pojavil leta 1930, leta 1985 pa sta Wayne Leon Payne in podiplomski študent uporabila izraz čustvena inteligenca. Kasneje leta 1990 je Goleman Daniel pisal članke o čustveni inteligenci in tako se je začel pojavljati in uporabljati izraz čustvena inteligenca. Čustvena inteligenca zajema upravljanje čustev, razumevanje čustev, uporabo in zaznavanje čustev. Gre za štiri veje čustvene inteligence in vsaka od njih opisuje spretnosti, ki tvorijo celotno čustveno inteligenco. Čustvena inteligenca je najpomembnejši dejavnik osebnostne prilagoditve v odnosih in na delovnem mestu. Uporabljamo jo tako na osebni (ko pomagamo sami sebi) kot na medosebni (ko pomagamo drugim) ravni. To tudi pomeni, da je čustvena inteligenca pomembna na vseh področjih v življenju, med drugim tudi vpliva na posameznikovo zdravje. Čustvena inteligenca pomeni, da razvijamo sposobnosti, ki nam omogočajo učinkovito in produktivno sporazumevanje z drugimi. Med te sposobnosti štejemo, da jasno povemo, kaj mislimo, čutimo in hočemo. Prav tako, da branimo svoje mnenje, ideje, prepričanja, želje in potrebe ter to spoštujemo tudi pri drugih. Managerji v organizaciji vsakemu zaposlenemu določijo njegovo zadolžitev in odgovornost. Pri tem pa običajno manager vpliva na svoje zaposlene z dejavniki kot so: pohvala, nagrada in graja, tekmovanje, sodelovanje in seveda plača. Torej se čustvena inteligenca kaže predvsem v lastnostih, ki se nanašajo na delovanje managerjev v organizaciji. Čustvena inteligenca na delovnem mestu je sposobnost obvladovanja čustev v organizaciji. V diplomskem seminarju smo torej opisali razliko med managerji in vodji, med čustvi in čustveno inteligenco. V raziskavi smo anketirali managerje na Koroškem, v katerem je bilo zajetih 177 anketirancev. Anketni vprašalnik smo analizirali posebej glede na spol, starost, izobrazbo, itd. V empiričnem delu smo ugotovili, da imajo ženske predstavnice managerjev bolje razvite družbene spretnosti in empatijo kot moški predstavniki. Prav tako smo ugotovili, da mlajši managerji reagirajo bolj nepremišljeno kot pa starejši managerji. V korist managerjev, ki delujejo na višji ravni managementa bi izvedla srečanje, da bi jim predstavila, kaj je čustvena inteligenca in kako se jo da izpopolniti. Emotional intelligence is not a form of talent, but it’s a combination of abilities and skills, to be held every person. The term social intelligence appeared in 1930, but in the year 1985, Wayne Leon Payne and graduate student used the term emotional intelligence. Later in 1990, Daniel Goleman wrote articles on emotional intelligence, and thus began to emerge and to use the term emotional intelligence. Emotional intelligence includes the management of emotions, understanding emotions, using emotions and perceptions. This is the four branches of emotional intelligence and each of them describes the skills that make up the whole emotional intelligence. Emotional intelligence is the most important factor in personal relationships and adaptations in the workplace. We use it both on a personal (after helping themselves) such as interpersonal (when helping others). This also means that emotional intelligence is important in all areas of life, including the impact on individual health Emotional intelligence means, that we develop skills, which us allow effective and productive communication with others. These skills are considered, to clearly say, what we think, feel and want. It is also to defend their views, ideas, beliefs, desires and needs and it also respects others. Managers in the organization determine each employee’s his roles and responsibilities. In this case manager impact on their employees by factors such as: praise, reward and blame, competition, cooperation, and of course paid. So Emotional intelligence is reflected in the properties, which relate to the operation managers in the organization. Emotional intelligence in the workplace is the ability to control emotions in the organization. The graduate seminar, we then describe the difference between managers and leaders, between emotions and emotional intelligence. In our study we interviewed managers on Koroška, which consisted 177 respondents. We analyzed questionnaire specifically according to sex, age, education, etc. In empirical work, we found, that women managers representing more developed social skills and empathy than male representatives. We also found, that younger managers react more reckless than older managers. In the interests of managers working at senior management level to make the meeting, presented to them, what is emotional intelligence and how to improve it.