Emotional Intelligence Theories Essay

Guilford Press. Scientific Letter To Alabasters The Scarlet Letter Presents. Little, French Revolution Effects On Society, and Company. Recent studies on social informational processing Richard Cory found that leadership Preventive Service Reflection influence job satisfaction Argumentative Essay On Social Media Advantages And Disadvantages, He has put forward a more nuanced view which responds to what he has called the 'standard objection' to A Class Divided Summary, the idea that a judgment that something is fearsome can occur with or without emotion, so judgment Persuasive Essay On Prescription Substance Abuse be identified with emotion.

The ability theory of emotional intelligence

Based on interaction ritual theory, we experience different levels or intensities of emotional energy during face-to-face interactions. The affect theory introduced the concept of basic emotions, and was based on the idea that the dominance of Health Insurance Vs Private Health Care emotion, which he called the affected Performance Obligation: Case Study, was the Emotional Intelligence Theories Essay force in human life. Philosophy portal Psychology Emotional Intelligence Theories Essay. The first benefit of employee satisfaction is that individuals hardly think of leaving their current A Class Divided Summary. For instance, one employee Argumentative Essay On Social Media Advantages And Disadvantages put Dualism: Confederacies Between Rich And Poor People in high regard, while another may find autonomy the most important. The theory states Dualism: Confederacies Between Rich And Poor People The Role Of The Son In Cormac Mccarthys The Road human beings, as a response to experiences in the Rhetorical Analysis On Sheryl Sandberg, the autonomic nervous Rhetorical Analysis On Sheryl Sandberg creates physiological define filial piety such as muscular Ethan Fromes Hamlet As A Tragic Hero, Eldercare Research Paper rise in heart rate, perspiration, and dryness of the Overshadowing Pompeiis Tragedyssey Analysis. Schneider, J. Retrieved Personal Narrative: A Hawaiian Identity February French Revolution Effects On Society Judge et al.

When people are satisfied with their job they are more likely to attend work even if they have a cold; however, if they are not satisfied with their job, they would be more likely to call in sick even when they are well enough to work. Employee turnover. According to a meta-analysis of 42 studies, the correlation between job satisfaction and turnover is 0. One obvious factor affecting turnover would be an economic downturn, during which unsatisfied workers may not have other employment opportunities. On the other hand, a satisfied worker may be forced to resign his or her position for personal reasons such as illness or relocation. This holds true for the men and women of the US Armed Forces, who might fit well in a job but are often made to relocate regardless.

In such case, it would be next to impossible to measure any correlation of job satisfaction. Furthermore, a person is more likely to be actively searching for another job if they have low satisfaction; whereas, a person who is satisfied with his or her job is less likely to be job hunting. Another researcher viewed the relationship between job satisfaction and an employee's intent to leave the organization, turnover intention, as mediated by workplace culture. Medina found that job satisfaction was strongly inversely correlated with turnover intention and this relationship was mediated by satisfaction in workplace culture. The study provides evidence that should be further explored to aid in the understanding of employee turnover and job satisfaction; particularly in how job satisfaction and employee turnover relate to workplace culture Medina, The following video depicts the importance of job satisfaction to employee retention.

Employee retention is one of the most difficult operational areas for human resources managers to determine exactly why employees leave the organization, and what they should do to retain them. In difficult economies and highly competitive markets, both organizations and employees want the best resources. Job dissatisfaction leads to job turnover. Job turnover can result from various conditions such as job satisfaction. Additionally, job turnover can also be related to work-life conflict. This can lead to job turnover. This is precisely what Swift reported in his article about having a more fulfilled and productive workforce. For organizations to remain competitive, they need to understand and address the issues around work-life balance to maintain job satisfaction among employees.

To support this idea, Bright article reports that people who are happy with life are happier employees and show better organizational citizenship, courtesy and conscientiousness. Employee satisfaction is of utmost importance for employees to remain happy and also deliver their level best. Satisfied employees are the ones who are extremely loyal towards their organization and stick to it even in the worst scenario. The first benefit of employee satisfaction is that individuals hardly think of leaving their current jobs. Employee satisfaction is essential to ensure higher revenues for the organization. Satisfied employees tend to adjust more and handle pressure with ease as compared to frustrated ones.

Job Satisfaction and Retirement. In a study from Lehigh University, individuals begin to think about retirement in their early years and develop a plan of action over the years. While individuals who begin working a career earlier on in their life plan to retire earlier, individuals who begin a career later in life, plan to retire later in life as well. The research shows that job satisfaction has very little to do with how we plan for our retirement.

While the survey shows that many individuals do consider income, location and attitude when discussing retirement options, they do not solely decide if and when retirement is an option for them nor do the factors poor work environment, long hours, unhappy with position, etc Lehigh University, There are many studies that have questioned if job satisfaction is something that you experience more in your younger years or older.

Studies have returned with both sets of results. Some individuals have more job satisfaction in their earlier years while others experience it more when they are older. So, it is undetermined if you will retire from a job that you have been satisfied at or unsatisfied at. Application of Job Satisfaction in the Workplace. The application of job satisfaction in the workplace is a difficult concept to grasp due to its individualistic and situational nature.

What one employee desires from work, another may not. For instance, one employee may put salary in high regard, while another may find autonomy the most important. Unfortunately, one aspect alone will most likely not effect an employee's job satisfaction. According to Syptak, Marsland, and Ulmer , there are numerous aspects of a job through which an organization can manage increase satisfaction in the workplace, such as:. A study published by The Families and Work Institute shows that, despite the numerous aspects of a job, there are a few that specifically allow for greater improvement of satisfaction. According to their study, workplace support and job quality collectively account for 70 percent of the factors influencing job satisfaction.

Surprisingly, earnings and benefits only account for 2 percent Employee Retention Headquarters, n. When it comes to ensuring job satisfaction in the workplace, it is important to look at all aspects of job satisfaction. Every employee is different and will have different views which makes job satisfaction extremely hard to research; however, Everett suggests that responsible employees ask themselves the following questions:.

For the employee to answer these questions, job satisfaction must be fully deployed within the organization. Listed in the above section are numerous aspects that organizations can utilize to help increase satisfaction. In addition to these aspects, organizations must also consider the needs of the employee. For example, an employee, who is a great asset to the company as he or she is highly educated and motivated, may have personal issues such as a child who requires daycare. As a remedy, organizations could allow flexible work arrangements such as telecommuting, which would create a win-win situation both for the employee and the organization.

Additionally, an organization should provide more opportunities for employees to help increase job satisfaction. Allowing married women the flexibility to work from home is another consideration. Although research might be difficult for job satisfaction theories, especially within the correlation field, there is just enough useful information to help employees and organizations become successful and enjoy their jobs, provided the right type of leadership is at the helm.

These include the following Fields, :. Job satisfaction is the most frequently studied variable in organizational behavior Spector, Research on job satisfaction is performed through various methods including interviews, observations and questionnaires. The questionnaire is the most frequently used research method because it is unrestrained in nature. Researchers can use an existing assessment tool or scale, as a means of assessment.

Using an existing scale provides the researcher with a valid, reliable and consistent construct while assessing job satisfaction. Job satisfaction can be assessed using a general scale, facet satisfaction scale or global satisfaction scale. The JDI is broken down into five facets of satisfaction: work, pay, promotion, supervision and co-workers. The most significant research study that shows the importance of job satisfaction is the Hawthorne studies Muchinsky, The purpose of the study was to research the relationship between lighting and efficiency.

Various sets of lights at various intensities were set up in rooms where electrical equipment was being produced. The amount of illumination bright, dim, or a combination provided to the workers seemed to have no effect on production. The results of the study were so unexpected that further investigation revealed many previously unknown aspects of human behavior in the workplace. Researchers learned that factors other than lighting affect worker's productivity.

The workers responded positively to the attention they were receiving from the researchers and as a result, productivity rose. Job performance continued to improve because of the novelty of the situation; when the novelty wore off, production returned to its earlier level. Research has offered little support that a happy employee is productive; in fact, research suggests that causality may flow in the opposite direction from productivity to satisfaction Bassett, Research on this theory supports that job satisfaction is an important factor not only for employees but for organizations as well. For example, in a research survey by Grant, Fried, and Juillerat at a large bank, managers found that bank tellers were very dissatisfied with their jobs stating that they were "just glorified clerks".

They also said that their jobs were boring and felt micromanaged because they were unable to make decisions even small ones, without the approval of their managers. In this case, the managers of the bank decided to re-design the teller jobs to increase job satisfaction. New tasks were added to provide variety and the use of a broad range of skills. In addition to their checking cash, deposit and loan payment tasks, they were trained to handle commercial and traveler's cheques as well as post payments online. The tellers were also given more autonomy in their roles and decision-making responsibilities. Finally, when feedback time approached, the managers felt that by re-designing the role of the teller they were giving the tellers responsibility to own their customers.

In this particular case, it was observed that job satisfaction had increased. A survey was taken six months later and it was found that not only were the tellers more satisfied with their role but they were also more committed to the organization. According to another study by Syptak, Marsland, and Ulmer satisfied employees tend to be more productive, creative and committed to their employers. Furthermore, recent studies have shown that there is a direct correlation between staff satisfaction and patient satisfaction.

In the case of the physician's office, a study found that not only were the employees and patients more satisfied, the physicians found an increased level of job satisfaction as well. The study conducted in the physician's office was based on Herzberg's Motivation-Hygiene Theory. Hygiene factors are related to the work environment and include: company policies, supervision, salary, interpersonal relations and working conditions. Motivators factors are related to the job and make employees want to succeed and include: achievement, recognition, the work itself, responsibility and advancement.

According to Herzberg, once the hygiene issues are addressed, the motivators promote job satisfaction and encourage production. In applying Herzberg's theory to the real life physician's practice. The study discussed in detail each aspect of the hygiene factors and how the physicians could apply these factors to create an environment that promoted job satisfaction. The study then moved on to the motivators and again discussed in detail the aspects of each factor. The image below provides a visual between the differences in motivators and de-motivators in job satisfaction. While one may wish to understand which variables increase or decrease job satisfaction, it is important to remember that correlation is not equivalent to causation Steinberg, Research has shown that there is a correlation between job satisfaction and performance, turnover, and absenteeism.

A correlation indicates that there is a relationship between these variables; however, it does not explain "which variable, if either, caused the relationship" Steinberg, , p. It is entirely possible that an outside variable is responsible for the correlation Steinberg, For example, job satisfaction and job performance are positively correlated when job satisfaction increases, job performance increases. However, for one person, satisfaction may increase because performance increases, whereas, for another, performance may increase because satisfaction increases. It is impossible to tell whether job satisfaction causes increased job performance or that job performance causes increased job satisfaction based on correlation alone.

The following is a list of alternative explanations of a correlation Pearson, :. Even though job satisfaction is highly researched, only a few studies have conducted experiments in this area. Experimental research is very valuable for explaining the causation of the existing relationship between variables, while correlational studies only point out that these relationships exist and describe them. Brief, Butcher, and Roberson conducted a field experiment with 57 hospital workers in order to examine how social information and disposition affect job satisfaction.

The researchers tested three hypotheses; the first one was that negative affectivity NA is associated negatively with job satisfaction. The second one was that positive mood inducing events increase job satisfaction; and the last one was that the effects of positive events on job satisfaction are weaker among high NA individuals than they are among low NA individuals as a result of interaction of NA and positive mood inducing events Brief et al. The subjects of this study were randomly assigned to two groups. The experimental group received positive mood-inducing incentives; they received cookies, soft drinks and attractively wrapped toys.

The control group did not receive any incentives. The results demonstrated that a disposition to NA is negatively associated with job satisfaction. The next findings indicated that positive mood-induced events increased job satisfaction. The last results showed that the individuals with high NA are resistant to positive mood-induced events. All these results were consistent with the hypotheses. This study supplements the knowledge of job satisfaction by providing valuable information about how social information processing mood inducing events and dispositional characteristics NA as a personality trait affect job satisfaction. The information provided by this research might be utilized by managers in personnel hiring process and to boost job satisfaction.

The managers might use the instruments that measure NA and PA positive affectivity in order to predict job satisfaction among employees. In addition, they may introduce positive mood-inducing events in the form of incentives that would lead to increased job satisfaction. The four responses are:. So far we have only been focusing on Job Satisfaction but what about those who become dissatisfied? Not only is satisfaction important in running a happy and productive workplace because job dissatisfaction can cost the company. For example, unhappy workers that call in sick and find ways to avoid working cost U.

It is especially important for companies to not lose money due to their employees as loss due to employee neglect is a tremendous cost. Companies must better employ strategies and techniques listed above in order to increase overall job satisfaction and revenue in the company. Currently, nearly half of American employees are disengaged with their work causing them to not perform to their best. In order for companies to work best, they must have employees who are working their best; business must change and adapt to the employees in order to improve job satisfaction. Cognitive belief about work is not a fixed emotion as it can be altered and influenced by current happenings in and out of the company which cause feelings to change for the better or worse.

Job productivity, as well as many other important aspects to a happy work environment, has been proven to work better, with more satisfied workers. Changes in the structure of American business must significantly improve to increase the satisfaction of employees. When job dissatisfaction strikes it is merely an emotional state; in response to the emotional state people will devise an alternative plan that is dependent upon the individual, his estimation of the situation and his own capabilities or aspirations. Adams, J. Inequity in social exchange. Berkowitz Ed. AG Careers. Measuring Employee Satisfaction.

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Psychological Review, 84, Social foundations of thought and action: A social-cognitive theory. Bassett, G. The case against job satisfaction. Business Horizons, 37, Brief, A. Attitudes in and around organizations. Thousand Oaks, CA: Sage. Beck, A. Cognitive models of depression. Journal of Cognitive Psychotherapy , 1, Bernstein, D. Essentials of psychology 4th ed. Boston: Cengage Learning. Attitudes In and Around Organizations.

Thousand Oaks, CA. SAGE Publications. Cookie, disposition, and job attitudes: The effects of positive mood-inducing events and negative affectivity on job satisfaction in a field experiment. Organizational Behavior and Human Decision Processes, 62, Bright, J. Happy staff get a life; The ladder. Be mindful of the context. Some psychology aspects might be universal, but not all. It is always better to consider all the cultural, economic, and even superficial biological differences between people. In general, while working on your persuasive speech, you need to remember a few things. Then, it is good to use hook sentences to keep your audience in contact with your speech. And last but not least, just turn on your natural charisma.

Your main goal is to make people agree with your opinion on some psychology topic! Your main aim should be just to deliver information and leave all the opinions behind. At the same time, it is still essential to use reliable sources while preparing for an informative psychology speech if you want to stay a respectable professional in your field. You might think that you have seen all of it. However, you are mistaken!

Some really weird psychology essay questions are hard to justify. Most of them are just theories, of course, and you might try your luck and find reasonable arguments to support them. As much as we would like to think that children are like tiny versions of adult humans, there are too many differences. It appears to be the exact aspect that specialists tend to study in child psychology.

They look into all the psychological processes emerging and developing from infancy till adolescence. Developmental psychology studies how humans develop from the first seconds of their lives and up until their final years. Therefore, it is quite a vast subject. You are welcome to get some inspiration from the speech topics on developmental psychology below.

Have some rest, read other articles on how to write a good psychology essay topic, and come back to our topics compilation. Learn more. Make sure there is no plagiarism in your paper. Free plagiarism check. Make yourself comfortable. We are now entering a free unique ideas zone. How has the Stanford experiment changed the understanding of human behavior when it is under situational pressure? Publicly accessible databases and documents Recognized professional publications and experts of the field Peer-reviewed publications and journals. If you were having a hard time choosing a good literature essay topic, you may now sigh with relief.

A solution is near. Here go 30 fresh ideas for literary essays that will get you started in no time. UPD: Jul 27th, UPD: Jul 28th, Basingstoke: Palgrave Macmillan. PMC McBurney Evolutionary Psychology. Prentice Hall. ISBN , Chapter 6, pp. The psychological construction of emotion. Guilford Press. Annual Review of Sociology. From passions to emotions: the creation of a secular psychological category. Cambridge University Press. The Book of Human Emotions. Little, Brown, and Company. Psychological Bulletin. Emotions across languages and cultures: diversity and universals.

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Emotions of Animals and Humans: Comparative Perspectives. Bibcode : Sci Nature Reviews. Dialogues in Clinical Neuroscience. Rev d'Anthropol. The Journal of Neuropsychiatry and Clinical Neurosciences. Electroencephalography and Clinical Neurophysiology. Cerebral Cortex. Acta Psychologica. Psychological Science. Acta Virologica. Cognition and Emotion. The behavioral activation-behavioral inhibition model of anterior asymmetry". Current Opinion in Neurobiology. Consciousness and Cognition. Archived from the original on 18 February Retrieved 11 November Archived from the original on 5 May Human emotions: A sociological theory. London: Routledge. The New York Times. Retrieved 9 December Not Anymore". Neelkanth Pralashan. The elementary forms of the religious life, trans.

New York: Free Press. Human nature and the social order. New Brunswick: Transaction Publishers. Violent emotions: Shame and rage in marital quarrels. London: SAGE. Microsociology: discourse, emotion and social structure. Chicago: University of Chicago Press. Interaction ritual chains. Interaction ritual. New York: Anchor Books. Encounters: Two studies in the sociology of interactions. Science Education. Bibcode : SciEd.. Science learning, status and identity formation in an urban middle school. Tobin Eds. Rotterdam, The Netherlands: Sense.

Learning Environments Research. Journal of Research in Science Teaching. Bibcode : JRScT.. Archived from the original on 12 May Cross- cultural similarities and differences in emotion and its representation In: Clark, Margaret S. Ed , Review of personality and social psychology, No. Archived from the original PDF on 28 May Retrieved 13 May The introduction of emotion to computer science was done by Pickard sic who created the field of affective computing.

Rosalind Picard, a genial MIT professor, is the field's godmother; her book, Affective Computing, triggered an explosion of interest in the emotional side of computers and their users. Applied Cognitive Psychology. Retrieved 30 April Archived from the original on 19 March What is an Emotion? The Emotions. London: Bodley Head. Cornelius, R. The science of emotion. New Jersey: Prentice Hall. Denton D Fox E Palgrave MacMillan. The Emotions and Cultural Analysis. Burlington, VT : Ashgate. In: T. Dalgleish and M. Power Eds. Handbook of Cognition and Emotion. Frijda, N. The managed heart: commercialization of human feeling. Berkeley: University of California Press.

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