In examining emotional intelligence one must understand what exactly it means. Emotional intelligence is the ability to express, control and recognize one’s own emotions while also being able to handle interpersonal relationships with empathy (Kotze & Venter). Emotional intelligence on the surface may seem like an inherent talent or trait but as Kotze and Venter explain in their study it can be a learned and measureable trait. Emotional intelligence looks at an individuals management skill set as a whole to assess capacity. Traits such as personality, mood, motivation, and other seemingly genetic qualities do contribute to emotional intelligence but the actual skill can be developed and learned despite what one is “given”.
Culturally competent service providers are aware of how their own cultural backgrounds, experiences, attitudes, values, and biases influence psychological processes. Although cultural competence is presented as a progressive and positive force for the challenge racism and discrimination There are a few obstacles that make it difficult to implement and in fact, achieved for the social worker and employers. Critique of cultural competence Critiqued that cultural competence for being unreachable. Critiqued that Could be privileging group characteristics over individuality – opens for stereotyping. Critiqued for implying that a client’s culture can be understood by the social worker who reads about cultures and asks questions, but the reality is more complex.
CULTURAL INTELLIGENCE Cultural Intelligence Cultural intelligence is defined as the ability to adjust to new and different cultural settings. It is also known as the capability to cooperate effectively with other people from a dissimilar cultural background and understanding. Cultural Intelligence, cultural quotient or CQ, is a term used in business, education, government and academic research. Cultural intelligence can be understood as the capability to relate and work effectively across cultures. HISTORY OF CULTURAL INTELLIGENCE Originally, the term cultural intelligence and the abbreviation "CQ" was developed by the research done by Soon Ang and Linn Van Dyne as a researched-based way of measuring and predicting intercultural performance.
Analyzing the concept of intelligence, there seems to be considerable evidence that it has many facets. It becomes evident that intelligence is more than just cognitive reasoning, but that it is the totality of mental processes enabling the individual to solve problems and adjust to new situations. 2.3.5 Concept Analysis: Emotional Intelligence According to Goleman (1996:42) emotional intelligence has its roots in the concept of "social intelligence", first identified by EL Thorndike in 1920 as the ability to understand and manage men and women, boys and girls - to act sagely in human relations. Gardner (1993: 36) speaks of two forms of personal intelligence, namely interpersonal intelligence - the ability to understand other people: what
Although this main analyses were focused on total emotional intelligence, they found that all four emotional intelligence subscales, and in particular, the managing emotions subscale, were associated with some of this outcomes. Their findings extend some of the past researches that revealed some associations between those self-report measures of emotional intelligence such as job performance (e.g., Law et al., 2004). Health and Mortality Intelligence has also been linked with various health behaviors and outcomes in two different scales. While more intelligent people seem to have greater physical fitness, preference for low-sugar and low-fat diets and higher longevity; less intelligent people seem to go the other way around. Alcoholism, infant mortality, smoking and obesity have been shown to be correlated to lower intelligence, according to Gottfredson and Deary (2004) In order to illustrate this, we are going to take as example the results from one epidemiological study which correlates IQ in childhood to mortality: the Scottish Mental Survey 1932 (SMS,
According to Thomas and Lazarova, (n.d.b), individual-level-mechanisms are influence by a range of personal motives and experiences. It is important to be aware of individuals which have fixed in certain national-level cultures. It is because it can influence by and convey their cultural orientation though both cognitive and motivational individual-level mechanism (Thomas and Lazarova, n.d.c). In terms of cognitive perspective, an individual has exposed with different cultures learn different set of values which can be beneficial to assist manage and process information regarding with situation like human resource management practices. Meanwhile, motivational perspective when human resources practices are depends on how people see themselves and their relationship to others.
It also has to do with the feelings people experience that follow from their sense of worthiness or unworthiness. Self-esteem is important because it heavily influences people’s choices and decisions. In other words, self-esteem serves a motivational function by making it more or less likely that people will take care of themselves and explore their full potential. In other words, self-esteem will assist the person in bringing out their best side and help them to cope better in every situation most especially in frustrating situation and discouraging condition. It will also assist them to realize their individual strengths, skills and weaknesses and to improve on them.
The real connection between impression management and personal branding is self-awareness. We need to learn how to become self-aware and maintain a level of self-awareness, even when everything around us is changing. In order to create a positive professional image, impression management must effectively accomplish two tasks; establishing credibility and maintain authenticity. When presenting yourself in a manner that is both true to self and valued and believed by others, impression management can yield a host of favorable outcomes, for a team, and an organization. On the other hand, when I present myself in an inauthentic and non-credible manner, I’m likely to undermine health, relationships, and performance.
Thus attitudes are are to do with being a part of a social group and the adaptive function helps us fit in with a social group. 2. Self/Ego-expressive function- The attitudes we express make us feel good because they help us communicate who we are and we are able to assert our identity. Thus, through expression of our feelings, beliefs and values, attitudes help us to be self-aware. 3. Ego-defensive function - it refers to holding attitudes that protect our self esteem or that justify actions that make us feel guilty.
Perri and Richards and Zimmerman indicated in their study (as cited in Bandura n.d., p 256) that one of the factors that differentiate individuals who successfully regulate their emotions is they are able to regulate their behavior and motivation to achieve what they seek. Self-evaluative behaviors affect how much satisfaction people derive from what they do. Some forms of emotional self-regulation aimed to decrease the intensity of emotional response (Barkley, 2009). Whenever an individual foresee a situation, it tends to create unwanted emotional outcomes that can trigger inappropriate response in a given situation. Niedenthal, Barsalou, Winkielman, Krauth-Gruber, and Ric explained in their study (as cited in Barkley, 2009), that anticipating an emotional experience leads to a partial simulation of emotion that triggers similar emotion systems as those that become activated during the past