Abstract
<p><strong>Emotional intelligence (EI) is related to emotions and emotional information. It has attracted great attention among researchers and Human Resource (HR) practitioners because of its contribution towards leaders and employees and its key role for the organizational effectiveness and excellence. Here, I describe the models of EI and review the findings about the association between EI, leaders and employees to point out the positive correlations. I conclude by signalizing thoughts for future research on the role of EI in organizations.</strong></p>
Highlights
Emotional intelligence (EI) is described as the perception, evaluation, and management of emotions in yourself and others [1]
Studies and researches on emotional intelligence in the workplace have shown that emotional intelligence plays an important role in corporate development and performance at work, and that leadership with emotional intelligence is one of the main factors in creating a productive working environment that empowers workers and encourages them to make the most of their potential, which is directly related to the long-term business objective of most companies, which is to increase their profits and maximize return on their employees
Goleman et al (2002) have supported that emotional intelligence is a crucial component of leadership effectiveness, even more when leaders are getting involved with teams [20]
Summary
EI is described as the perception, evaluation, and management of emotions in yourself and others [1]. In a company or an organization leaders and employees should have emotional skills beyond technical ones. Leaders with EI can better understand their employees, create a friendlier and more accessible working environments, solve problems and make decisions based on having more self-management and self-control. Employees who have EI have better social awareness and social management skills, can be integrated into a group, and show greater performance results. They exhibit greater satisfaction, and the ability to manage stress. We point out how EI is associated with these two variables to better understand the role that EI can play in a working environment and we provide a framework for corporate effectiveness
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