Do managers need emotional intelligence to manage successfully in the workplace? Why or why not?

According to Mayer and Salovey (1997), the concept ‘emotional intelligence’ can be defined as ‘the ability to perceive emotions, to access and generate emotions so as to assist thought, to understand emotions and emotional knowledge, and to reflectively regulate emotions so as to promote emotional and intellectual growth’ (cited in George 2000, p1033). Since the 1990s, the relationship between emotional intelligence and managerial skills has been discussed intensely. The purpose for this essay is to argue that managers do need emotional intelligence to manage successfully for following reasons. First, at the individual stage, emotional intelligence is needed for providing managers with sufficient abilities to regulate their emotions, set appropriate goals and objectives and make accurate decisions. Secondly, at the intermediate stage, emotional intelligence is necessary to managers during the process of communication and positive relationship construction with employees. Last, at the collective stage, emotional intelligence is constructive with management that it helps leaders to be sensitive with the organizational climate to form better teamwork.

First, managers need emotional intelligence to manage successfully at the individual stage that emotional intelligence provides them with sufficient abilities to regulate their emotions, set appropriate goals and objectives and make accurate decisions. Initially, it is recognized that talented managers are skilled at emotion control. Ashkanasy and Daus (2002, p81) points out that successful managers who are more emotionally intelligent are usually capable of supervising emotions. In this sense, emotional intelligence guaranteed that managers’ fundamental quality of emotion control. In addition, goal settings are