Resolving Conflicts with Emotional Intelligence

Published March 29, 2016 by Mayrbear's Lair

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We’re back from taking a little time off for some Spring cleaning and organization. Traditionally, Spring Break is that time of year when people plan activities to help break away from daily schedules. They look forward to enjoying some well earned rest and relaxation away from the long hours dedicated to careers and personal obligations. It is also a special time when friends and families gather to celebrate various springtime holidays like Easter, Passover, Pentecost, Beltane, and just schedule a little down time to recharge their inner batteries.

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However, in many places, spring break has been anything but a time of rest and relaxation. In fact, even the season of spring seems to have eluded many in parts of the country, while others face the conflict of devastation and destruction suffered by terrorist attacks. Then, there are those of us in America, who are faced with having to intellectually absorb and process the conflicts displayed by the front runners of the U.S. presidential campaigns that have plagued the transmissions of all media outlets.

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As a survivor of various conflicts, including domestic violence and abuse, my life situations have taught me that the best way to resolve any conflict requires engaging two significant components: I.Q. (intelligence) and E.Q (emotional intelligence – a person’s ability to adapt to change and environmental turbulence).

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My research work on Ethics at Ashford University, which was published in my eBook, Ethics in the Real World (2013) helped me understand that it is a person’s emotional intelligence that reflects their ability to detect and manage emotional cues and information. It can also play a significant role in helping an individual achieve successful outcomes.

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In his book, Organizational Behavior, Donald Bacck (2012) asserts that a person’s emotional intelligence helps predict their abilities as leaders. In addition, a person’s E.Q. can be a major asset or hindrance when working in jobs with high levels of social interaction.

Baack outlines five personality traits that define emotional intelligence:

  1. Self-awareness – being aware personal feelings and emotions.
  2. Self-management – the ability to manage personal emotions and impulses.
  3. Self motivation or persistence – the ability to continue giving effort even after setbacks or failures.
  4. Empathy – the ability to sense the feelings of others.
  5. Social skills – the ability to cope with the emotions of others.

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According to Baack, these five personality traits have implications for more general outcomes as well, such is life satisfaction. He further emphasizes that unexamined self-concept, poor self-esteem, low self efficacy, the lack of self-monitoring, and lesser degrees of emotional intelligence tend to reduce one’s life coping skills, or inhibit a person’s ability to function effectively in social situations. Because of this factor, the most successful leaders will spend additional time working with employees who exhibit an inability to resolve conflicts due to emotional intelligence issues. (Baack, 2012).

Well, that’s a wrap for today. On Thursday’s post, we will conclude our discussion on resolving conflicts with emotional intelligence.

Until then … keep working on your organizational management skills!

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“The road to health for everyone is through moderation, harmony, and a sound mind in a sound body.” ― Jostein Gaarder

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For more information on Media Magic’s digital publications, or to purchase any of our Business Life audio book titles, please visit amazon.com’s new feature called “Author Central” to view:

 Mayr’s Author’s Page

References:

Baack, D. (2012). Organizational Behavior. San Diego, CA: Bridgepoint Education, Inc.

Berry, M. A. (2013). Ethics in the Real World. USA: Kindle Direct Publishing.

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