Career success is definitely one of the most significant aims in the life of a working professional. People go to different levels to achieve their success in their professional careers. One must acknowledge the fact that this career success has a long running relationship with that of the emotional intelligence (Schutte and Loi 2014). One can also express this emotional intelligence through cognitive intelligence as well. In almost all the fields or industries, it is very crucial to have the cognitive intelligence or emotional intelligence. This helps the employees in a big way to achieve the desired success indeed. The impact of the emotional intelligence on the success in the careers of people will be discussed in this paper.

Critics are of the opinion that the need for the proper emotional intelligence is very crucial because it will help out the employees to understand the emotions of the other people in the workplace in the distinguished manner. The most important factor that is important in this scenario is to understand the emotions of the people control them properly and manipulate the emotions for the overall benefit of the people (Schutte and Loi 2014). This is very crucial because the employees must be able to understand the emotions of others so they work with them properly. This will definitely create a sort of communication between each other. This communication and understanding between the people is crucial since it will lead them to work coherently and contribute to the success of the organization (McCleskey 2014). In this manner, the entire management will be very happy with the accomplishments of the employees.

Some management scholars have also pointed out the issue when an employee is able to understand and identify the emotions of the other employees; it becomes very easy for them to handle the other persons as well (Schutte and Loi 2014). This is a sign that they can be considered as the future supervisors of the organization. So, they will be considered for the promotions as well. Some authors have pointed out the proper idea of the emotional intelligence. It is mainly having the power to understand, assess, control and manage the feelings. When a person is able enough to do these things, they will surely be able to control people working under them (Njoroge and Yazdanifard 2014). They can supervise them properly and convince them very easily as well. This kind of emotional intelligence is surely very important for both the personal and professional relationships (Carson, Carson and Birkenmeier 2016). The general mental ability is thus signified by the emotional intelligence of the employees. It is definitely up to them how they can make the balance between their works and make their time for other works as well. Emotional skills are definitely associated with the different skills of the people in different ways (McCleskey 2014).

Some have opined that it takes a lot of time to develop the emotional intelligence of the human beings. They should take their times to understand the feelings of people in different ways (Njoroge and Yazdanifard 2014). The self-awareness of the people is indeed very important thing to survive in the organizations for a long time. For this, they should be very sharp and be able to understand the nature of the people they are working with. Some people have high level of emotional intelligence but they should look to increase the levels of their patience and dedication level. The bonding between employees is very crucial in the organizational context. In order to grow this bond, they must value their emotional intelligence at the most (Murphy 2014). Some authors have pointed out that people with higher level of emotional intelligence end up getting higher salaries. It is because they can understand the emotions of the other people and can supervise them effectively as well. They get the promotion and promoted to higher posts with higher salaries (Carson, Carson and Birkenmeier 2016).  

Leadership is probably one of the most important factors for the success of the organizations. The leaders must have good grasp over the employees. This can be achieved only when the leaders are able to understand the emotions of their juniors (Serrat 2017). Then they will surely lead them and convince them to take up the challenges. A good leader understands the psychological levels of the employees and can direct them in the positive manner. When they are directed in this way, they are ready to achieve the great heights (Murphy 2014). The leaders are thus successful and they get the proper recognition of their works completely as well. This is how they progress in their careers and it leads to the effectiveness of their leadership. This shows the way for the career progress in all the ways (Mathew and Gupta 2015).

There is another benefit of the emotional intelligence in the workplace. People with higher emotional intelligence are always very productive. So, their high production leads them to earn higher designations in their workplaces. These people are always very good at working with other people and understand what they need (Mathew and Gupta 2015). As a good leader, they will be able to provide them with all the important materials and provisions for the overall success in their careers. Similarly, this opens up various paths for them to succeed in the professional arena (Baloch et al. 2014). Their juniors also feel comfortable at working with them and they earn a high reputation and respect as well.

In the concluding section, it can be said that the emotional intelligence is indeed highly important for the overall success of the professional in their workplace. One should understand the fact that it is very difficult to understand what others think in the workplace as most of them come from the different backgrounds. So, it will be highly important for them to understand the feelings, desires and emotions of other people. A good and true leader only has the needed features to understand the emotions of the others. Thus they can direct them for the future success of the organization. Similarly, they can perch higher up in the ladder of professional success.

References List

Baksh Baloch, Q., Saleem, M., Zaman, G. and Fida, A., 2014. The Impact of Emotional Intelligence on Employees’ Performance. Journal of Managerial Sciences, 8(2).

Carson, K.D., Carson, P.P. and Birkenmeier, B.J., 2016. Measuring emotional intelligence: Development and validation of an instrument. Journal of Behavioral and applied Management, 2(1), p.810.

Mathew, M. and Gupta, K.S., 2015. Transformational leadership: Emotional intelligence. SCMS Journal of Indian Management, 12(2), p.75.

McCleskey, J., 2014. Emotional intelligence and leadership: A review of the progress, controversy, and criticism. International Journal of Organizational Analysis, 22(1), pp.76-93.

Murphy, K.R. ed., 2014. A critique of emotional intelligence: What are the problems and how can they be fixed?. Psychology Press.

Njoroge, C.N. and Yazdanifard, R., 2014. The impact of social and emotional intelligence on employee motivation in a multigenerational workplace. Global Journal of Management And Business Research.

Schutte, N.S. and Loi, N.M., 2014. Connections between emotional intelligence and workplace flourishing. Personality and Individual Differences, 66, pp.134-139.

Serrat, O., 2017. Understanding and developing emotional intelligence. In Knowledge solutions (pp. 329-339). Springer, Singapore.