Ethical Issues in Emotional Intelligence Research

Ethical Issues in Emotional Intelligence seekEmotional recognitionAbstractThis paper tries to explore major aspects of stirred up intelligence (EI), based on the book the turned on(p)ly intelligent piece of work by Cherniss and Goleman. In this paper variant aspects of EI be examined including various methods stirred up intelligence can be applied in solving misunderstandings between two colleagues working in a conjunction together with addressing the discomforts caused by the misunderstanding among them. Various implications that go on with the inability to apply emotional intelligence techniques well are also addressed. In trying to understand and furbish up emotional intelligence various ethical issues are usu on the wholey brocaded especially where a misunderstanding exists between two co-workers. This paper tries to turn over some of those ethical issues that might arise.Keyword emotional intelligence.In the miscue study an employee Paula who is a recent college gr aduate is being harassed by a Richard, who is her fellow collogue. However much she tries to ignore the advancements they eventually begin disrupting her from her duties both at work and at home. Later Steve who is her boss realizes that and upon engaging with her she explains everything to him. So it is now upon Steve to dictate relevant right smart forward to create an emotional intelligent workplace for both Paula and Richard.Alternative solutions to address the dilemmaIn cases where there are no clear companys constitution against torment in the workplace it would be advisable that the companys leaders consider coming up with a policy advocating against agony. With this esteem in place then they should make it known to all employees some the anti-harassment policy and the consequences that come with going against the policy. The employer should also make known to all employees on how to react in the event a harassment case occurs. This allows giving employees guidelines o n who to report the grievances to.In cases where harassment cases do non cease then the companys management whitethorn gossip the two convoluted parties and encourage them to negotiate among themselves. This gives the impeach a remedy chance to explain themselves incase their actions were misjudged by the plaintiff. In case the accuse and the complainant agree and reconcile then the whole matter is considered single-minded and their duties resume as normal. The reconciliations may be in presence of a member of the companys management or between the involved parties only.If this does not fix the problem then formal or on the loose(p) measures can be taken on the employee going against the policy. Informal measures include where both the complainant and the incriminate in this case Paula being the complainant and Richard being the impeach are called together and the accusations against the accused are presented to him/her. This could be in the presence of a senior in the co mpany or a panel formed to investigate the matter. During the informal meeting the accused is given the chance to defend himself/herself. In the event that the accused is anchor guilty the complainant or the seniors may choose to warn against kick upstairs harassment or choose to punish the accused according to the companys policy.Formal measures include where the complainant presents a written boot to the relevant authorities in the company. The authorities then conduct a formal investigating into the allegations and come up with a conclusion. After the results of the investigation are analyzed necessary measures are taken on the accused if guilty including get fired from the job or forwarding them to the federal authorities. In the event that the accused is innocent then the complainant is cautioned against trumped-up(prenominal) accusations and or necessary action is taken against them. capableness ethical concerns raiseIn situations where harassment cases are reported va rious ethical concerns are inevitable. These concerns may be made known to others or the parties involved may choose to keep it to their selves. The concerns constitute what specific parties describe to as the harassment and may be physical, verbal or non-verbal.Physical concerns include where the accused physically acts inappropriately on the complainant for example instances where the accused touches the complainant in a sexual way or assaults the complainant physically. At times physical assault may lead to the complainant getting injured or result to fights. oral concerns arise where the accused says various things considered by the complainant to be inappropriate for example suggestive comments slightly someones body parts especially the private parts. Verbal concerns may also arise from instances that the accused verbally insults or says dread(a) things about the complainant.Non-verbal concerns include the way the accused looks at the complainant, or the way they generally b ehave around them. These concerns may be genuine or arise from misinterpreted actions from the accused since some people do behave in a way they assume is appropriate although to others the actions are of irritating nature.Potential emotional intelligence Ramifications to an validationIn some cases the authorities of trustworthy organizations fail to take steps that ensure emotional intelligence in the work place. The failure to ensure emotional intelligence of all workers has many ramifications to the companys drudgery, output and general working environment.Sexual harassment for example causes great discomfort to the workers. With the workers not comfortable it is likely that the production will not be at the very best since their submersion is not clearly on the job but rather on the insecurities they face. Time too is supernumerary on cases between co-workers. The time wasted is hardly recoverable thus it contributes highly to failure of production in the organization.When the companys management does not exercise control on the employees emotional behavior then it is hard for them to control how the employees execute their designated duties. An organization with no clear hierarchy of order execution cannot perform its desire duties to the fullest since all the employees think as if they are on the same hierarchy level with their seniors since they do not display their supreme mandates in discussion employees disputes.Some employees decide to sue an organization in instances where harm has come to them at the work places. This law suits use up the organizations money is in fines and legal fees. Even if the organization wins the case against the complainant the organizations name is tarnished to a certain extent.With all this factors in mind it is advisable that the managers of various organizations ensure emotional intelligence in their workplaces to ensure the wellbeing of the organization and maximum output contributing to major financial gains. ReferencesDeckop, J. R. (2005) Human Resource Management Ethics. Information age publish co U.S.A. PrintCherniss, C Goleman, D. (2001) The Emotionally Intelligent Workplace How to pack For, Measure, and Improve Emotional Intelligence in Individuals, Groups, and Organizations. Jossey-bass San Francisco. Print.