Emotional Intelligence and Anger Management
Emotional Intellegence And Anger Mamagement
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Content
Definition of intelligence
Definition of emotional intelligence
Definition of management
Definition of anger
Definition of anger management
History
Emotional intelligence (EI)
The Four Branches of Emotional Intelligence
Emotional intelligence attributes:
Characteristics of Emotional Intelligence
Posttraumatic stress disorder (PTSD) individuals
Ways to plan ahead for reduced chance of anger management
Child psychologists
Potential causes of development of anger problems
What is Emotional Intelligence?
How is EQ Different from Personality?
EQ Competencies that Correlate to Workplace Success
Social Competencies that Determine How We Handle Relationships
Personal Competencies that Determine How We Manage Ourselves
Emotional Intelligence's Impact on the Bottom Line
REFERENCES of 10 International journals.
References
Definition of intelligence
The ability to acquire and apply knowledge and skills
Definition of emotional intelligence
Emotional intelligence (EI) is the ability to monitor one's own and other people's emotions, to discriminate between different emotions and label them appropriately, and to use emotional information to guide thinking and behavior.
Definition of management
The process of dealing with or controlling things or people.
Definition of anger
A strong feeling of annoyance, displeasure, or hostility.
Anger is a powerful emotion that people feel from time to time when someone or something frustrates or annoys them. One of the roots of anger is the Greek word ankhone for "a strangling," which is a perfect description of the way anger actually feels. Indeed, anger can make you feel like strangling someone. Don’t do it! If you’re feeling a lot of anger, it’s good to take a nice, deep breath.
Definition of anger management
Anger management is the process of learning to recognize signs that you're becoming angry, and taking action to calm down and deal with the situation in a positive way. Anger management doesn't try to keep you from feeling anger or encourage you to hold it in. Anger is a normal, healthy emotion when you know how to express it appropriately — anger management is about learning how to do this.
History
The negative effects of anger have been observed throughout history. Advice for countering seemingly uncontrollable rage has been offered by ancient philosophers, pious men, and modern psychologists. Seneca the Younger (4 BC- 65 AD) advised for pre-emptively guarding against confrontational situations, perspective taking, and not inciting anger in anger-prone individuals. Other philosophers echoed Seneca with Galen recommending seeking out a mentor for aid in anger reduction. In the middle Ages, saints would serve as both examples of self-control and mediators of anger-induced disputes. Examples of intercession for the common people from the wrath of local rulers abound in hagiographies.
In modern times, the concept of controlling anger has translated into anger management programs based on the research of psychologists. Classical psychotherapy based anger management interventions originated in the 1970s. Success in treating anxiety with Cognitive behavioral therapy (CBT) interventions developed by Meichebaum inspired Novaco to modify the stress inoculation training to be suitable for anger management. Stress and anger are sufficiently similar that such a modification was able to create a successful branch of treatment. Both stress and anger are caused by external stimuli, mediated by internal processing, and expressed in either adaptive or maladaptive forms. Meichebaum, and later Novaco, used each aspect of experiencing the relevant emotion as an opportunity for improvement to the patient’s overall wellbeing.
Emotional intelligence (EI)
Emotional Intelligence is the ability to monitor one's own and other people's emotions, to discriminate between different emotions and label them appropriately, and to use emotional information to guide thinking and behavior.
There are three models of EI. The ability model, developed by Peter Salovey and John Mayer, focuses on the individual's ability to process emotional information and use it to navigate the social environment. The trait model as developed by Konstantin Vasily Petrides, "encompasses behavioral dispositions and self-perceived abilities and is measured through self-report". The final model, the mixed model is a combination of both ability and trait EI. It defines EI as an array of skills and characteristics that drive leadership performance, as proposed by Daniel Goleman.
Studies have shown that people with high EI have greater mental health, exemplary job performance, and more potent leadership skills. Markers of EI and methods of developing it have become more widely coveted in the past few decades. In addition, studies have begun to provide evidence to help characterize the neural mechanisms of emotional intelligence.
Criticisms have centered on whether EI is a real intelligence and whether it has incremental validity over IQ and the Big Five personality traits.
The Four Branches of Emotional Intelligence
Perceiving Emotions:
The first step in understanding emotions is to accurately perceive them. In many cases, this might involve understanding nonverbal signals such as body language and facial expressions.
Reasoning with Emotions: The next step involves using emotions to promote thinking and cognitive activity. Emotions help prioritize what we pay attention and react to; we respond emotionally to things that garner our attention.
Understanding Emotions:
The emotions that we perceive can carry a wide variety of meanings. If someone is expressing angry emotions, the observer must interpret the cause of their anger and what it might mean. For example, if your boss is acting angry, it might mean that he is dissatisfied with your work; or it could be because he got a speeding ticket on his way to work that morning or that he's been fighting with his wife.
Managing Emotions:
The ability to manage emotions effectively is a key part of emotional intelligence. Regulating emotions, responding appropriately and responding to the emotions of others are all important aspect of emotional management.
Emotional intelligence consists of four attributes:
Self-awareness
You recognize your own emotions and how they affect your thoughts and behavior, know your strengths and weaknesses, and have self-confidence.
Self-management
You’re able to control impulsive feelings and behaviors, manage your emotions in healthy ways, take initiative, follow through on commitments, and adapt to changing circumstances.
Social awareness
You can understand the emotions, needs, and concerns of other people, pick up on emotional cues, feel comfortable socially, and recognize the power dynamics in a group or organization.
Relationship management
You know how to develop and maintain good relationships, communicate clearly, inspire and influence others, work well in a team, and manage conflict.
Ability model
Salvoes and Mayer's conception of EI strives to define EI within the confines of the standard criteria for a new intelligence. Following their continuing research, their initial definition of EI was revised to "The ability to perceive emotion, integrate emotion to facilitate thought, understand emotions and to regulate emotions to promote personal growth." However, after pursuing further research, their definition of EI evolved into "the capacity to reason about emotions, and of emotions, to enhance thinking. It includes the abilities to accurately 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."
The ability-based model views emotions as useful sources of information that help one to make sense of and navigate the social environment. The model proposes that individuals vary in their ability to process information of an emotional nature and in their ability to relate emotional processing to a wider cognition. This ability is seen to manifest itself in certain adaptive behaviors. The model claims that EI includes four types of abilities:
1. Perceiving emotions
The ability to detect and decipher emotions in faces, pictures, voices, and cultural artifacts including the ability to identify one's own emotions. Perceiving emotions represents a basic aspect of emotional intelligence, as it makes all other processing of emotional information possible.
2. Using emotions
The ability to harness emotions to facilitate various cognitive activities, such as thinking and problem solving. The emotionally intelligent person can capitalize fully upon his or her changing moods in order to best fit the task at hand.
3. Understanding emotions
The ability to comprehend emotion language and to appreciate complicated relationships among emotions. For example, understanding emotions encompasses the ability to be sensitive to slight variations between emotions, and the ability to recognize and describe how emotions evolve over time.
4. Managing emotions
The ability to regulate emotions in both ourselves and in others. Therefore, the emotionally intelligent person can harness emotions, even negative ones, and manage them to achieve intended goals.
The ability EI model has been criticized in the research for lacking face and predictive validity in the work
Characteristics of Emotional Intelligence
Daniel Goleman, an American psychologist, developed a framework of five elements that define emotional intelligence:
1. Self-Awareness
People with high EI are usually veryself-aware. They understand their emotions, and because of this, they don't let their feelings rule them. They're confident – because they trust their intuition and don't let their emotions get out of control.
They're also willing to take an honest look at themselves. They know their strengths and weaknesses, and they work on these areas so they can perform better. Many people believe that this self-awareness is the most important part of EI.
2. Self-Regulation
This is the ability tocontrol emotionsand impulses. People who self-regulate typically don't allow themselves to become too angry or jealous, and they don't make impulsive, careless decisions. They think before they act. Characteristics of self-regulation are thoughtfulness, comfort with change,integrity, and the ability to say no.
3. Motivation
People with a high degree of EI are usuallymotivated. They're willing to defer immediate results for long-term success. They're highly productive, love a challenge, and are very effective in whatever they do.
4. Empathy
This is perhaps the second-most important element of EI.Empathyis the ability to identify with and understand the wants, needs, and viewpoints of those around you. People with empathy are good at recognizing the feelings of others, even when those feelings may not be obvious. As a result, empathetic people are usually excellent atmanaging relationships,listening, and relating to others. They avoid stereotyping and judging too quickly, and they live their lives in a very open, honest way.
5. Social Skills
It's usually easy to talk to and like people with good social skills, another sign of high EI. Those with strong social skills are typically team players. Rather than focus on their own success first, they help others develop and shine. They can manage disputes, are excellent communicators, and are masters at building and maintaining relationships.
As you've probably determined, EI can be a key to success in your life – especially in your career. The ability to manage people and relationships is very important in all leaders, so developing and using your EI can be a good way to show others the leader inside of you.
Goleman includes a set of emotional competencies within each construct of EI. Emotional competencies are not innate talents, but rather learned capabilities that must be worked on and can be developed to achieve outstanding performance. Goleman posits that individuals are born with a general emotional intelligence that determines their potential for learning emotional competencies. Goleman's model of EI has been criticized in the research literature as mere "pop psychology" (Mayer, Roberts, & Barsade, 2008).
Anger management
Anger Management is training for temper control and is the skill of remaining calm. It has been described as deploying anger successfully. Anger management programs consider anger to be a motivation caused by an identifiable reason which can be logically analyzed and if suitable worked toward. Some popular anger management techniques include relaxation techniques, cognitive restructuring, problem solving and improving communication strategies.
Goal is to lead an anger-free life. Anger is an emotion the person feeling it can respond to. People get into trouble because they don't know enough to keep their cool. [They can learn to respond to their anger as unwanted rather than react to its cause. Forgiveness is a tool to turn anger off. Getting enough sleep is a tool for preventing anger. Professionals who deal with those who have trouble managing anger include mental health counselors, psychologists and psychiatrists.
Associated people
Seneca
One of the first people to study anger and the control of anger was the Roman philosopher Seneca. He studied anger during his lifetime, c. 4 BC- AD 65, and from his experiences and observations he formulated ways to control anger. This could be considered an early form of anger management. Seneca noted the importance of how to avoid becoming angry, how to quit being angry, and how to deal with anger in other people.
Another theorist who came after Seneca was Galen, a Roman era philosopher, who built on the work of Seneca to formulate new ideas in the area of anger management. Galen stresses the importance of a mentor to help deal with excess anger.
Peter Stearns
Peter Stearns played an important part in researching the differences in anger between genders. Stearns concluded that there are similarities between male and females experience of anger. June Crawford came up with an opposing idea about how the two genders deal with anger. Her research concluded that men and women deal with anger by different means.
Raymond Novaco
Works from Raymond Novaco in the 1970s have contributed too many of the recent ideas on the management of anger. These ideas have led to the implementation of different anger management programs. An important idea from Novaco is the importance of looking at the situations that led up to the anger in order to have control over the anger. He stated that anger is an emotional response to situations. Novaco stated that anger occurs in three modalities, either cognitive, somatic affective or behavioral. After discovering the anger there should be discussion and self-examination in order to relieve the anger. This process was thought to help the client identify the situations that lead to anger and deal with the anger depending on the step that the anger is occurring in. The client is able to use different relaxation skills to reduce their anger before it advances.[13]
Targeted populations
Empirically supported programs exist for a variety of people seeking anger management.