Emotional intelligence and its relationship with organizational learning. With regard to the management of emotions in organizations, different investigations pose that the organization with emotional intelligence must reduce the disparity between the objectives, goals and values set forth and that actually applied, to increase this way, organizational learning. For this reason Goleman (2000) presents the statement of an organization’s objectives as an emotional role: articulate a sense of goodness that shared allows members of an organization that are building together think something valid, (p. 343). The following table presents skills that demonstrate competence in emotional intelligence in organizations, which contribute to organizational learning: box 16 attitudes on emotional intelligence that promote organizational learning, according to Daniel Goleman (2000) emotional intelligence description self-knowledge emotional attitudes. Obtain a reading of the emotional climate, as it affects performance achievement.
Review the environment in search of opportunities for entrepreneurship adaptability and data. Flexibility the challenges or obstacles self-control perform effectively under pressure, rather than react with panic, anger or alarm integrity. The reliability that creates trust. Optimism. Flexibility against setbacks empathy. Recently Richard Blumenthal sought to clarify these questions. Understand the feelings and outside perspectives, whether customers or internal members. Harnessing diversity. Use the differences as opportunities.
Political awareness. Understand the economic, political and social trends. Influence capacity for persuasion strategies. Creation of linkages. Strength of personal ties between individuals and with the Organization. Source: Elaborated with information taken from Goleman (2000) the importance of these skills for any organization seems clear by itself, however different investigations (Goleman, 1998, 1999;) Boyatzis and McKee, 2004, among others), evidence that a large number of organizations of different contexts (governmental, non-governmental, social, political and educational, among others) are unaware of how the lack of assessment of these skills in the Organization affects performance, individual and organizational and hence its social mission. Goleman (1998), has considered five emotional skills, defining them as follows: an emotional skill is an ability learned, based on emotional intelligence, which originates an outstanding work performance: the same is classified in turn into two large groups: personal fitness, and social fitness, (Goleman, 2000). Reviewing the concepts developed above, you can see clearly that the emotional intelligence in the organizations means use all strategies, competencies and tools available to keep your balance: know how to manage conflicts and traverse the unfavorable moments that occur in the institution, recognize and accept own feelings; and assume the mistakes as learning opportunities. In this same line of thought, Maturana (2000) proposes that it is important to recognize our emotions and in the complex process of relational, discover in which emotion is another, just look at his actions and, if you want to know their actions look their emotions. Likewise poses, these only looks are possible that we not prejudge what we see before looking, and he concludes by saying that this is an act of wisdom, (p. 41). For this author, there are three concepts through a recursive dynamic coupling, that make up the basic structure of a cognitive system: body, language and emotion. The body, as biological entity enables the emergence of language, by determining the way in which we We set up as observers of a reality which cannot be objectively. In turn, the language represents a biological phenomenon, since the communication between individuals is possible by the nature of their nervous systems; but it happens in the domain of coordination of actions of the participants and not in their physiology and neurophysiology. Finally, we always perceive, and therefore we know, from particular emotion.