Running head: EMOTIONAL INTELLIGENCE 1 EMOTIONAL INTELLIGENCE 2 Emotional Intelligence - an Art or a Science? Thomas Griffin Husson University Emotional Intelligence - an Art or a Science? Introduction Emotional intelligence is an attribute related to emotional information and individual’s emotions; it is not only beneficial to an individual in terms influencing interpersonal relationship, but is also applicable in group settings such as in work environments. Due to its importance, a number of researches have been conducted relating emotional intelligence to leadership and management. Drigas and Papoutsi (2019) describe emotional intelligence-EI as the evaluation, perception, and management of individual’s and others’ emotions. The concept of EI connects cognition, emotion, and metacognitive processes; it is more important in the work places now than it were before due to the high interconnection of the world economy thanks to globalization. That means in work environments, employees with high emotional intelligence are valued than those without because of their ability to cope with a different people from different cultures and lifestyles. In leadership and management positions, EI is attractive because of the many demands and enhanced competition faced today. Summarily, EI creates the needed skills framework and responsible behavior that help people succeed at work. Whereas emotional intelligence is a human attribute, organizations also adopt the concept. Drigas and Papoutsi (2019) note that emotionally intelligent organizations attract talents to their workforce and address challenges effectively; in such organizations the leaders and managers cooperate, influence others and find creative and faster ways of finishing tasks. Notably emotions that are properly managed enhance trust, commitment, and faith. That means the innovations, productivity, and success of organizations, groups, or individuals arise in situations where emotional intelligence is high (Zeider, Matthews, & Roberts, 2004). Due to the importance and applications of emotional intelligence at different levels, the paper explains whether EI is an art or a science. Issue As highlighted above, emotional intelligence is associated with success; as such, leaders and managers value EI because of its importance in their various responsibilities. The concept explained in relation to whether EI is an art or a science is linked to its role in leadership and managerial success. Specifically, there are different applications of EI in management and leadership positions; therefore, the focus of the paper is narrowing down the different applications of EI and identifying if such applications make EI an art or a science. Literature Review Psychologists first coined the concept of emotional in.

1. Running head: EMOTIONAL INTELLIGENCE
1
EMOTIONAL INTELLIGENCE
2
Emotional Intelligence - an Art or a Science?
Thomas Griffin
Husson University
Emotional Intelligence - an Art or a Science?
Introduction
Emotional intelligence is an attribute related to emotional
information and individual’s emotions; it is not only beneficial
to an individual in terms influencing interpersonal relationship,
but is also applicable in group settings such as in work
environments. Due to its importance, a number of researches

2. have been conducted relating emotional intelligence to
leadership and management. Drigas and Papoutsi (2019)
describe emotional intelligence-EI as the evaluation, perception,
and management of individual’s and others’ emotions. The
concept of EI connects cognition, emotion, and metacognitive
processes; it is more important in the work places now than it
were before due to the high interconnection of the world
economy thanks to globalization. That means in work
environments, employees with high emotional intelligence are
valued than those without because of their ability to cope with a
different people from different cultures and lifestyles. In
leadership and management positions, EI is attractive because
of the many demands and enhanced competition faced today.
Summarily, EI creates the needed skills framework and
responsible behavior that help people succeed at work. Whereas
emotional intelligence is a human attribute, organizations also
adopt the concept. Drigas and Papoutsi (2019) note that
emotionally intelligent organizations attract talents to their
workforce and address challenges effectively; in such
organizations the leaders and managers cooperate, influence
others and find creative and faster ways of finishing tasks.
Notably emotions that are properly managed enhance trust,
commitment, and faith. That means the innovations,
productivity, and success of organizations, groups, or
individuals arise in situations where emotional intelligence is
high (Zeider, Matthews, & Roberts, 2004). Due to the
importance and applications of emotional intelligence at
different levels, the paper explains whether EI is an art or a
science.
Issue
As highlighted above, emotional intelligence is associated
with success; as such, leaders and managers value EI because of
its importance in their various responsibilities. The concept
explained in relation to whether EI is an art or a science is
linked to its role in leadership and managerial success.
Specifically, there are different applications of EI in

3. management and leadership positions; therefore, the focus of
the paper is narrowing down the different applications of EI and
identifying if such applications make EI an art or a science.
Literature Review
Psychologists first coined the concept of emotional
intelligence in 1990s; however, it gradually spread to other
fields such as education, business, and popular cultures. Among
the leading researchers on the topic as Salovey and Mayer who
defined EI as ability to understand and recognize individual’s
and others’ emotions (Cherry, 2019). According to Cherry
(2019) emotional intelligence is applicable in understanding
situations, making decisions, solving problems and
communicating with others. Emotional intelligence is
segregated in four levels namely reasoning with emotions,
perceiving with emotions, managing with emotions, and
understanding with emotions (Cherry, 2019). Empirical studies
have shown that emotional intelligence is different from general
intelligence because EI helps in explaining individual
differences (Zeider, Matthews, & Roberts, 2008). Based on the
EI concept, it is still unclear whether EI is cognitive or non –
cognitive or whether it is implicit or explicit knowledge. In
addition, it is also unclear whether EI refers to cultural and
social milieu or whether it is a basic aptitude. According to
Zeider, Matthews, and Roberts (2008), EI is multifaceted in
nature; therefore, it should be evaluate from different
perspectives. Based on this understanding, EI can be measured
using different constructs. The psychometric scales are
scientific in nature because they adhere to certain principles
that make EI a science. However, artists argue that EI is an art
because it depends on the cultural and social milieus. According
to Kaufmaan and Beghetto (2009) EI, which is an aspect of
emotion helps individuals to navigate through the challenges of
creative works. In fact, it is argued that one of the ways of
increasing EI is engaging with arts, and appreciating art is daily
and professional engagements. Creative ideas and products may
be performances, films, or items created. That means as

4. individuals continue engaging with arts, they develop
emotionally and become intelligent (Morris, Urbaniski & Fuller,
2005). As such, EI is an art because it sometimes adheres to the
social and cultural norms that are gradually altered with time.
In relation to work environments, managing people is both
a science and an art. It is a science because managers or leaders
have to analyze the situation before making some management
decisions. Management is evaluated based on how it increases
the effectiveness and performance of the organization;
therefore, effective managers will learn to control and influence
the emotions of their followers in order to success. Different
techniques may be used to influence emotions. According to
Goleman (2011) management of people is characterized by
challenges that I include emotional distress; however, managers
should continuously motivate their employees in order to
increase performance.
Summary
According to different authors reviewed, emotional
intelligence is both an art and a science. An art because of
inability to be guided by specific principles and rules; however,
it is a science because its effects can be proven in different
settings. The different levels of emotional intelligence influence
different aspects in an individual. For instance emotions and
moods such as fear, anger happiness influence how individuals
behave and make decisions. In leadership and managerial
positions, the continuous interactions with followers and
subordinates may trigger different contrasting emotions due to
the differences in interactions (Goleman 2011). However, an
effective leader should be emotionally intelligent to control,
manage his or her own emotions, and influence the emotions of
the followers so that it does not negatively affect their
performance at any given time. That means emotional
intelligence is important in workplaces in a number of ways;
first it enhances communication skills and relationships in
workplaces. Leaders and managers with high emotional
intelligence are good t solving conflicts, making better

5. decisions, responding to constructive criticism and maintaining
composure while under pressure.
However, the ability to control and manage others’ and
ones’ emotions can be acquired through learning the different
categories of emotional intelligence. For example, an individual
who learns about motivation, which is one of the categories of
EI focuses on achieving the specified goals for their own sake.
In work places, such individuals do not need to be extrinsically
motivated by material or non-material benefits in order to work.
One of the ways of enhancing motivation is learning to focus on
what is appealing in the work, and learning to maintain positive
attitude among others.
References
Cherry, K (2019). Utilizing Emotional Intelligence in the
Workplace. Web. Accessed on 8/2/2020.
Drigas, A and Papoutsi, C (2019). Emotional Intelligence as an
Important Asset for HR in Organizations: Leaders and
Employees. International Journal of Advanced Corporate
Learning-iJAC, 12(1), pp. 58-66. Doi:
10.3991/ijac.v12i1.9637.
Goleman, D (2011). HBR’s 10 Must Reads on Managing People.
Harvard: Harvard Business Review Press.
Kaufman, J. C and Beghetto, R. A. (2009). Beyond Big and
little: The Four C Model of Creativity. Review of General
Psychology, 13, pp. 1-12. Doi:10.1037/a0013688.
Morris, . A., Urbaniski, J and Fuller, J (2005). Using Poetry and
Visual Arts to Develop Emotional Intelligence. Journal of
Management Education, 1(1), pp. 78-92
Zeider, M., Matthews, G and Roberts, R. D (2008). The Science
of Emotional Intelligence: Current Consensus and
Controversies, European Psychologist, 13(1), pp. 64-78. Doi:
10.1027/1016-9040.13.1.64
Zeider, M., Matthews, G and Roberts, R. D (2004). Emotional

6. Intelligence in the Workplace: A Critical Review. Applied
Psychology, 53(3), pp. 371-399. Doi: 10.1111/j.1464-
0597.2004.00176.x
READ - PAPER DUE APRIL 5
Topic for the Paper: Emotional Intelligence
Have to Use a Reference from this book
HBR’s 10 Must Reads on Managing People (2011). Harvard
Business Review Press. ISBN: 9781422158012.
Harvard Business Review. ( 2011).
Please note that the research papers in the course can build upon
each other to create a final paper. Each paper has to have new
content and newly used sources to support the literature review
and should focus on the chapter readings, videos, discussions
completed in the coursework between the last research paper
(Paper One) and this new research paper, titled Research Paper
Two.
Please research the concepts that we have read and continue to
read about regarding managing people and identifying
organizational behavior. Paper Two is focused on what is
happening around your selected topic area. The concentration
of a topic area allows you to gain strength in your abilities and
skills to perform research and apply the fundamentals of the
coursework to relevant situations in the workplace, with
current issues, leadership in campus life, and from your lens as
an advanced researcher.
Paper Two will include an introduction, present the issue-
problem statement, the purpose of the study, and research
questions, and present a NEW review of the literature that
includes a relationship to the recent readings of one or more of

7. the four articles as cited in HBR (2011) authored by Walker,
Buckingham, Kim and Mauborgne, and Argyris. The
subheadings are bolded below. Please use sub headers except
for the introduction (it is not needed there). If you want to use
other sub headers, just let me know. You may build upon your
prior work, but new sources are required for the review of the
literature and summary.
To think about:
What article or managerial component from the HBR (2011)
textbook best relates to the research you are presenting in Paper
Two? This work should focus on an organization's managers
and leaders who promote the behaviors to encourage success.
Please incorporate strong indicators from your research to
support effective or non-effective leadership is evident (some of
you selected topics in which leadership was not effective- and
that is okay, but try to identify a solution), such as stock
increases, company growth, a company employee survey,
turnover, recruitment or retention in a career field, survey, or a
selection of positive news articles or even your own insight.
This should be fun and inspiring work to research a company's
leadership behaviors to support why things are going well.
Please be clear about the relationship to the coursework and
incorporate at least two quotes from the textbook HBR (2011).
Introduction
Introduce the topic being explored and please articulate why
you selected this topic and purpose of the study. Guided
question: Explain what company or organization is being
researched, and why is this topic important? (you may refine
prior work for this paper - it is work in progress, and that is
why the topic could change slightly with additional research)
from Paper One.
Issue- Problem Statement - Purpose of Study (this may be the
same as Paper One - if there is a relationship that can also
encompass the new readings).
What is the issue or problem being researched - for example,
how does this work relate to one or more of the last four articles

8. read in the course?
Present at least one "relevant" research question.
Clearly state what article from the HBR (2011) textbook best
relates to the research you are presenting in Paper Two (this
may be a combination of several articles from HBR, 2011)
when describing the introduction or issues section, please be
clear about the relationship to the coursework and identify the
concept (such as fair process or what great managers do...).
Literature Review
The paper and review of the literature should focus on at least
one of last the four articles from HBR (2011) assigned reading
from: Set Up To Fail, Rookie Manager, Great Managers, and
Fair Process and Teaching Smart People How to Learn as cited
in HBR (2011).
A review of the literature must use six (6)” new" academic
sources, and at least two (2) must be from the textbook, video,
or discussion postings. You may use supporting articles
provided in the coursework or new ones researched.
Summary: What are the findings in the research about how
leadership approaches and organizational behavior that creates
the environment of managing others..., such as leadership
effectiveness, behavioral characteristics
What is the relationship between effective leadership or non-
effective leadership that impacted the topic area you are
researching in terms of outcomes or proposed future work?
You must approach the work in a manner that is relevant, makes
sense, provides meaning to the work for the recently read
materials. There is no set guideline other than this section is a
review of the literature that is conceptually the framework of
the research from readings and artifacts to create an
understanding of leadership and managing from a scholarly
view - not your view. In the summary section, you can discuss
your views.
Summary - based on the research completed, what is one
learning moment or discovery- an aha moment that was derived,
and how can you use this new information - if at all. Were you

9. able to learn and apply a logical analysis through the literature
to support key findings or are there any discovered conflicting
views?
The assignment should not be more than four (4) pages and that
does not include the title/reference page. Please read the
assignment carefully for redundant sections, typos, and proper
use of tenses, the precision of citations, and the use of APA. It
is not about the number of pages, it is about the quality and
clarity of work, and that an average reader who knows little
about your topic area can walk away with more knowledge than
prior to reading to work.
Please have fun with the work and perhaps explore new research
so that paper one and paper two can build upon the review of
the literature.
Please note that your topic area remains the same, the
introduction- problem statement may also be the same as the
Research Paper One, however, the research questions and
literature and summary will differ as the HBR reading topics
are different. While this paper is similar to Paper One in terms
of the elements, there are vast differences in the content of the
readings.