Intelligence And Conflict

Since we are in the new millennium, new ideas about measuring management
potential in emotional intelligence skills are emerging (Langley, 2000). These new
ideas do not solely rely on IQ and technical abilities alone. People can become
more effective participants through social interaction. The workplace is one of the
environments in which people learn about behavior and emotions which take on
a greater significance in organizational life. In a study of emotional intelligence
and interpersonal relations, Schutte’s et al. (2001) found that people with higher
emotional intelligence have higher empathetic perspective taking and self_monitoring
in social situations, social skills, cooperation toward partners, levels of affection in relationships, marital satisfaction, and satisfaction in relationships. The finding may be considered as important as it suggests that emotional intelligence could be perceived as a desirable quality that leads to interpersonal attraction. This is supported by Mayer, Caruso & Salovey (2000) who found that people with high emotional intelligence could be more socially effective than their counterparts and thus, could be more skilful in motivating people to achieve goals, aims and missions in organizations. Conflict is a situation where there are at least two differing perspectives, which can lead to nonproductive results or can be beneficially resolved and lead to quality final products. Therefore, learning to resolve conflict is integral to high performance teams and profit achievements