Managerial Effectiveness: Emotional Intelligence is a dynamic force which acts as a guide to professional success.

It is far more powerful than IQ. IQ is still important in workplace success since intelligence is paramount especially in jobs that require technical and conceptual ability. Many studies have concluded that emotional intelligence plays an important role in performing manager s job. It is assortment of non!cognitive skills" capabilities" and competencies that influences a person s ability to succeed in coping with demands and pressures of the environment. #uccessful top managers" particularly in multinational organi$ations" developed high levels of emotional intelligence. Emotional intelligence will help managers to understand the emotion and abilities of their employees. %he role of Emotional Intelligence and self motivational factors for Managerial success in &orporate 'orld is crucial. %he main focused is on measurement of Emotional Intelligence and Managerial Effectiveness( facial e)pressions to convey emotions" importance of Emotional Intelligence at work etc.

International *ournal of +usiness and #ocial #cience ,ol. - .o. /0 1#pecial Issue ! 2ctober -3//4 -5/

Managerial Effectiveness at 'orkplace: In today s business environment the demand for productivity and effectiveness by the managers and staff are going to increase dramatically. #uccessful leaders in organi$ation are able to use every tools and methods to build effective and dynamic environment among staff thus create warm relationships between positions. 1) Emotional intelligence recently turns to necessity condition for managers to motivate employees in creating workplace with conductive atmosphere" in order to achieve organi$ation s goals. In addition emotional intelligence plays key role" contributing to effective delegation in organi$ations. %herefore emotional intelligence factors and competencies are considered as important criteria for putting people in key positions in organi$ations in order to keep the inspiration and motivation spirit up. 2) 6uthans 7/0089 defined :effectiveness; as getting the job done through high quality and productivity" and with high standard of performance" which could be

done by people via their satisfaction and commitment. 76uthans /0089. +eing effective in term of leadership style is one of the most challenging and importance issues in business environment these days. 3) +eing an effective leader with great management skills have to depends to understanding of emotions and the set of abilities which bond the emotional intelligence capabilities. 7<oleman" /0089. <oleman also cited that emotional intelligence is better differentiator for effective leadership than intelligence quotient. 4) Emotional intelligence is able to reveal how effective" individuals are dealing with different problems and issues within the organi$ation even when they facing issues from others or in themselves. EI does not only differentiate strong managers than others" but also could lead to great performance by those strong managers in order to increase productivity and profits in organi$ations. %he difference between managers and leaders is determined from their emotional intelligence levels and also their intelligence levels.

Improving Effectiveness:
Efficiency and effectiveness go hand in hand when it comes to creating a workplace that flows. To find efficiency, however, an organization must have an effective plan in place, along with an effective leadership team and employees. There is no single factor that will improve the efficiency and effectiveness in a workplace alone; it takes strategic planning, trial and error and the cooperation of all in the workforce.

1) Trust and Honesty:

%rust and honesty go hand!in!hand in any relationship" including those in the workplace. =egardless of whether you run the company or work as an intern" the workplace will be unhealthy if you don>t trust those with whom you work and aren>t honest with them. 'hen an employee asks a manager for an answer" the manager should answer with honesty( if not" the manager>s reputation will likely suffer. %rust and honesty are important in manager! employee relationships and almost always those between peers.

2) Communication:

'ithout effective communication" numerous problems can arise in a workplace. Managers must clearly communicate the company>s vision and strategies to employees" and employees must communicate any issues or difficulties in implementing measures to achieve the business>s vision. ? key to effective communication is to do it in a timely manner( if a manager needs to assign a task to an employee" she should do so as soon as possible to give the employee adequate time to achieve the task.

3) Equality:

@or a workplace to function effectively" equality must be a cornerstone of the company>s principles. Equality in a workplace takes several forms( employers and employees alike must view people of different ages" genders" nationalities and se)ual orientations as equal" and when a company hires" it should do so based on the merit of the applicant. Managers must also treat employees equally( if a manager has a friendship with one employee" she must not give that employee preferential treatment.

4) Conflict Resolution:
&onflicts of all si$es occur in workplaces regardless of how effectively they>re run" but what separates a successful business from one that is unsuccessful is how the management team deals with the conflict. Many businesses have human resources professionals on staff who are trained to resolve conflicts" whether the conflict relates to an issue between management and staff" harassment in the workplace or a disagreement between peers. ?n effective A= professional is able to deal with conflicts before they spread and worsen.

5) Retaining Employees:
Companies generally consider their best employees to be their most efficient and effective employees. These employees are experts in their field, agents of change, leaders and teachers. Often, the most efficient and effective leaders wear many hats, are dedicated to the company, take pride in their work, set an example for others, are more organized and are able to perform tasks that a company may otherwise delegate to a handful of new employees. When a company loses its best employees or has high employee turnover rates, a company may lose their most effective employees and, therefore, may also experience a loss in productivity, spend more money towards training programs and gain employees who may not have the same sense of dedication.

6) Management Style:
company!s management style influences employee productivity and trust. "urton states that managers, from the company owners to department supervisors, should strive to be great leaders to their employees and be an inspiration during difficult times. The most effective managers are those who allow employees to work autonomously, but also provide guidance# shares the company!s goals with employees in order to motivate# and provides clear feedback and helps employees grow as professionals. dditionally, great leaders in management make the effort to motivate employees, recognize efficient processes, acknowledge the work of a company!s best employees and helps make sure those employees remain with the company.

7) Burnout:
$pikes in productivity in a company can lead to employee burnout. When an employee feels overworked, she may feel more stressed, ill and tired%%all factors that affect workplace efficiency and the effectiveness of employees to keep output levels high. To help prevent employee burnout, a company should acknowledge the employee and her family!s sacrifices to the company, which can also help increase morale and productivity. Creating deliberate breaks to force an employee to momentarily step away from her work can increase her effectiveness. s an example, a company can host a weekly ice cream social in the middle of the week for its employees. &anagers can keep employees from overworking themselves by not allowing them to work more than a specific number of hours or locking the doors to the building by a certain time, and by leading by example.