An argumentation for the dualistic importance of emotions in society, individually and at community level. The current tendency of awareness and control of emotions through emotional intelligence has a beneficial effect in business and for the success of social activities but, if we are not careful, it can lead to irreversible alienation at individual and social level. The paper consists of three main parts: Emotions (Emotional models, Emotional processing, Happiness, Philosophy of emotions, Ethics of emotions), Emotional intelligence (Models of emotional (...) intelligence, Emotional intelligence in research and education, Philosophy of emotional intelligence, Emotional intelligence in Eastern philosophy), Emotional intelligence in organizations (Emotional work, Philosophy of emotional intelligence in organizations, Criticism of emotional intelligence in organizations, Ethics of emotional intelligence in organizations). In the Conclusions I present a summary of the statements in the paper. CONTENTS: Abstract 1. Emotions 1.1 Models of emotion 1.2 Processing emotions 1.3 Happiness 1.4 The philosophy of emotions 1.5 The ethics of emotions 2. Emotional intelligence 2.1 Models of emotional intelligence 2.1.1 Model of abilities of Mayer and Salovey 2.1.2 Goleman's mixed model 2.1.3 The mixed model of Bar-On 2.1.4 Petrides' model of traits 2.2 Emotional intelligence in research and education 2.3 The philosophy of emotional intelligence 2.3.1 Emotional intelligence in Eastern philosophy 3. Emotional intelligence in organizations 3.1 Emotional labor 3.2 The philosophy of emotional intelligence in organizations 3.3 Critique of emotional intelligence in organizations 3.4 Ethics of emotional intelligence in organizations Conclusions Bibliography DOI: 10.13140/RG.2.2.32802.79041 . (shrink)

Une préoccupation des chercheurs est de savoir si l'intelligence émotionnelle est une théorie de la personnalité, une forme d'intelligence ou une combinaison des deux. De nombreuses études considèrent l'intelligence émotionnelle comme un facteur personnel associé à la compétence. Mais la plupart des chercheurs considèrent l'intelligence émotionnelle comme une conscience émotionnelle de soi et des autres, en plus de l'efficacité professionnelle et de la gestion émotionnelle. L'intelligence émotionnelle est considéré comme une capacité au niveau ontologique incluant la compétence personnelle et sociale, (...) qui favorise un état d'esprit positif malgré les exigences environnementales, et qui aide à résoudre problèmes liés aux capacités émotionnelles et cognitives. DOI: 10.13140/RG.2.2.14175.18081. (shrink)

Emotional labor can be defined as a form of emotional regulation in which employees have to display certain emotions as part of their work and promote organizational goals. Such organizational control of emotions can lead to suppression of feelings through emotional dissonance, altered relational perceptions, changed communication patterns, and other negative and counterproductive personal and work effects including stress, demotivation and exhaustion. Emotional labor involves managing feelings and emotions to meet the demands of a job. DOI: 10.13140/RG.2.2.13203.30248.

There are alternative models, which are based on the evaluation of certain properties, based on physiology or evolutionary psychology. Classical philosophers have addressed emotions as responses to certain types of events that are related to a subject, causing bodily and behavioral changes. In the last century emotions were neglected, being considered a disturbing factor. Lately, emotions have returned to the attention of philosophers and psychologists, corroborating them with other disciplines such as psychology, neurology, evolutionary biology and even economics. DOI: 10.13140/RG.2.2.28869.06881 (...) . (shrink)

L'analyse critique explore la façon dont les employés sont déterminés à penser et à ressentir leur activité, comment les managers offrent aux employés « une mission, ainsi qu'un sentiment de se sentir bien ». Les programmes de culture d'entreprise (et HRM / TQM) tentent de « plonger les employés dans la « logique » du marché ». Les employés « sont encouragés à percevoir leur performance et leur utilité pour l'entreprise comme leur responsabilité ». La culture d'entreprise systématise et légitime (...) un mode de contrôle par lequel la conscience des employés est modélisée, devenant ainsi un environnement du totalitarisme de type nouveau. DOI: 10.13140/RG.2.2.26334.56647. (shrink)

La recherche dans le domaine de l'intelligence émotionnelle est « en dehors du compte scientifique » étant une continuation de « l'intelligence sociale » discréditée, se référant à trois aspects: il n'y a pas d'examen scientifique des mesures; la construction est enracinée dans le concept (discrédité) d '« intelligence sociale », et la recherche en intelligence émotionnelle est basée sur des modèles faibles, sans validité incrémentielle par rapport aux modèles traditionnels de personnalité et de comportement. L'intelligence émotionnelle a été développée (...) par des fournisseurs de tests commerciaux, sans données scientifiques critiques. Par ses fondements (pseudo)scientifiques naturels et sociaux, l'intelligence émotionnelle légitime une autorité irrésistible, plus difficile à rejeter comme une simple « rhétorique managériale ». DOI: 10.13140/RG.2.2.25405.59367. (shrink)

According to Antonio Damasio, the emotional process begins with conscious considerations about the object in the form of mental images. These images correspond to a neural substrate (topographic representations) influenced by the dispositional representations. At the unconscious level, the networks in the prefrontal cortex respond automatically and involuntarily to the signals derived from the processing of the above images, according to the dispositional representations, acquired based on personal experience rather than innate. DOI: 10.13140/RG.2.2.21624.06401.

The concept of emotional intelligence is invalid, both because it is not a form of intelligence, and because it is so broad and inclusive that it has no intelligible meaning. The extension of the term "intelligence" distorts the meaning of the concept. The final reason would be egalitarianism, so that everyone would be considered equal in intelligence. DOI: 10.13140/RG.2.2.17749.04329.

Currently, organizations must face, in addition to increased competition, also to exponential technological development and innovation, and to change processes that affect all emotional states of employees. All these challenges, along with the imposed changes and the complexity of organizational and managerial tasks, involve new emotional demands and more effective actions at the corporate level, including by managing emotions in most circumstances. Thus, emotions represent valuable "resources" for innovation and added value in an economic process. Emotions were thus given an (...) important role in provoking, moderating or mediating events and interactions in organizations. DOI: 10.13140/RG.2.2.13409.74080. (shrink)