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Saklofske, and Parker, 2009). This enables him to make decisions and to interact with others in a manner that is suitable based on the prevailing emotional conditions. Generally, emotional intelligence can be used to enhance the way that the people interact at the workplace and other organizations. It is more fundamental for leaders as they are the ones who interact more with other stakeholders and others within the organization look up to them for guidance (Goleman, 1995). Suffice to say that emotional intelligence is a tool that can be deployed to address diversity in the way that people perceive a particular emotional situation. And can also be used to bring about emotional compatibility around the workforce, which is not an easy tasks especially when the organization in question contains stakeholders from diverse backgrounds and at the same time they embody variant objectives. Others have also connected emotional intelligence with self-awareness
and management, i.e. they are able to control themselves sufficiently well in a given emotional context (Petkevičiūtė & Giedraits, 2013).Emotional intelligence assessment tool The emotional intelligence assessment tool looks to determine how much a particular leader exercises emotional intelligence. Or rather, how well emotional intelligence is exemplified within a particular working context. This is a significant metric especially for those leaders and organizations that believe they need to come up with a new framework that enhances emotional compatibility between the members of the organization. The most effective emotional intelligence tool is the GENOS Model, which was propounded by Genos (2014). This model focuses on seventy behaviors as benchmarks for determining how well a leader or an employee. Generally, the model looks at common propensities that a person is supposed to exude in order to be termed as emotionally intelligent. Though the model is quite effective and comprehensive at the same time, one could argue that human beings are not subjects to these behaviors and there is a likelihood that a person’s emotional intelligence cannot be measured by using them as a benchmark. Stough et al., (2009) however backs up this tool and underscores the fact that it contains a number of behaviors, abilities and skills that could be used to adequately measure emotional intelligence within a workplace. At the same time, he sustains that the lack of a tool to measure emotional intelligence within a workplace could be a direct indication of the fact that those within the work environment in questionhave little awareness when it comes to emotional intelligence as a key organizational aspect. And he still retains the idea that it is something that can be used to effectively measure emotional intelligence across different types of organizations. The diagram below indicates the GENOS model used to measure emotional intelligence (Petkevičiūtė & Giedraits, 2013).