EMOTIONAL INTELLIGENCE OF MANAGERS IN FUNCTION MODERN MANAGEMENT
In this paper, the research presents the connection between emotional intelligence and motivational factors as basic elements necessary for quality management of managers and leaders within their activities, as well as defining their abilities in the field of education and career development, ie. professional training. The problem of the research is that based on the results of the research so far, the problem of quality management of leaders and managers through IQ and professional experience has been generated, due to the lack of important personality factors that will be proven in this paper. Based on research on emotional intelligence and motivational factors in the work, we will try to present a clear connection and dominance of emotional intelligence factors in solving the problem of quality human resource management. Human resources are focused on seeing the employee as important, valuable for the organization, and given, ie. that its value increases day by day development, HR departments, human resources are automatically focused on growth, development of human resources and skills. Human resource management is clearly defined as a strategic and very coherent, innovative approach to managing the essential, most valuable assets of a company or organization - people who work in the same organization with one goal, ie. achieving clear goals of the organization. Solving the problem of understanding the importance of emotional intelligence itself, which is of great importance for society as a whole and social awareness in relation to general intelligence, which dictates the norms and rules of conduct of individual leaders and managers, which are recognized and explained, and responsible and defined depending from emotional intelligence and achievement motives. We can look at the problems of society from a special dimension of development through this paper, and on the basis of the obtained claims and evidence on the basis of which we can define the social goal. “A society in which a person works and lives puts many demands on him. If he fails to master them successfully, there is a possibility that he may become maladapted. An maladapted person is an individual who is not able to solve situations and problems that he encounters on a daily basis. His tolerance for frustration is extremely low and his adjustment mechanisms are inadequate. Such people are constantly in conflict with their surroundings. There is no way I can establish true communication with other people. “Leadership is therefore the privilege of conscious beings, not technical systems or unconscious biological organisms. It therefore does not appear in the organism or in the mechanism, but in the organization, and that is because the organization is a social relationship. It is immanent to relations in organized social groups, regardless of the goals for which they are organized and the duration of such an organization. The practical contribution of the paper is reflected in the ability of the surveyed organizations to, depending on the approaches they apply, the characteristics of the process of human resource management and defined indicators to determine the degree and development of emotional intelligence.