Modern decision making relies heavily on emotion intelligence. Emotional intelligence refers to the ability recognize and control emotions. Emotional intelligence allows managers to make ethical choices and can establish ethical leadership. Wickham and O’Donohue (2012) state that ethical intelligence includes a variety of components, including cognitive, moral and emotional. Motivation and reward are both organizational behavior based upon ethical and emotional intelligence. Motivation and remuneration focus on using performance characteristics within the company to create a platform that influences an employee’s cognitive, emotional, and social state to achieve a goal or objective. The creation of a supportive environment for communication between members is key to motivating and rewarding organizational behavior (Thompson 2010, 2010). Although emotional intelligence and ethics focus on how to address stressors that could influence leadership decisions within an organisation, motivational frameworks and rewards can be used by leaders to encourage ethical decision-making that is informed and supported by their environment.
There are two types of motivation: intrinsic and external. The motivation found within a person is intrinsic motivation. For leaders who are committed to ethical and psychological intelligence, intrinsic motivation can be crucial for making the best business decisions. Extrinsic motivation comes from outside influences. My choices have been made to foster both intrinsic and external motivation for the job. By instilling a spirit of devotion and dedication to the goals and objectives of the organisation, ethical intelligence can be used to influence the cognitive functioning of workers at work. Salert & Johansen (2011) say that recognizing the autonomy and leadership of employees and leaders is an essential step to developing ethical businesses that are built on emotional intelligence. The leader can use this autonomy to ensure that all employees are included in the decision-making process. This will avoid stressing or emotional stances. However, extrinsic motivation is crucial for encouraging well-being of the team and showing appreciation for others’ performance, which in turn influences their commitment and engagement to fulfill their obligations.
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