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1.1 Organizational Development Organizational development means application of knowledge related to behavioral sciences in a wide range and systematic attempt for improving organizational effectiveness. Organizational development is based on (1) a set of values largely humanistic ; (2) Application of the behavioral science ; (3) open system theory, Organization development is a system of wide process of planned change aimed towards improving overall organization effectiveness by way of enhanced congruence of such key organizational dimensions as external environment, mission, strategy, leadership, culture, structure, information and reward systems and work policies and procedures (Burke and Bradford 2005). Over the years, another trend has been raising in the area of management an increase of interest in core skills such as motivating, communication, setting goals and task delegation. The changing conditions are likely to affect the performance of that core task-manager and leader will be operating with less time in their hands and in a much more complex working environment. To overcome such difficulty additional training has to adapt to new conditions. In a highly competitive business market, Organization service provider need to maintain positive and admiring relationship with their client for good management of their company and to motivate them into giving their best to the company. 1.2 Emotional Intelligence Emotional Intelligence (EI) must somehow combine two of the three states of mind cognition and affect, or intelligence and emotion. Emotional intelligence refers to the ability to perceive, control, and evaluate emotions. Emotional intelligence refers to the understanding and recognition of oneself and others’ abilities, views, and attitudes (Momeni, 2009). The term emotional intelligence can be attributed to the work of two psychologists, Peter Salovey and John Mayer, who studied why some bright people fail to be successful in dealing with others (Hughes, Ginnett & Curphy, 2009). They discovered the lack of interpersonal sensitivity and emotional skills was the reason for failures in social interactions, and went to define emotional intelligence as a group of mental abilities that help people recognize their own feelings and the ones of those with whom the interact. Since then, educators, psychiatrists, human resources specialists, and others have become increasingly interested in this area of organizational development. The managerial implications of emotional intelligence and its impact on organizational development continue to be topics worthy of continual research.

Emotional Intelligence and Artificial Intelligence

AI can be defined as "a system's ability to correctly interpret external data, to learn from such data and use those learning to achieve specific goals and tasks through flexible adaptation" (Kaplan & Haelein, 2019). A.I. is the science of designing and building  computer-based solutions for performing human tasks. AI tools have been used in different industries- for examples, in retailing, Amazon has used analytical AI to support inventory management. In entertainment, newspapers such as the LOS Angles Times used Analytical AI to write articles. In museums, AI tour-guide robots have been used. AI used in H.R.M for screening and selection of candidates. In marketing, AI vilely used to improve customer services. Kaplin and Maenlein (2019) have also divided AI in to analytical AI. Human inspired AI has both cognitive and emotional intelligence. This AI system can understand human emotions and in corporate them into their decision making. The complex emotional-social tasks will bend to be performed by humans and complex cognitive analytical tasks will tend to be executed by robots. Employees who have a higher level of E.I tend to perform better when AI is rated lower.

Emotional Intelligence and Hybrid Work

A hybrid work model provides employees with greater flexibility and the option to work from home or any where they can be productive. Hybrid work is a flexible work model that supports a blend of in-office, remote and on-the-go workers. The Hybrid work models can be understood in four ways which are commonly used - 1. Flexible hybrid work model employees choose their location and working hour based on their priorities for the day (Cisco). 2. Fixed hybrid work model- The organization sets the days and times employees are allowed to work remotely or go in to the office (American Express adapted a fixed hybrid work model). 3. Office - First hybrid work model (Google plans to adapt this type of model) 4. Remote first hybrid work model (Twitter adapted this remote first model). There are two traits that employees need to ensure if they want to build a successful hybrid work model Trust and Accountability. If managers and leaders want to ensure success in the workplace building trust and accountability from their own ways and from the employees are essential. There is need to be aware of both the intrapersonal traits of Emotional Intelligence (related to the self) and the interpersonal traits of EI (relating to others) will enhance the career path of employees and achievement of organizational goal.

Emotional Intelligence and Teamwork

Teamwork implies that individuals work in a cooperative environment in the interest of a common goal by sharing knowledge/skills and being flexible enough to serve multiple roles. Conflict resolution and the ability of team members to deal with issues, feelings and emotions can impact greatly on the success of the team. Successful team require both technical skills and interpersonal skills such as communication at both the cognitive and feelings level in what determines the success emotional climate should be developed so that all energies can be focused on the attainment of mutual goals including the success of the project (Johnson & Johnson, 1999). In order to promote positive, progressive, effective working environments, team members need to have a combination of technical knowledge and well-developed Emotional Intelligence including self-awareness, empathy, social awareness and be highly motivated and be able to inspire and motivate their colleagues. Being self aware means Being Self-confident, high self esteem and a coherent and integrated self  identity promoting psychological health controlling emotions and understand the impact of emotions on the team.

Being self - Regulating means the ability to control on redirect disruptive impulses and moods. It helps on regulating emotions during conflict, pressure, stress and deadlines.  

Empathy is the ability to understand the emotional makeup of other people and having the potential to team adverse relationship  into collaborative alliances.

Corporate counseling and Emotional Intelligence

Corporate Counseling aims at engaging employees in making healthy lifestyle choices by providing the employees and the organization with the tools, resources and the knowledge to create a healthy working environment. Counseling takes care of employee's mental healthy and emotional well being with a resulting an increase in personal awareness and self efficacy. A counseling  programs for employees can be provided in the form of emotional Intelligence which are essential for employees to identify and to connect with their objectives and to increase personal productivity levels. The perceived ability to identify one's own emotions with clarity is essential within the counseling environment because of the variety of emotions counselors experience when working with clients. Additionally, identifying one's emotions may be key in recognizing and managing the frequent occurrence of transference and counter transference in the reputet relationships because it is important to regulate one's own emotions in response to both (Jackson 2002). The ability to observe and to accurately interpret the feelings of others is vital to become an effective counselor (Ivey & Ivey ; 2003) .

Emotional Intelligence & Digitalization

Digital Emotions can be defined as human emotions that, while still experienced in the body, are primarily influenced, augmented, composed, or expressed through digital technology. The context in which humans interact with one another are increasingly augmented through technology, with new digital devices and applications that enhance, connect and extend human emotions, within these digitally mediated spaces, physical constant influences digital and vice versa. However there are fundamental differences in the emotional composition of physical and digital spaces. It is not just a technology and tools we used that have changed,  but also how we understand, perceive, manage and communicate emotions digitally (Kramer et. al., 2014). Digital emotions intelligence  (DEQ) is a framework for applying real time data from smart, connective devices product and environments to build deeper, more emotionally intelligent connections with customers. It combine our understanding of psychology with technology to guide brand interactions that bridge physical and digital channel to be more personal, more intimate, and more experiential. Building on the existing definition of emotional intelligence (EQ). Digital emotional intelligence (DEQ) can be defined as the ability to digitally sense emotional response- our own or other peoples and to use this affective information to guide thinking, behavior, and decisions. "DEQ gives brand the ability to understand the interpersonal dynamics in the connected space by using data intelligence to create empathy" (Powell, 2017).

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