RESEARCH METHADOLOGY: SURVEY METHOD was used to collect the data as it yields a broader range of information. A questionnaire was given to each respondent and was asked to fill it. Data collected was “primary data” i.e. the first hand response of the respondents. The methodology used for carrying out the survey was personal interviews with the help of administered questionnaire. Two questionnaires were used: 1. Emotional Quotient Test. 2. Decision Making Test. The study was based on primary data. Collection of primary data was a challenging task, as questionnaires were administered and collected personally as well as through e-mail. Respondents include the employees of Circle Office, UCO BANK, Chandigarh. EXECUTIVES PROFILE: In today’s competitive and dynamic business environment, executives are the structural constituents of any organization. The term manager is defined in terms of the functions, responsibilities and the position in the organizational hierarchy. EQ Test. Emotional intelligence constitutes three psychological dimensions: • Emotional sensitivity: feelings/ the experiencing of affective and emotional states. • Emotional maturity: The mature person has developed attitudes in relation to himself and his environment which have lifted him above "childishness" in thought and behavior. • Emotional competency: refers to a person's ability in expressing or releasing their inner feelings (emotions). Emotional sensitivity: 5 situations (2-8-16-17-22) Emotional maturity: 7 situations (4-6-9-11-12-18-21) Emotional competency: 10 situations (1-3-5-7-10-13-14-15-19-20) Each option of the statements have been assigned values & their value changes with the situations. Total EQ score is calculated and on basis of that inter... ... middle of paper ... ...heart in the following manner: • Being objective (i.e. relying on facts and figures) while using emotions for making intelligent decisions. • Being cautious and careful and at the same time being optimistic. • Encouraging creativity and innovation and also being in control and organized. The organization can facilitate the process of enhancing the emotional intelligence and decision making skills of the managers. This can be achieved through: 1. Organizing training programs in the area of emotional intelligence. 2. Encouraging managers to take more responsibility at their own level for problem solving and decision making rather than relying too much on their superiors. 3. The senior managers on their part need to delegate and empower their subordinates so that they are groomed for taking up higher responsibilities.
The ability to express and control our own emotions is vital for our survival in society and the work place but so is our ability to understand, interpret, and respond to the emotions of others. Salovey and Mayer proposed a model that identified four different factors of emotional intelligence (Cherry, 2015).
Everyday humans have different situations they go through. Our actions, or solutions to the situations determines on our thought process and even our feelings. For example, you wake up on the wrong side of the bed and are just not having a good day. You are walking down the sidewalk on a very scolding day and you are hot and very irritable. you are holding an open lid ice water cup, and someone bumps into you and spills it on you. Your immediate emotion following that will most likely be anger, frustration, maybe even sadness. But what if you were having a good day earlier that day, and the same thing happens. You would not be as angry because your emotions built up throughout the day have not been as negative. That is an example of emotional intelligence.
Goleman (1998) remodelled Mayer and Salovey (1997) model into an analogous form. Since emotional intelligence is the ability to identify one’s own feelings as well as the feelings of others, capacity to motivate oneself and others and the management of emotions in relationships, it is one of the best tools to analyse the degree of skills required for each job.
Emotional intelligence is the ability to understand how to manage and express your emotions, develop and maintain good social relationships, and think clearly and solve problems under pressure. Emotional intelligence is a foundational skill, and when you work on it it tends to affect many other behaviors that you might have otherwise worked at on your own. Emotions are the primary driver of our behavior – emotional events is what motivates us to act. There are three emotional competencies that are important in emotional intelligence: self-reflection, self-regulation, and empathy. These form the foundation for all competencies and skills. Some of the top behaviors and qualities of employees with a high emotional intelligence include admitting
Emotional intelligence is the ability to gauge your emotions as well as the emotions of those around you, to make a distinction among those emotions, and then use that information to help guide your actions (Educated Business Articles , 2017). It also helps us consciously identify and conceive the ways in which we think, feel, and act when engaging with others, while giving us a better insight to ourselves (Educated Business Articles , 2017). Emotional Intelligence defines the ways in which we attain as well as retain information, setting priorities, in addition to regulating our daily actions. It is also suggested that as much as 80% of our success in life stems from our
Emotional intelligence ( E.M.) is the ability of an individual to detect both their own emotions and the emotions of others and use this information to guide their actions and adapt to the environment around them. Although skepticised by some scientists today, it is mostly accepted as an actual intelligence rating equivalent to the IQ scale. Emotional intelligence was first talked about , and used , in the 1990’s by Daniel Goleman (a scientific journalist ). Since then, it has been regarded as just important to success in life as I.Q.
Emotional Intelligence is the ability of awareness and understanding of an individual towards the others signal and emotion, in order to display a positive and accurate feedback. Identify effectively human being’s reaction and emotional would prepare the leaders to handle with different situation in an impassive manner. Emotional Intelligence indicate its self in five categories: self-awareness, self-regulation, motivation, empathy, and social skills.
This paper defined Emotional Quotient (EQ) and Emotional Intelligence (EI) and differentiated between the two terms often used interchangeably in papers to be synonymous for emotional intelligence. Businesses benefited greatly when employees utilized soft skills such as emotional intelligence, displayed a positive disposition and were able to work in healthier, more productive work environments. These competences were developed through self-awareness, self-management, social awareness and social-relationship management. The four elements were described in the Competency Based model by Daniel Goleman and Richard Boyatzis. Not all employees exhibited the same level or maturity of emotional Intelligence. Identification, development and implementation of the EQ skill set were required of employees for increased productivity and overall benefits for the organization such as harmony in the work environment with increased productivity and better team work because of the improved problem solving abilities developed from EI.
A type of social intelligence that involves the ability to monitor one’s own and other’s emotions, to discriminate among them, and to use
Emotional Intelligence is communicated feeling which has impacts in all parts of our lives. Therefore our passionate sagacity is of most extreme imperativeness in each individual 's life. "Emotional Intelligence", implies our ability to manage our emotions astutely and in addition can explanation behind our key wellbeing. It manages our thoughts toward oneself, to social abilities, imagination, and our capacity to comprehend our feeling of others, Emotional Intelligence measurement is likely to be utilized to contemplating insights as thinking & rationale while we have a tendency to disregard our feelings. However intelligence & feeling are nearly interrelated. For instance individuals who are not able to comprehend their own particular feelings
While working for the airline industry I encountered many personalities. Colleagues that worked only a few months with the similar qualifications took the lunge and applied to managerial positions. When promoted, it made me wonder what set them apart from other candidates, others with even more qualifications. What I noticed was similar, in those that were promoted, was their ability to resolve conflict and mentorship qualities. These qualities what is known as Emotional Intelligence. In Inter-Act, Professor Rudolph Verderber and Professor Kathleen Verderber quote Dr. Peter Salovey and Dr. John Mayer’s studies, emotional intelligence is “the ability to monitor your own and other’s emotions and to use this information to guide your communications”
According to the Centre for nursing (2009), emotional intelligence is a set of skills that defines how effectively we reason, how we perceive and manage our own feelings and the feelings, emotions, and therefore the mood states of others. Our feelings, our moods and emotions influence our every working day to a positive or negative outcome consistent according to our emotional management. They also impact on our everyday relationships with our fellow staff and influence how we perceive the concepts of team moral, job satisfaction, and engagement. Romanelli, Cain, and Smith (2006), mention that their research demonstrates that emotional intelligence is one of the most of the foremost predictors of professional success. Emotional intelligence underpins how well employees co-operate with one another, which has great consequences for way our work is carried out.
According to the peter Salovey and John D. Mayer (1990), “" they defined emotional intelligence as, "the subset of social intelligence that involves the ability to monitor one's own and others' feelings and emotions, to discriminate among them and to use this information to guide one's thinking and actions"
Some experts believe that our Emotional Intelligence Quotient is more important that are basic Intelligence Quotient. Some researchers believe that individuals are born with their attributes of Emotional Intelligence, yet others believe Emotional Intelligence can be learned and strengthened. Since 1990, Peter Salovey and John D. Mayer have led research efforts on the theory of Emotional Intelligence. In their article titled “The Intelligence of Emotional Intelligence,” they claim that Emotional Intelligence is “the subset of social intelligence that involves the ability to monitor one’s own and other’s feelings and emotions, to discriminate among them and use this information to guide one’s thinking and actions.” This definition has led Salovey and Mayer to propose a model identifying four different factors of Emotional Intelligence within an individual.
The concept of Emotional Intelligence was developed for the first time by two American university professors Peter Salovey and John Mayer, they concluded that people with high emotional quotient are supposed to learn more quickly due to their ability. In their article on Emotional Intelligence, they have defined Emotional Intelligence as “the subset of social intelligence that involves the ability to monitor one 's own and others ' feelings and emotions, to discriminate among them and to use this information to guide one 's thinking and actions”. (Salovey & Mayer, 1990; Mayer & Salovey, 1993) but subsequently Salovey and Mayer came up with more simplified definition of Emotional Intelligence which means it is “The ability to perceive emotion,