...Clarke's (2009) article examines the effects of a two day training programme on emotional intelligence (EI) within the community of project managers in the short and long term. According to Goleman (1998) EI is the capacity to recognise our own feelings and those of others, for motivating ourselves, and for managing emotions well in us and in our relationships. Building commitment and trust rapidly is of the essence to work effectively together within a project (Burgess and Turner, 2000) thus knowledge on EI can be of distinct advantage to project managers. This article questions whether EI can be developed to improve project management competencies by targeting a number of emotional abilities and empathy for training. Three hypothesises (i.e. improvements in emotional abilities, empathetic abilities and project management [PM] competencies in relation to teamwork and conflict management will be found not immediately but six months after the post training period) were tested in the study. Participants of the programme included a total of three groups: one from each of the two organisations' which required participation and one group from the Project Management Institute chapter. A pre/post-test which collected results one month prior, one month after and six months after were used with a quasi-experimental design (Campbell and Stanley, 1963). Mayer-Salovey-Caruso- Emotional Intelligence Test (MSCEIT V2.0), Mehrabian and Epstein's (1972) 33-item test and a self-report 7-item...
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...1.0 The Role of Emotional Intelligence In Project and Construction Management Today 1.1 Introduction This literature review deals with the role of emotional intelligence in project and construction management today and argues that, even if it is a relatively new approach and just became more and more important during the last decade, the topic is still not getting enough attention in the contemporary construction industry (Zhang & Fan, 2013). Especially when it comes to larger and more complex or even international and cultural complex projects, a high level of emotional intelligence and competence in the project management might be more necessary and contribute to the project’s success (Müller & Turner, 2007). Therefore this literature review contains an overview of the significant authors, defines the actual term of emotional intelligence, analyses the main issues and positions, summarizes some relevant studies and research and identifies implications for contemporary project and construction management practice. 1.2 Overview As one of the most significant authors Goleman (1995) defines emotional intelligence as the ability of being aware of your own and other’s emotions, recognizing them and even using them to influence people in their actual thinking and behaviour. That is why these abilities are very supportive and at least as important as IQ or technical skills for every leader independent of his industry, in order to achieve better business results (Goleman...
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...Question 1: After reading the lecture material contained in Lecture 2-2, what ways do you feel culture plays in the establishment of a project methodology? Use examples of your past experiences or research into the topic to support your answer. As you will find in my posts, I try to buck the system and go against the majority, not because I think I am right, but to see if I can convince myself and others that there might be unforeseen conclusions in the way we are thinking. But, with this discussion, I would find it very difficult to disagree with everyone that has posted thus far. Organizational culture does play a major role in establishing project methodology. The organizational culture is a system of shared beliefs, values, and assumptions by which people (employees) are connected. Culture is also one of the defining aspects of an organization that sets it apart from other organizations even in the same industry. The organization culture has several defining functions that affect each employee: The first is culture which provides a sense of identity for its members. People will feel a close and strong connection with the organization if the mission of the organization is well defined and values are well stated. Secondly, the culture helps legitimize the management system of the organization. The system must also be well defined and clear. The employees must understand the structure of the company and understand authority relationships and why their authority is...
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...lRole of Emotional Intelligence in Virtual Project Management Shazia Nauman MEM, MBA shaznaum@yahoo.com CASE, Pakistan Maliha Elahi, PMP, MCT malihaelahi@yahoo.com SPO, Pakistan Zeeshan Ahmed Bhatti xeeshan@gmail.com CASE, Pakistan Umair Khalid umair.khaled@gmail.com Ericsson,Pakistan Abstract- In today's competitive global environment, projects in organizations consist of cross-functional teams that are formed to utilize individual expertise. A project manager whose primary responsibility is to achieve project objectives deals these individuals. Since the rational and emotional aspects of a project vary in complexity, the role of the project manager is critical to project success. The objective of this study was to demonstrate linkages between emotional intelligence and the challenges faced by virtual project managers. The study will also show that there exists a multi tier relationship between Emotional Intelligence (EI) and challenges/elements of VPM. 1. INTRODUCTION Emotional Intelligence has its roots in the concept of "social intelligence", as first identified by E.L. Thorndike as early as in the early 1920s. The term Emotional Intelligence first appeared in a series of academic articles authored by John D. Mayer and Peter Salovey [1]. Goleman defined Emotional intelligence as a person’s self-awareness, self-confidence, selfcontrol, commitment and integrity, and a person’s ability to communicate, influence, initiate change and accept change [2,3]. In...
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...Abstract Emotional Intelligence is a set of qualities and competencies that captures a broad collection of individual skills and dispositions, usually referred to as soft skills or inter and intra-personal skills, that are outside the traditional areas of specific knowledge, general intelligence, and technical or professional skills. Emotions are an intrinsic part of our biological makeup, and every morning they march into the office with us and influence our behaviour. Emotional intelligence consists of five factors: Knowing one's emotions, managing emotions, motivating one, recognizing emotions in others, and handling relationships Goleman (1995). Researchers today are interested in finding the effects of emotional intelligence on employees and thereby, organizations, and analyzing the various other facets of EQ. Emotional intelligence improves individual and organizational performance. It plays a significant role in the kind of work an employee produces, and the relationship he or she enjoys in the organization. Work – Life Balance is a challenging issue for IT leaders, managers and has also attracted the attention of researchers. Work/life balance, in its broadest sense, is defined as a satisfactory level of involvement or ‘fit’ between the multiple roles in a person’s life. In this climate managing the boundary between home and work is becoming more challenging. Organizations need to ensure they not just encourage but mandate a practical and workable work/life...
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...influence of cultural difference on managing emotions in project management teams. Abstract Managing emotions is a part of emotional intelligence that is, according to previous researches, counted as a significant aspect for successful management of project teams. With globalisation companies hire employees with different cultural backgrounds which is in its turn may lead the possibility of misunderstandings between team members. The purpose of current study is to examine the relationship between the outcomes of managing emotions test and different cultural background of individuals. In this study 30 participants of 6 different nationalities took part whose professional field is project management. Data collection process was conducted through self-report scaled questionnaire based on Mayer–Salovey–Caruso Emotional Intelligence Test (MSCEIT) but only four factors of MSCEIT that relate to emotional management branch was used for assessment. However, the findings of the survey indicated that ability to manage emotions does not relate to nationality. Also, the limitations and obstacles of this study are presented. 1 Introduction 1.1 Background The first definition of emotional intelligence that was given by Professors P. Salovey and J. Mayer states that emotions can influence the logical thinking and goal focused actions. Moreover, it can improve rationality. There were many debates around emotional intelligence mostly because it combines fundamentally unrelated...
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...Role of Emotional Intelligence in Effective Leadership OB PROJECT TERM I By: Anumeha Gupta (h11067) OB-II PROJECT (TERM II) Dwaipayan Gupta (h11075) Shesadri Biswas (h11110) Sreekanth S V (h11113) Vikrant Chaplot(h11118) GROUP B7 1 ACKNOWLEDGEMENTS We would like to express our gratitude towards Prof. Manish Singhal for giving us the opportunity to pursue this project in the course “Organizational Behaviour - II”. We want to thank him for his creative and thoughtful ideas that made our project work highly interesting and interactive. We would like to thank Mr Gaurav Marathe for taking out the time to answer our numerous queries and for his useful suggestions that went a long way in helping us improve our project. We would also like to thank Ms Dulcie Margaret Young for providing the necessary administrative support. We would like to thank the committee heads and secretaries at XLRI for their valuable inputs. We also want to thank the committee members (both senior and junior batches) for taking out the time to answer our questions regarding their respective committee heads. We would always be grateful to the esteemed pedagogy of XLRI and hope to apply the learnings from this project for effective management in our respective fields. 2 TABLE OF CONTENTS Abstract ............................................................................................................... 4 Introduction ...............................................................
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...THE RELATIONSHIP OF EMOTIONAL INTELLIGENCE AND CONFLICT RESOLUTION STYLES IN THE IT PROFESSION” A PROJECT REPORT SUBMITTED BY SHRUTI SIAG FOR THE PARTIAL FULFILMENT OF THE REQUIREMENT OF THE AWARD OF THE DEGREE OF M.A. IN PSYCHOLOGY AT FERGUSSON COLLEGE PUNE - 411004 (2010-11) Declaration I, Ms Shruti Siag a student of M.A. from the Department of Psychology, Fergusson College, Pune University, declare that the following report of a project titled “STUDYING THE ROLE OF AGE IN THE RELATIONSHIP OF EMOTIONAL INTELLIGENCE AND CONFLICT RESOLUTION STYLES IN THE IT PROFESSION” is an independent work done by me and submitted as the partial fulfilment of the requirement for the award of the degree of M.A. in Psychology under the University of Pune. Signature: Name: Shruti Siag D.E. Society’s Fergusson College, Pune Certificate This is to certify that Shruti Siag has successfully completed the project named “Studying the role of Age in the relationship of Emotional Intelligence and Conflict Resolution Styles in the IT profession” Towards the partial completion of M. A. (Psychology) Course of the University of Pune, in the academic year 2009-2010. Dr. Shobhana AbhayankarHead of the DepartmentDept. of PsychologyFergusson CollegePune-411004 | Prof. Anand. S. GodseProject In-chargeDept. of PsychologyFergusson CollegePune-411004 | ACKNOWLEDGEMENTS This project was completed because...
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...Emotional Intelligence Sherissa M. Christian AIU - Aspects of Psychology: SSCI206 - 1401B - 19 Abstract The description of my test results told me that I was reasonably skilled with the ability to identify, perceive, and express emotions in myself and to others. These skills form the ground of my ability to relate to the emotions of other people as well as the ability to understand myself. Emotional Intelligence is defined, by John D. Mayer and Peter Salovey, as 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. There are four branches of emotional intelligence perceiving emotions, reasoning with emotions, understanding emotions, and then managing emotions. Emotional intelligence is important because think if everyone just acted on just raw emotion, the world would be a chaotic. Being able to perceive and understand emotion is a very important skill. This will help you with building relationships not only in the business world but also with friends. Listen to your body, if you have an uneasy feeling in your stomach on the way to work or school, it may be a hint that these things are stressing you out. Emotional Intelligence Emotional intelligence is important everywhere in the world. There are tests that you can take to see where your EI is ranked. Being able to understand others and your own emotions are a key part in a happy healthy life. There are always ways...
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...What is Emotional IQ? A study by CareerBuilder reported that “71% of employers value emotional intelligence over IQ. IQ tells you what level of cognitive complexity a person can manage in their job: you need high levels for top management, the professions, the sciences, while lower levels work fine in lower echelons. Emotional intelligence sets apart which leaders, professionals, or scientists will be the best leaders (Schawbel, 2011).” While IQ is an important part of being a successful leader, emotional IQ accounts for an outstanding successful leader. Emotional IQ requires knowing oneself and using the emotional part to be able to interact and connect with people. When one is a leader, they are responsible for leading others to fulfill goals; whether it’s a particular project, making a company more successful, or guiding people to do well. A leader is an influencer, a visionary, a decision-maker. Daniel Goleman is one of the top leading psychologists in the world and he believes that the most successful leaders are that way due to 90% emotional intelligence and intellectual intelligence contributes only 45% (Emotional Intelligence). To be an outstanding leader, it is important to understand their emotional intelligence IQ (EIQ). There are four factors to gauge the EIQ. 2.2 Self-awareness In order to effectively understand those that the leader is over, he/she must understand themselves. This means knowing and understanding your emotions or getting to...
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...Emotional intelligence means to be smart with feelings and examples of emotional intelligence are: * being able to recognize and manage your emotions appropriately * being able to recognize and effectively deal with others’ emotions * being able to motivate yourself and maintain successful relationships In short, emotional intelligence is the skill of perceiving, understanding, and effectively managing emotions like anger, happiness, anxiety, optimism, humor, sadness, fear, shame, love. Emotional intelligence example 1 Two people had a fight with their boss at work. One of them was emotionally intelligent and the other wasn't. On returning to their homes the first, who wasn't emotionally intelligent, started shouting at his children. This guy acted based on his emotions without thinking about them in an emotionally intelligent way. when the second person returned home and found that the kids were noisy he just told himself, “well, why should I shout at the kids, they are not the ones to blame for my feelings, they always make that loud noise while playing. The main reason i am feeling bad is because of my boss” Emotional intelligence example 2 One of the very simple examples that can be cited is that of a child and a parent. A child while looking at the sky with sparkling eyes wishes to have the moon and stars as other set of toys and the parent doesn’t reveal the truth rather assures that one day s/he would get the moon and stars for the child!!! That...
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...Table of contents 1.0 Introduction3 2.0 Intrapersonal Effectiveness3 2.1 Theory……………………………………………………………………………..…….3 2.2 Emotional Intelligence…………………………………………………………………..3 2.3 Learning Style Profiler………………………………………………………….……….4 2.4 Development Actions…………………………………………………………….….…..5 2.5 Impact on Organizational Effectiveness………………………………………….……..6 3.0Interpersonal Effectiveness…………………………….…………………………….…..6 3.1 Theory……………………………………………………………………………….…..6 3.2 Spark and MEIS…………………………………………………………………………7 3.3 Belbin Team Roles ……………………………………………………………………..7 3.4 Development Actions……………………………………………………………………8 3.5 social and cultural diversity considerations……………………………………………..9 3.6 Impact on Organizational Effectiveness……………………………………………...…9 4.0 Conclusion………………………………………………………………………………10 Reference list………………………………………………………………………………..11 Appendix…………………………………………………………………………………..…13 Assignment#1 1.0 Introduction Working in business is a unit whose aim is to develop an understanding of the skills which can make efficient works in business environment. In this portfolio, I am going to discuss the theories what I have learned in class, including intrapersonal, interpersonal and organizational effectiveness. I will also discuss my own experience which link to the theories. I will choose to concentrate on my learning style based on the Jackson Learning Style Profiler for intrapersonal effectiveness. In the second part I will choose SPARK feedback and MEIS...
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...Emotionel Intelligence and leadership Project Presented to Dr. Fadi Hachem Course Instructor American University of Science and Technology In Partial Fulfillment of the Requirements for the course MGT 535: “Organizational Behavior” Aya Hamade Table of contents Pages Overview 1 Literature review 1 Definition 2 Emotional Intelligence, IQ, and Personality Are Different 2 Emotionel Intelligence and Leadership 2 Developing leadership skills 3 Emotional intelligence and its impact on leadership skills 3 Creating emotionally intelligent teams 6 Emotional Intelligence Is Linked to Performance 6 References 8 Overview Emotional Intelligence Is the Other Kind of Smart. When emotional intelligence first appeared to the masses in 1995...
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...EMOTIONAL QUOTIENT “A TOOL FOR INDIVIDUAL AND ORGANISATIONAL EFFECTIVENESS ” M.Badmapriya , School Of Management Hindustan University, Chennai, Tamil Nadu, India ABSTRACT Emotional Quotient is a concept, which comprises Emotional Competency, Emotional Maturity, and Emotional Sensitivity. Emotional Competency constitutes the capacity to responding tactfully for various situations, Emotional Maturity constitutes evaluating emotions of oneself and others, and Emotional Sensitivity constitutes managing immediate environments, Maintaining rapport, harmony, and comfort with others. Emotional Quotient is considered 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. This research work makes an attempt to establish the magnitude of emotional quotient among the management executives of the Manufacturing Industry. The research is restricted to management executives who will be key decision makers in terms of both long and short-term goals. INTRODUCTION Happiness, fear, anger, affection, shame, disgust, surprise, lust, sadness are emotions, which directly affect our day-to-day life. For long, it has been believed that success at the workplace depends on our level of Intelligence quotient (IQ) as reflected in our academic achievements, exams passed, marks obtained, etc. All these are instances of intelligence...
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...Do managers need emotional intelligence to manage successfully in the workplace? Why or why not? Definition of emotional intelligence is “the ability to monitor one’s own and others’ emotions, to discriminate among them, and to use the information to guide one’s thinking and actions” (Salovey & Mayer 1990 cited in Zeidner, Mathews & Roberts, 2004). Moreover, emotional intelligence is now considered as a part of managers’ leadership skills of managing the emotional behaviors to those they interact and lead with, and it has become an essential element for managers to achieve their career success. Emotional intelligence brings managers the competency of self-awareness and regulations, instilling their followers collective goals and vision “that their followers accepted and believe in” (Ashkanasy &Daus, 2002, p81) and developing their social skills. Qualified managers often have a strong awareness of themselves, their weakness, strength and what they are capable of. With high emotional intelligence, they can continue being humble and seek for honest response from others. Ashkanasy and Daus (2002) suggest that emotional intelligent managers have the ability of regulating their own emotion and the emotions of their employees; hence in the decision making process, they can use the emotional information to “achieve creative and positive outcomes”. However, another study for exploring the role of emotions shows that feelings can influence the judgment that managers make...
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