...SUMMIT GROUP Words- 3098 University of Chittagong Assignment on Organizational Behaviour Topics:Emotional Intelligence (EI) Submitted to: Md. Sahidur Rahman Associate Professor Dept. of Management Studies University of Chittagong. Submitted by: |S/L |Name |ID | |01 |Md. Tanvir Rahman (L) |08302067 | |02 |Md. Sazidul Karim |08302073 | |03 |Md. Arfatul Islam |08302116 | |04 |S.M. Almas Hossain |08302118 | |05 |Md. Abul Basar |08302140 | |06 |Jolakha Afrin |08302012 | |07 |Bristy Rani Banik |08302023 | |08 |Lipi Barua ...
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...Emotional Intelligence Abstract Intelligence has been studied for a very long time and the more research is conducted newer concepts of intelligence continue to evolve and show that it is more than just being smart. Howard Gardner in 1983 came up with the concept of multiple intelligences and today personal career success requires not only academic intelligence but also a higher level of emotional intelligence. This paper compares both academic intelligence to emotional intelligence and further reviews literature on the importance of emotional intelligence and relates it to career success. The basic concepts behind academic intelligence, emotional intelligence, how its valuable and why it should be valuable to learn are discussed with the aid of three published articles that elaborate on its necessity for success. Keywords: Academic intelligence, emotional intelligence, career, success Emotional Intelligence: The New Measure of Success Each individual uses a unique set of cognitive skills when processing complex information. Intelligence is a very old concept and while intelligence has been the most consistent factor in determining career success, its definition now includes emotional intelligence. It was Howard Gardner, who came up with the concept of multiple intelligences that encompass several capabilities such as reasoning, planning, solving problems, comprehending, learning, etc (1983). Two of these many different intelligences...
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...Practical and Emotional Intelligence Cyndi Psy 201 July 07, 2013 Dr. Bettye Griffin Practical and Emotional Intelligence Practical Intelligence is the intelligence that is related to overall living, this type intelligence is learned mainly through observation of others behavior. People who have a high practical intelligence are also able to learn general norms and principles and they apply them appropriately. Consequently practical intelligence is a way to measure the ability to employ broad principles in solving everyday problems. (Stember & Steinburg, 2006, Stember et al., 2009,) (Feldman 2013). Emotional Intelligence is a better predictor of “success” than the more traditional measures. In fact, this intelligence may be the single most important factor that leverages the success of people and routinely. Characterize those individuals with the right stuff. Emotional intelligence is linked to important work-related outcomes such as individual performance and organizational productivity. . Entrepreneurs are ones that have a high level of practical intelligence. This type of intelligence is acquired with hands-on operating styles, people with high practical intelligence tend to develop useful knowledge by doing and learning. (Science Daily). Emotional intelligence is very essential in success in the Business world, this is the type of intelligence for how we handle the understanding obtained through intelligence is the function of emotional intelligence...
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...EMOTIONAL INTELLIGENCE- DEFINITION Emotional intelligence (EI) describes the ability, capacity to identify, assess, and control the emotions of one's self, of others, and of groups. In other words, it is the ability to perceive, control and evaluate emotions of self or others Emotional intelligence is about how we manage our actions with both others and ourselves as a result of the emotions we feel. Peter Salovey and John D. Mayer -“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” (1990) Four factors of EI 1. the perception of emotion 2. the ability reason using emotions 3. the ability to understand emotion 4. the ability to manage emotions IMPORTANCE OF EI : Emotions play a significant role in the way people work with one another and therefore affects profits. An individual with high EQ reacts after both feeling an emotion and thinking about an event. Others with less developed skills would often react only after feeling the emotion without much thinking. Extremely smart people can have low emotional skills while others who are not so gifted in standard IQ can exhibit relatively high emotional skills. Emotions affect how one behaves with oneself as well as with other people, especially during conflicts. This is why management of our emotions has become especially important.IQ is a given...
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...for Emotional Intelligence. We are a Brisbane-based group dedicated to educating on the topic of emotional intelligence, or EI, as an aspect of professionalism. The purpose of our talk today is to enforce the critical nature of emotional intelligence in regards to workplace success, and to encourage the implementation of strategies intended to increase EI levels of Sound Wave employees. Reference List: Bond, F. W., & Donaldso-Feilder, E. J. (2004). The relative importance of psychological acceptance and emotional intelligence to workplace well-being. British Journal of Guidance & Counselling , 32 (2), 187-203. Braime, H. (2016). 7 Practical Ways To Improve Your Emotional Intelligence. Lifehack.org. Retrieved 9 May 2016, from http://www.lifehack.org/articles/communication/7-practical-ways-improve-your-emotional-intelligence.html Chitral, A., & Malhan, M. (2007). “Importance of Emotional Intelligence at Workplace.” Paper presented at the Engineering Management Conference 2007 IEEE International, Austin, July 29 2007-August 1 2007. http://ieeexplore.ieee.org.ezp01.library.qut.edu.au/xpls/icp.jsp?arnumber=5235031. Emotional Intelligence Measures. (2015). Emotional Intelligence in Organizations. Retrieved 6 May 2016, from http://www.eiconsortium.org/measures/measures.html Goleman, D. (1995). Emotional Intelligence. New York: Bantam Goleman, D. (1998). Working with emotional intelligence. New York: Bantam Books. Rosenthal, N. (2016). 10 Ways to Enhance Your Emotional Intelligence...
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...Characteristics of Emotional Intelligence Daniel Goleman, an American psychologist, developed a framework of five elements that define emotional intelligence: 1. Self-Awareness – People with high emotional intelligence are usually very self-aware. They understand their emotions, and because of this, they don't let their feelings rule them. They're confident – because they trust their intuition and don't let their emotions get out of control. They're also willing to take an honest look at themselves. They know their strengths and weaknesses, and they work on these areas so they can perform better. Many people believe that this self-awareness is the most important part of emotional intelligence. 2. Self-Regulation – This is the ability to control emotions and impulses. People who self-regulate typically don't allow themselves to become too angry or jealous, and they don't make impulsive, careless decisions. They think before they act. Characteristics of self-regulation are thoughtfulness, comfort with change, integrity, and the ability to say no. 3. Motivation – People with a high degree of emotional intelligence are usually motivated. They're willing to defer immediate results for long-term success. They're highly productive, love a challenge, and are very effective in whatever they do. 4. Empathy – This is perhaps the second-most important element of emotional intelligence. Empathy is the ability to identify with and understand the wants, needs, and viewpoints of those...
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...What is emotional intelligence? Emotions inform us about things that are important to us, like the people in our lives, values we hold, needs we may have, or the activities we enjoy. It leads to the motivation, drive, self-control, and passion in our lives – whether at work or at home (Segal, 1997). Emotional Intelligence is having emotional awareness; it refers to the ability to understand our own emotions as well as the emotions of those around us. It involves how we understand our own feelings, have empathy for others, and regulate our emotions to connect with people (DuBrin, 2010). Without it, it would be difficult to build lasting relationships, maintain our families, and succeed as managers. EQ vs IQ What is the difference between emotional intelligence (EQ) and intelligence quotient (IQ)? IQ is the measurement of a person’s ability to learn, understand, and apply information. An IQ can be determined by answering standardized questions and comparing the score to that of other people within the same age rage. This numerical value can help determine a person’s intellect and measure concepts like word comprehension, math skills, and logical reasoning (Ellis-Christensen, 2012). EQ on the other hand, is a measurement of how one recognizes and responds to emotions and how well they communicate with others. EQ can be more difficult to measure because test questions are usually subjective, unlike IQ testing which has more definitive answers for scoring. In general...
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...A. Explain how the rules for work are changing. In today’s ever changing workplace a new criteria beyond training and book smarts is being applied to society as a workforce. The new form of measure assumes we have enough technical knowledge and intellectual ability to preform our jobs sufficiently. Suggested is the use of this measure to predict the likelihood to become star performers and who is likely to fail. The process is used to determine who will be let go and who will receive additional training. This new measure is not specific to one particular field, but spreads across all disciplines of employment. B. Define Emotional Intelligence. The use of nonintellectual behavioral skills that governs personal and professional success in...
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...Emotional Intelligence (EI) in Leadership 1. Introduction All of us can recall at least one situation when very technically skilled people performed poorly as leaders, despite their intellectual abilities and analytical skills. If we look closer at their behavior, we will see that they could hardly get along with people or stay calm in stressful situations. One of the reasons for poor performance of managers is that for a long time companies’ recruitment processes were based on the belief that one of the most general rule of thumb in the business world is the close link between staff technical skills and their performance. Moreover, employees’ technical skills have been one of the most important drivers of their promotion to leading positions. However, it turns out that in a surprisingly high number of cases, the promotion of highly skilled people to leadership positions did not work out as it was expected. Many companies reviewed their HR policies after Daniel Goleman introduced his new and innovative concept of Emotional Intelligence in 1995. Emotional Intelligence (EI) relates to the self-perceived ability to identify, assess, and control the emotions of oneself, of others, and of groups. Those abilities are as valid, or even more so, than one’s intellectual quotient when it comes to performing better as a manager and a leader (Goleman, 1998). Ever since then, companies have been assessing potential candidates’ emotional intelligence throughout their recruiting processes...
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...from an individual’s situation, disposition or bond with others. It is extremely important to be aware of these aspects in professional as well as personal worlds. In order to maintain consistency of emotions an individual must possess Emotional Intelligence; the ability to identify and manage your own emotions along with the emotions of others. In some cases some may say that emotional intelligence is something that is present within the psyche, while others may feel that emotional intelligence is something that can be taught; thus categorizing it as a learned behavior. According to “Psychology Today” in order to possess emotional intelligence there are three skills that one must incorporate to deem as effective. “Emotional awareness, including the ability to identify your own emotions and those of others; the ability to harness emotions and apply them to tasks like thinking and problem solving; lastly, the ability to manage emotions, including the ability to regulate your own emotions, the ability to cheer up or calm down another person.” There are many examples to the concept of Emotional Intelligence; one could be the aspect of arguing when you know the argument is not a catalyst to change anything. A person who has a low emotional intelligence rate does not truly understand unless they unambiguously agree to voice the discussion on reason. In most cases reason will lose against any unreasonably posed argument. If someone argues that you are unable to drive a Honda Accord for...
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...for this journal is available at http://www.emeraldinsight.com/researchregister The current issue and full text archive of this journal is available at http://www.emeraldinsight.com/0268-3946.htm JMP 18,8 788 The relationship between emotional intelligence and work attitudes, behavior and outcomes An examination among senior managers Abraham Carmeli Graduate School of Business Administration, Department of Political Science, Bar-Ilan University, Ramat-Gan, Israel Keywords Job commitment, Job satisfaction, Altruism, Family friendly organizations Abstract The literature suggests that managerial skills in general, and emotional intelligence in particular, play a significant role in the success of senior managers in the workplace. This argument, despite its popularity, remains elusive. This can be attributed to the fact that although a few studies have provided evidence to support this argument, it has not received an appropriate empirical investigation. This study attempts to narrow this gap by empirically examining the extent to which senior managers with a high emotional intelligence employed in public sector organizations develop positive work attitudes, behavior and outcomes. The results indicate that emotional intelligence augments positive work attitudes, altruistic behavior and work outcomes, and moderates the effect of work-family conflict on career commitment but not the effect on job satisfaction. Introduction What makes a senior manager successful has been...
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...KOMAL RIAZ Author is student of LLB (II). She is an active member of study circle. EMOTIONAL QUOTIENT (EQ) The concept of Intelligence Quotient (IQ) which relates to the determination of level of intellect or sharpness of mind of a person is very common. We normally use in our daily conversation that the IQ of a specific person is high or low. However the concept of Emotional Intelligence or Emotional Quotient is relatively new in the field of Psychological Research. Emotional Quotient (EQ) relates to the ability or skill to understand, evaluate and manage the emotions of one’s self and others. This concept got familiarity with the publication of book titled 'Emotional Intelligence' by Daniel Goleman's in 1995. However, the first use of the term "Emotional Intelligence" is usually attributed to Wayne Payne's doctoral thesis, A study of emotion: Developing emotional intelligence from 1985. If we go into the background history, we find that early Emotional Intelligence theory was originally developed during the 1970's and 80's by the work and writings of psychologists Howard Gardner, Peter Salovey and John Mayer. Emotional Intelligence is increasingly relevant to organizational development and developing people, because the EQ principles provide a new way to understand and assess people's behaviors, management styles, attitudes, interpersonal skills, and potentials. Emotional Intelligence is an important consideration in human resources planning, job profiling, recruitment interviewing...
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...differentiate though a really standardized and heavily regulated product from the competition. Following a technique supported service quality is extremely typically a “must” within the current marketplace. These changes compact on each the structure of the trade and also the nature of competition between banks. That’s been same; service quality has become associate more and more vital issue for living and success within the banking sector. This text assesses the effectiveness of the SERVQUAL’s 5 dimensions to the Islamic Bank and measures service quality judged by the customer’s perceptions. that the results from analysis of them supported co relational analysis, simple regression toward the SPSS version twenty for knowledge analysis, total sample two hundred, show that 'emotional intelligence has no impact on the service quality provided to customers'. The expectations of customers were manner over perception that they had regarding Islamic Bank services. Showing 'there is a Gap between perceived services and customers expectation of services'. Keywords: Emotional Intelligence, Influence, Inter-Personal Sensitivity, Motivation, Service, Quality,...
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...purposes of its participants. Managers apply a method of strategic planning, organising, teamwork, leading and controlling the use of organisational resources to achieve the highest possible results in an organisational setting (Wood et al., 2006). Cognitive intelligence refers to ones mental capacity to process information and solve problems (Wood et al., 2006). Intellectual abilities such as judgment, motivation, reading and writing and analysing are all congruent with cognitive intelligence (Schmidt & Hunter, 2004). Emotional intelligence is a form of social intelligence that allows people to be aware and shape our emotions and those of others (Wood et al., 2006). Goleman (1998) popularized EI in the organisational dimension by emphasizing its significance as a key factor for successful business careers and as a key component for effective group performance. Cognitive intelligence is defined by an individuals’ quantifiable ability which include memory, ability to retain then utilise information, and problem solving (Wood et- al. 2006). In application to organisations, this concept has been studied for over 80 years (Schmidt & Hunter, 2004) and acknowledged as a valued attribute in wider society. Cognitive intelligence is used every day. Calculating how much butter is needed to bake a cake or remembering to pick children up from school are examples of cognitive capabilities. Students are tested on their cognitive abilities when they sit exams, administrators are tested...
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...Rajendran, Downey & Stough :Assessing Emotional Intelligence in the Indian workplace: a preliminary reliability study. 55 Assessing Emotional Intelligence in the Indian workplace: a preliminary reliability study Diana Rajendran (drajendran@swin.edu.au) Department of Management Swinburne University, PO Box 218, Lilydale, Victoria, 3140, Luke A. Downey: (ldowney@swin.edu.au) Brain Sciences Institute Swinburne University, PO Box 218 (H99), Hawthorn Vic 3122, Australia. Professor Con Stough (cstough@swin.edu.au) Professor in Cognitive Neuroscience, Director, Brain Sciences Institute. Swinburne University, PO Box 218 (H99), Hawthorn Vic 3122, Australia. Abstract The concept of Emotional Intelligence (EI) has recently attracted a great amount of interest from HR practitioners and academics alike. Whilst the majority of research in this area has been conducted in Western countries, recent studies have begun to assess the generalisability and validity of the EI concept in cross-cultural settings. The purpose of this paper was to assess the reliability of the Workplace version of the Swinburne University Emotional Intelligence Test (Workplace SUEIT) in an Indian population. The Workplace SUEIT demonstrated adequate reliability in the sample of 110 participants in India, although the mean scores for the sub-scales were significantly lower than in the Australian normative population. The results are discussed in the context that EI tests need to undergo...
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