...The ABC Company has been experiencing a high turnover of staff, (particularly with the Call Centre Staff), and is considering the development of an Assessment Centre. The ABC Company requires information which pertains to psychology in relation to psychometric testing. This report will identify individual differences, the supporting theories and the associated psychometric tests (which must be Objective, Standardized, Reliable, Predictive, and Non Discriminatory) for the purpose of effective recruitment. Psychology involves the study of the mind which is complex and is the source of thought and behaviour. It is scientific and examines individuals, their mind and their behaviour, and attempts to understand and explain thought, emotion and behaviour (Wilhelm Wundt 1832-1920). Individual Differences Vast Variation among biological populations inspired the formulation of Darwin’s Theory of Natural Selection. Individuals are different and in fact unique based on a number of variables such as:- voice, skin tone, disposition, ethnicity, stature, attitude, physical symmetry, trainability, intelligence, aptitude, extroversion, introversion, sex, gender, neuroticism, expressiveness, memory, creativity, conscientiousness, agreeableness, values, beliefs and so on. The intelligence of the individual varies greatly. Intelligence (which is also referred to as Intelligent Quotient and Cognitive Functioning) concerns the mental ability to learn, the application of knowledge, aptitude...
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...What is emotional intelligence and why is it important in project management? How did you score on the emotional intelligence mini-assessment? What areas do you need to strengthen in order to raise your own emotional intelligence? Describe the characteristics that would make a Project Manager "emotionally intelligent". Emotional Intelligence (EI) is the ability to realize, understand and control self emotions and that of others and groups. The application of Emotional Intelligence would result in creating deep relationships, surround you with content people and help build a successful journey both professionally and personally. This significant personal trait of EI is needed as a project manager, as the main focus of the PM is to plan, manage, monitor and control work and tasks done by others. EI is as important as using project management processes and tools. It helps in people management, building teams and becoming an inspiring leader. EI is important to Project Managers as is for any leader. It would be even more important for PMs, as a project is for a fixed duration with a set deliverable. It is not an on-going operation with regular people working on it through out the course. Project Managers are responsible for moving the project forward. They would have to work with different sets of people, make sure there is harmony in the team, resolve conflicts, maintain integrity and lead everyone towards the project’s objective. Project Managers have shorter duration...
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...Complete one matrix for each employee. Employee name: Karen Jubensky |Self Assessment |Results Summary |Strengths |Weaknesses | |How Satisfied Am I |Very Satisfied |Motivated towards the job and life |General environment affects the | |with My Job? | |in general |perception of daily work | |Am I Engaged? |Yes |Take charge of work, committed and |Avoid office politics | | | |positive outlook | | |How Are You Feeling |Wonderful |Positive attitude, keep focus and |Share my positive outlook more | |Right Now? | |determination |often with peers | |What’s My Affect |Somewhat intentionally intense/38 |Laser sharp focus help getting work|Keep emotions in check in tough | |Intensity? | |done |situations | |What’s My Emotional |45 |Self awareness, empathy, motivation|Non | |Intelligence Score? | |and social skills ...
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...Grand Canyon University: MGT605 April 2, 2013 EQ Assessment Emotional Intelligence (IE) is an important part of the social and business world. IE can be described as ability to understand, control, and evaluate emotions. Understanding and ability to manage the emotions is important, because emotion is characterizing person’s emotional intelligence. To better understand my emotional intelligence, I took two self-assessment quizzes on-line. The results of the assessments allowed me to recognize and analyze my managerial competencies, and learn about my emotional strengths and weaknesses. The results revealed that my EQ was high on first quiz and above the average on the second one. I learned that I am strong in Self-Management; I am skilled at interpreting, understanding, and acting upon my emotions. I can keep disruptive emotions and impulses under control. I can manage my responsibilities, maintain high standards of honesty, adapt to the changes, and act quick upon the opportunities. I also scored high in Social-Awareness because I am sensitive to the emotional climate around me, my friends, my family, and my peers. I can express understanding to problems of the others and I have ability deal with social or emotional conflicts. All the characteristics of my emotional intelligence I have just described are true and quite accurate. Some of strengths were given to me by the nature, some I learned through life, and some I developed through the training. I am private pilot...
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...1. Introduction to Emotional Intelligence The intelligence quotient, or IQ, is a score derived from one of several different standardized tests to measure intelligence. It has been used to assess giftedness, and sometimes underpin recruitment. Many have argued that IQ, or conventional intelligence, is too narrow: some people are academically brilliant yet socially and interpersonally inept. And we know that success does not automatically follow those who possess a high IQ rating. Wider areas of intelligence enable or dictate how successful we are. Toughness, determination, and vision help. But emotional intelligence, often measured as an emotional intelligence quotient, or EQ, is more and more relevant to important work-related outcomes such as individual performance, organizational productivity, and developing people because its principles provide a new way to understand and assess the behaviours, management styles, attitudes, interpersonal skills, and potential of people. It is an increasingly important consideration in human resource planning, job profiling, recruitment interviewing and selection, learning and development, and client relations and customer service, among others. 2. Concept of emotional intelligence Emotional intelligence describes the ability, capacity, skill, or self-perceived ability to identify, assess, and manage the emotions of one’s self, of others, and of groups...
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...Reflection How has your participation in this self-assessment increased (or not) awareness about yourself. If you have hit a rut or a roadblock in your career, now may be the time to break out some self-assessments and find out where the problem lies. Assessments like these can help us understand why we have had trouble fitting in at certain jobs, what kinds of skills it would bring us greater enjoyment to use in our work, and which kinds of work environments would make us feel more at home. After completing this Emotional Intelligence self-Assessment, the insights and practical application were incredibly insightful for me. I identified ways in which I need to work together better and healed frustrating and difficult relationship issues. What have you learned about the topic and/or yourself? Here, our subject is emotions—and whether we know what we are feeling and what we do with that knowledge. A friend of mine takes umbrage when I broach the idea with him. “Of course, I know what I am feeling,” he protests. He points to his chest—in the vague direction of his heart—and then to his throat. “I feel my emotions so, of course, I know what I am feeling.” He is only partly right but the fact that our emotions are embodied makes us more confident about our ability to know what we are feeling and our emotional intelligence. It is “the above average” effect —our tendency to over-rate our skill set and abilities—except it is on steroids, as a study by Marc A. Brackett and others...
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...University The emotional intelligence is the combination of our emotions and intelligence. According to (Cherry, N.D., para2) is the ability of recognizing, managing and evaluating our emotions, we have four branches of emotional intelligence are the following: perceiving emotions, reasoning with emotions, understanding emotions and managing emotions. Perceiving emotions is the first of the emotions involved body language. Example: In school 6 kids are friends one day 5 of them are sitting together and the other 1 kid is sitting by his self and watching the others. We need to know why this kids is alone is he sad, mad, terrified. Reasoning emotions is the second of the emotions encourage our thoughts and mind, also help us for our attentions, reaction and our emotionally responses. (Recognizing emotions) Example: Why certain things got my attention? (Using emotions). Understanding emotions is the good or the bad emotionally reactions. Example: one day my mom acting mad I need to know or understand if she’s mad from me, or from something else. Managing emotions is the most important in emotional intelligence branch because managing emotions is how to manage our emotions, how can we control our emotions, and how can hurt or respect others emotions. Example: If I’m mad or angry I have to manage or control my reactions to not hurt anyone or to not get hurt emotionally. Emotional theory was arising...
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...The Practical EQ Emotional Intelligence Self-Assessment This self-assessment questionnaire is designed to get you thinking about the various competences of emotional intelligence as they apply to your life. It does not pretend to be a validated psychometric test, and the answers you give might vary depending on your mood when you take it. It is based on the five-competency model of emotional intelligence by Daniel Goleman in the book Emotional Intelligence. How to complete the questionnaire Complete each competency page (example below) and use the last page to chart your scores. 1. I can explain my actions: Almost Never Rarely Sometimes 0 1 2 Almost Always 4 Usually X 3 3 2. Other people don't see me as I see myself: Almost Never Rarely Usually Sometimes X 4 3 2 1 Almost Always 0 2 3. I understand the feedback that others give me: Almost Almost Never Rarely Sometimes Always Usually X 0 1 2 3 4 3 4. I can describe accurately what I am feeling: Almost Almost Rarely Sometimes Never Always Usually X 0 1 2 3 4 3 5. Things that happen in my life make sense to me: Almost Almost Never Rarely Sometimes Usually Always X 0 1 2 3 4 4 15 Total for Self-Awareness: -1© Coaching Leaders Ltd 2008 This product is free for self-assessment only. To use it with others, you must purchase a license from www.practicaleq.com/products/eqlicense.html Self-Awareness 1. I can explain my actions: Almost Rarely Sometimes Never 0 1 2 Almost Always 4 Usually...
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...The resulting lists of traits are compared to assess likelihood of success as a leader so traits may be physiological - height, weight, appearance; demographic - education, age, and socioeconomic background; intellective- intelligence, decisiveness, judgment, and knowledge; task-related - achievement drive, initiative, and persistence; and social characteristics- sociability, cooperativeness, confidence, and aggressiveness. (Fernandez, et.al, 1997) Core traits of successful leaders are seen as criteria for leadership potential: achievement drive - high level of effort, high levels of ambition, energy and initiative; leadership motivation- an intense desire to lead others to reach shared goals; honesty and integrity - trustworthy, reliable, and open; self-confidence - belief in one’s self, ideas, and ability; cognitive ability- capable of exercising good judgment, strong analytical abilities, and conceptually skilled; knowledge of business- knowledge of industry and other technical matters; emotional maturity - well adjusted, does not suffer from severe psychological disorders; others- charisma, creativity and flexibility. The list of traits is very long and the model relates physical traits such as, height and weight, to effective leadership. The trait theory regards leadership as natural talents so a person is either a born leader or not. ....
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...ESCI Assessment Report Regina M. Turner The Chicago School of Professional Psychology Organizational Leadership IO 525 Professor Dionne Mahaffey November 22, 2015 Abstract The Emotional and Social Competency Inventory (ESCI) Assessment Test was created to help to recognize one’s own feeling and others to help to motivate ourselves with managing emotions. It also helps to identify behaviors that we may display in challenging and difficult situations (Boyatzis, 2007). Also known as Emotional Intelligence (EI), the EI measures the behaviors that matters to those who desire to be effective leaders and to the relationships of others who come in contact with them. The ESCI can also be a tool for college and post-graduate students to be successful as a leader by assisting to help to work out what they may want from life, what they want from life, learn with others in groups and also help to draw on their own resources (Boyatzis, 2007). This assessment has also been used for the building up of leaders in the workplace with the development of programs that are designed specifically to “1) educate people about the relevance of emotional intelligence in the workplace, 2) assess their relative strengths and weaknesses, and 3) provide a framework to develop and enhance their ability to interact with others with greater emotional intelligence (Sala, 2005, pp. 1)”. Key words: Emotional Intelligence, behaviors, leadership development ECPI Assessment Report Being a leader...
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...University of Phoenix Material Employee Portfolio Complete one matrix for each employee. Employee name: Coworker #1 |Self Assessment |Results Summary |Strengths |Weaknesses | |How Satisfied Am I |Co-worker 1 scored 33 |Because this coworker scored high |The individual should be open to | |with My Job? | |on the job satisfactions and |receiving feedback whether negative| | | |emotional intelligence tests, the |or positive. | | | |employee likely performs well in my| | | | |organization. Job satisfaction has | | | | |a large impact on whether an | | | | |employee is productive and | | | | |motivated. | | |Am I Engaged? |Co-worker 1 scored 35 |This individual is highly engaged |The individual should stay open to | | | ...
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...Individual Analysis: Assessing and Developing Emotional Intelligence Student: Abraham L. Maker Student No15449342 5th May. 11 Table of Contents INTRODUCTION: 3 PART 1: - SELF ASSESSMENT USING SELF-ASSESSMENT EXERCISES 3 IPIP Introversion-Extroversion Scale 3 The scales of money attitudes 4 TWO “TEAM PROCESSES” SELF-ASSESSMENTS 4 Team Roles Preference Scale 4 Team Player Inventory 5 TWO “ORGANISATIONAL PROCESSES” SELF-ASSESSMENTS 5 Tolerance of Change Scale 5 EMOTIONAL INTELLIGENCE 6 Emotional Empathy Scale 6 PART 2: - OVERVIEW OF RELEVANT LITERATURE 6 Job Satisfaction and Performance Practices 6 Extrinsic and Intrinsic Motivation 6 Zest in the Workplace 7 Prima Donnas” in the Workplace 8 ORGANISATIONAL STRUCTURE 8 Mechanistic vs. Organic Structures 8 Tolerance to Change 9 PART 3: - APPLICATIONS AND LIMITATIONS 9 Organisational Structure and Tolerance to Change 10 CONCLUSION 10 REFERENCES: 11 INTRODUCTION The point of this report is to develop some insights into self-assessment tools as a technique for self-evaluation and improvement, as part of continual improvement and professional learning. In addition, through use of the self-assessment tools, areas of interest can be explored with regards to my own self-awareness and self-evaluation, but firstly it will define what emotional intelligence is. Emotional Intelligence is defined as “a set of abilities to...
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...Self-Assessments MGT/311 July 1, 2014 Donald Ratliff Self-Assessments Within every organization, management must be cognoscente of need to periodically assess their employees overall job satisfaction. This requires an ability to connect with them on a personal level for unlike in the past, an organization that is successful understands there are many facets in effective management that go beyond mere job performance. As the operations manager of a construction firm, the need to delve deeper into an employee’s mindset can make the difference in what management style is most effective and can lead to greater production and overall job performance. Self-assessments can be a useful tool in determining where an employee is at in their work-life balance and can lead to a manager’s ability to effectively manage them. Randomly, I selected three employees to take self-assessments of job satisfaction, engagement, their current emotional state as well as their emotional intelligence, affect intensity, and their ability to be a deliberate decision maker. The results ranged dramatically in some areas with some coming in around the same. Below are the findings of each employee’s response within the respective categories. How Satisfied Am I With My Job? Within the area of job satisfaction, the scores ranged from a low of 65 to a high of 83 illustrating some dissatisfaction with their current job. As the manager, this provides valuable insight into how my employees feel...
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...Employee Portfolio Management Plan MGT/311 Employee Portfolio Management Plan In the month of September Riordan Manufacturing selected three employees and administrated a series of self-assessments to create an employee portfolio to provide a management plan. The management decided to asses each individual’s character, personality, and job satisfaction. The following self-assessment questions for the three employees: How satisfied am I with my-job, Am I engaged, How are you feeling right now, What’s my affect intensity, What’s my emotional intelligence score, Am I a deliberate decision maker. The self-assessments questions will evaluate individual characteristics of employees. Self-assessments questions will evaluate the impact of individual employee characteristics and any adverse organizational performance. The information from the assessments will determine management methods based on individual employee characteristics. The Riordan Management self-assessments of the three employees indicated strengths, weakness, opportunities and organizational behavior of the company. The self-assessment of employee in Team A is a positive influence for the Riordan Manufacturing Company. Employee in Team A, analysis is very satisfied in job satisfaction, competence in making decisions, and being able to keep busy. The employee in Team A identified problems to evaluate and made a decision or best alternative for the company. Employee in Team A is very effective in communication...
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...A. What is Emotional Intelligence? Emotional Intelligence (EI) or Emotional Intelligence Quotient (EQ) is the ability to understand, interpret, and respond to emotions in ourselves and others. EI is the capacity to recognize emotions in others based on facial expressions and body language, respond appropriately to that emotion, and at the same time being aware of our own reaction to the situation. (Cherry, 2013) Emotional intelligence is also about staying in control of your own emotions and managing emotions in others. (Fletcher, 2012) B. Why is Emotional Intelligence Important in the Workplace? Many leaders in business rank EI as one the most important characteristics of an effective leader. EI is seen as a distinguishing factor that separates the great from the good. Having good EI also helps leaders day to day in five different ways. (Fletcher, 2012) 1. Self-Awareness Leaders with high EI are able to acknowledge their own emotions in situations and objectively asses if their emotions are helping them or hurting them at work. Is their enthusiasm and happiness helping lead a team? Or is their own stress and anxiety causing extra worry in their direct reports? If one is getting angry at work, EI helps one take a step back and assess what they are reacting to that is making them angry. 2. Emotional Management Once leaders are self-aware they can better regulate their own emotions and stay in control at work. These individuals are less likely to make a hasty decision...
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