Goleman (1998) explained various emotional intelligence skills and how each of these skills influences work. His emotional intelligence framework offshoot into five: self-awareness, self-regulation, motivation, empathy and social skills. These five skills facilitate individuals to boost their own as well as their disciples’ accomplishments. Figure 1 Emotional Intelligence Skills Table 2 Emotional intelligence skills and Hallmarks EI Skill Hallmarks Self-awareness Knowing one’s strengths, weaknesses, drives, values and impact on others. • Self-confidence • Realistic self-assessment • Self-depreciating sense of humour • Thirst for constructive criticism Self-regulation Controlling or redirecting disruptive impulses and moods. • Trustworthiness …show more content…
Literature is also available which is sceptical about the significance of emotional intelligence. Becker (2003) questions the approach of treating emotional intelligence as an individual trait. Locke (2005) argues that the capacity to explore successfully as well as to adjust with particular emotional responses is an acquired behaviour and not a trait. In spite, emotional intelligence is being studied by psychologists for decenniums; the abstraction is still in its infancy which requires lots of clarity and insights. This ignited the initiative to undertake a study in this regard. The paper opens with review of literature related to the study and proceeds with research framework. Then it presents research methodology along with results. The paper consummate with discussions, conclusions and limitation. RESEARCH METHODOLOGY In order to carry out this study a descriptive research design is adopted. The various steps involved in the descriptive research are congregation of data that designate events and then categorizes, tabularizes, illustrates, and defines the data collection (Glass & Hopkins, 1984). The present study focused on the emotional intelligence among the Master of Business Administration students in …show more content…
In order to collect the data a standardized questionnaire was distributed. The instrument distributed among the students is known as “Emotional Competence Framework” 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. To measure emotional intelligence, Emotional intelligence questionnaire framed on the basis of “The emotional competency inventory” was administered. The questionnaire is based on a 5 point Likert-scale. The instrument consists of 50 items, which are divided into5 individual subscales
Emotional intelligence is the ability to identify and manage individual’s emotions. Also one should be able to recognize other people emotions to help improve their life. Goleman shares five elements to the theory, which are self-regulation, awareness of your own feelings, motivation, empathy, and social skills. Having self-regulation gives people the ability to recover form emotional distress and manage one’s emotion. Motivation helps one stay in the task they want to fulfill. Empathy is the awareness of what others are feeling and social skills is the ability to cooperate with people. All of the elements are used to make individuals to be a better person, to complete their goals and bring others on track. This can bring great change to an individual at any given moment in their life and help them develop as a better
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).
Caruso, D.R., Mayer, J.D., & Salovey, P. (2002). Relation of an ability measure of emotional intelligence to personality. Journal of Personality Assessment, 79, 306-320.
(2013) separated emotional intelligence into four domains, self-awareness, self-management, social awareness, and relationship management (pp. 30, 38). These domains are then broken into two competencies. Self-awareness, the understanding of one 's emotions and being clear about one 's purpose, and self-management, the focused drive and emotional self-control, make up the personal competence (pp. 39, 45-46). While social awareness, or empathy and service, and relationship management, the handling of other people 's emotions, make up the social competence (pp. 39, 48, 51). These emotional intelligence competencies are not innate talents, but learned abilities, each of which contribute to making leaders more resonant and effective (p. 38). This is good news for me because I still have much to develop in regards to emotional
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.
In the book Emotional Intelligence by Daniel Goleman, the central thesis that he tries to point out is that emotional intelligence may be more important than I.Q. in determining a person’s well being and success in life. At first I didn’t know what Goleman was talking about when he said emotional intelligence, but after reading the book I have to say that I agree completely with Goleman. One reason for my acceptance of Goleman's theory is that academic intelligence has little to do with emotional life. To me, emotions can be just as intelligent as your I.Q. In this essay I hope to provide sufficient evidence to show why I agree with Goleman’s thesis on emotional intelligence.
An individual’s ability to control and express their emotions is just as important as his/her ability to respond, understand, and interpret the emotions of others. The ability to do both of these things is emotional intelligence, which, it has been argued, is just as important if not more important than IQ (Cassady & Eissa, 2011). Emotional intelligence refers to one’s ability to perceive emotions, control them, and evaluate them. While some psychologists argue that it is innate, others claim that it is possible to learn and strengthen it. Academically, it has been referred to as social intelligence sub-set. This involves an individual’s ability to monitor their emotions and feelings, as well as those of others, and to differentiate them in a manner that allows the individuals to integrate them in their actions and thoughts (Cassady & Eissa, 2011).
Goleman, D. (1998). Working with emotional intelligence. New York:
The scope of emotional intelligence includes the verbal and nonverbal appraisal and expression of emotion, the regulation of emotion in the self and others, and the utilization of emotional content in problem solving. (pp. 433)
Mayer, J.D., Salovey, P., Caruso, D.R. (2000). Emotional intelligence as Zeitgeist, as personality, and as a mental ability. The Handbook of Emotional Intelligence, ed/. J.D.A. Parker 9San Francisco: Jossey-Bass, pp92-117.
Mayer, J. D., Salovey, P., Caruso, D. R., & Sitarenios, G. (2003). Measuring emotional intelligence with the MSCEIT V2.0. Emotion, 3(1), 97-105.
There are many different positions in an organization that require different knowledge, skills and abilities. Supervisory and management positions encompass more than just technical knowledge, skill and expertise in their given area, but being leaders over others. This is of interest to organizations in having leaders who are able to motivate, understand and get their teams to work together. Many organizations are looking to improve their performance and productivity through finding and placing the right people in leadership positions. How the concept of emotional intelligence and its evolution has come to the forefront in assisting companies about leadership performance and decisions will be discussed along with the debate among researchers and the review of three assessments as to their impact and uses.
Emotional intelligence has a large amount of number, which in common with social intelligence. Both of them are relevant with perception and understanding of other’s emotion, oneself and act cleverly way in interpersonal relationships. They are mood driver, a neurological and biological state of mind which are the significant key for human relationship, furthermore they are overlapping, interdependent and multidimensional. Additionally, found that most successful people seem to behave wiser in socially and emotionally, for instance, in the workplace and close relationships (Kang,Day, & Meara, 2005). However, each of them contains and focuses on different elements. According to
Personal SWOT Analysis is basically the way of judgment of the individual personality traits like his strengths, weaknesses, opportunities and the threats. This is the way of judgment of the strengths of the person by which he or she can explore opportunity in his personal and professional life, while the judgment of the weakness in the person’s personality can help in the overcoming those weaknesses and to face the threats in more meaningful way. this report is about the emotional intelligence theories and the personal SWOT Analysis.
Goleman, D., 2005. Emotional Intelligence: Why It Can Matter More Than IQ. London: Bloomsbury Publishing.