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Group Members: Anum Baig Hassaan Khalid Gauhar M. Bhatti

Group Members: Anum Baig Hassaan Khalid Gauhar M. Bhatti. WHAT IS EMOTIONAL INTELIGENCE ? Emotional intelligence (EI) refers to the capability of perceiving, controlling and evaluating emotions.

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Group Members: Anum Baig Hassaan Khalid Gauhar M. Bhatti

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  1. Group Members: Anum Baig Hassaan Khalid Gauhar M. Bhatti

  2. WHAT IS EMOTIONAL INTELIGENCE? • Emotional intelligence (EI) refers to the capability of perceiving, controlling and evaluating emotions. • The capacity for recognizing our own feelings and those in others, for motivating ourselves, for managing emotions well in ourselves and in our relationships • -Daniel Goleman • Emotional Intelligence is the ability to understand, accept and recognize our own emotions and feelings, including their impact on ourselves and other people and to use this knowledge to improve our own behaviors as well as to manage and improve our relationship with others. • -Ann Cartwright and Amanda Solloway, 2007

  3. MODELS OF EI • Ability model • Trait EI model • Mixed EI model

  4. Ability model • This model is proposed by Salovey and Mayer • Emotional intelligence is the ability to perceive emotion, integrate emotion to facilitate thought, understand emotions and to regulate emotions to promote personal growth. The model talks of 4 types of emotional abilities: • Emotional perception • Emotional use • Emotional Understanding • Emotional management

  5. Trait EI model • This model was published in 2009 by PETRIDES. • This model of EI can be viewed in conjunction with personality. Mixed EI model • Mixed model was proposed by Daniel Goleman • Emotional competencies are learned capabilities. Some major competencies like: • Self-awareness • Self-management • Social awareness • Relationship management

  6. Why is Emotional Intelligence important for individuals? • Relevant to development of individuals and organizations. • New way of understanding and assessing behavior, management styles, attitudes, interpersonal skills, and potential of people. • Optimism and resilience are the characteristics of an emotionally intelligent person. •  The higher the emotional intelligence, the better the social relations

  7. Emotional Intelligence within groups • Team members deal effectively and efficiently with their own and other member's emotional turmoil, using it as a source for developing team cohesion and trust. • Organization gains a reputation . • Role of Team leaders and project Managers in enhancing EI skills within their groups.

  8. Emotional Intelligence in organizations • Emotional intelligence is critical to business.

  9. Benefits of EI to companies • Costs saving e.g. US Air force uses EI in hiring recruiters which saves $3 million annually • Profit increases • Higher job satisfaction • Higher productivity • Better customer service • More customer loyalty • High optimism • Better teamwork

  10. Examples • L’Oreal reported that sales persons hired on basis of EI outsell the other sales persons. They sell approximately $91370 worth more in a year. And also gave 63% less turnover. • In 2002, at a major automotive manufacturing company, a group of 30 specialists was formed to redesign or develop a replacement for a phased out engine. The team reported several problems including people and team culture issues and lack of apparent leadership behaviors. They were tested for EI and leadership abilities. Their test scores were noted. Then, they were put under eight months of training for emotional intelligence

  11. In a national insurance company, sales agents weak in emotional competencies such as self confidence, initiative and empathy sold insurance policies which averaged at approximately $54000 per policy. Compared to those who were strong in these competencies, this amount was less than half since they reported an average of $114000

  12. How to build EI in organizations? • Target the upper management • Inform and persuade your employees • Factor EI into hiring decisions • Promote open and transparent culture • Encourage diversity • Tolerate constructive disagreement • Succession planning

  13. Case against EI • Very vague concept • No proper measurement criteria • Too closely related to personality and emotional stability so validity is questionable.

  14. References • http://www.byronstock.com/ei/businesscase.html • Spencer & Spencer, 1993; Spencer, McClelland, & Kelner, 1997 • Hay/McBer Research andInnovation Group, 1997 • The Relation Between Emotional Intelligence and Job Performance: Journal of Organizational Behavior 32, 788–818 (2011) • Landy, F.J. (2005). Some historical and scientific issues related to research on emotional intelligence. Journal of Organizational Behavior, 26, 411-424

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