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A Study on Emotional Intelligence

Managers understand that the personnel (human resources) of an organization are their most robust asset that cannot be replaced easily. Management, in fundamental terms, can be seen as the process of accomplishing organizational aims with and through people using available resources using most effective manner.

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A Study on Emotional Intelligence

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  1. SelaimanNoori - “A Study on Emotional Intelligence”

  2. Introduction • Businesses are continually evolving, one will need to distinguish who are able to lead, deal with an organization to be effective and productive. • Within an organization, management can be seen as the process of fulfilling organizational targets with and through people using existing sources in the most proficient mode possible. • Organizational objective can be achieved by using four functions of management ; planning, organizing, leading, and controlling (POLC).

  3. Emotional Intelligence ? • It’s a great topic of significance to scientists researching non-cognitive components. • People equipped with EI are more happier and successful . Such people also have a competitive advantage in both their personal and professional lives. • EI is characterized by four major competencies: 1. Accurately perceiving emotions. 2. Using emotions to aid thinking. 3. Controlling emotions. 4. Understanding emotions.

  4. Model of EI and Career Success Relationship

  5. Study Methodology • A survey related to emotional intelligence was conducted on 200 middle managers working for the same organization located in the San Francisco, Bay Area. • A total of 100 males and 100 females participated in this survey. • Each question on the survey was measured using a 5-point Likert scale ranging from “Never” to “Always”.

  6. Results Revealed by the Study • Females will have higher scores than males for self-awareness. • Females will have higher scores than males for other-awareness. • Those with more management experience (6 or more years) will have higher scores for other-awareness. The study suggests that emotional intelligence affects people’s careers and organization interactions and consequently is worthy of continued scholarly investigation.

  7. References Babcock, L. (2008). What happens when women don’t ask? Negotiation, 11(96), pp. 1-4. Bar-On, R. (1997). The Emotional Quotient Inventory (EQ-i): Technical manual. Toronto, Canada: Multi-Health Systems, Inc. Beckman, D. & Menkhoff, L. (2008). Will women be women? Analyzing the gender difference among financial experts. Kyklos, 61(3), pp. 364-384. Goleman, D. (1995). Emotional intelligence. New York: Bantam Books.

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