• Save
Emotionalinteligence
Upcoming SlideShare
Loading in...5
×
 

Emotionalinteligence

on

  • 1,153 views

My Mahima Shukla

My Mahima Shukla

Statistics

Views

Total Views
1,153
Views on SlideShare
1,153
Embed Views
0

Actions

Likes
2
Downloads
0
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

Emotionalinteligence Emotionalinteligence Presentation Transcript

  • Emotional Intelligence
  • Agenda
    • What is Emotional Intelligence?
    • Why is it important for the workplace?
    • How can we measure Emotional Intelligence?
    • Is it really worth while?
    • Different job types utilizing Emotional Intelligence
    • Advantages and Disadvantages
    • Conclusion
    • Questions and Answers
  • What is Emotional Intelligence?
    • IQ – “School Smarts”
    • Measure of intellectual, analytical, logical and rational abilities
    • Retaining/recalling information, problem solving, manipulating numbers, etc.
    • Cannot and does not predict success in life
    • Predicts 1-20 percent of success in a given job
  • What is Emotional Intelligence?
    • EI – “Street Smarts”
    • “ the ability to perceive emotions, to access and generate emotions so as to assist thought, to understand emotions and emotional meanings, and to reflectively regulate emotions in ways that promote emotional and intellectual growth”
          • Salovey & Mayer
  • What is Emotional Intelligence?
    • 4 Components – Daniel Goleman
    Self-Awareness Social Skills Social Awareness Self-Management Self-Awareness Self-Management Social Awareness Social Skills
  • Important Elements of EI STRESS MANAGEMENT ADAPTABILITY INTERPERSONAL INTRAPERSONAL EFFECTIVE PERFORMANCE GENERAL MOOD Bar-On Model
  • What is Emotional Intelligence?
    • EI – “Street Smarts”
    • Not aptitude, vocational interest, or personality
    • Can be improved by coaching, training and experiences
  • EI Importance to the Workplace
    • 80% of a person’s success based on EI (CPA Journal)
    • Profitability linked to quality of work life
    • Profitability linked to employee feelings about their job, colleagues, and company
    • Ex. Trios Training Centres
  • EI Importance to the Workplace
    • Enhance cognitive processes
    • Decision Making
    • Encouraging flexibility and change
    • Organizational culture management
    • Shift to team based workplace
  • Real Life Examples
    • L’Oreal Results
    • $91,370 more in sales
    • Net revenue increase of $2,558,360
    • 63% less turnover
    • Manufacturing Plant Findings
    • LTA decreased by 50%
    • Grievences reduced from 15 to 3
    • Production increased by 17%
  • Tools for Measuring EI
    • 4 Tools
    • Bar-On Emotional Quotient Inventory
    • Emotional Competence Inventory 360
    • EQ Map
    • Multifactor Emotional Intelligence Scale
    • First scientifically validated Emotional Quotient measure in the world
    • Created by Dr. Reuven Bar-On who completed 14 years of testing worldwide
    • Measures both social and emotional intelligence
    • Uses 133 questions which are answered using a 5 point scale
    • Delivers a quantitative measure of readiness for change
    • Compare an applicant’s scores to average results of employees who currently work in similar jobs
    Bar-On Emotional Quotient Inventory
  • Bar-On Emotional Quotient Inventory Bar-On EQ-i Test Components Intrapersonal Skills Interpersonal Scales Adaptability Scales Stress Management Scales General Mood Scales Self Regard Empathy Reality Testing Stress Tolerance Optimism Emotional Self Awareness Social Responsibility Flexibility Impulse Control Happiness Assertiveness Interpersonal Relationship Problem Solving Independence Stress Tolerance Self Actualization Impulse Control
    • ECI 360 is a well-known tool developed by Daniel Goleman
    • Frequently used for internal recruiting and promotion candidates
    • Up to 15 other assessors are utilized to develop one candidate’s score
    • Encompass both personal and social competencies
    Emotional Competence Inventory
  • Emotional Competence Inventory
    • Measures the user on 30 work-related competencies in 5 categories
    • Uses 110 questions on a six point scale describing the degree to which a statement characterizes the candidate in question
    Emotional Competence Inventory 360 Personal Competence Social Competence
    • Self Awareness- knowing one’s internal states, preferences, resources and intuitions
    • Self Regulation- managing one’s internal states, impulses and resources
    • Motivation – emotional tendencies that guide or facilitate reaching goals
    • Empathy – awareness of other’s feelings, needs, and concerns
    • Social Skills – adeptness at
    • inducing desirable responses in others.
  • EQ Map
    • Developed by Esther Oriolo and Robert K Cooper
      • “ Unique non-judgmental, interactive approach to assessing many areas including emotional intelligence, stress, self-esteem, resiliency, and creatively.” (Cherniss, Goleman 2001, 118)
    • Does not result in any sort of numeric score
    • Best suited for personal development
  • EQ Map Initiative Success Building Trusting Relationships Creating the Future Innovation Unique Potential Increasing Energy and Effectiveness Under Pressure
    • MEIS was developed by Salovey and Mayer in 1990
    • Specifically looks at the internal concept of EI
      • Perception, Appraisal and Expression of Emotion
      • Emotional Facilitation of Thinking
      • Understanding and Analyzing Emotions; Employing Emotional Knowledge
      • Reflective Regulating Emotions
    • Uses music, pictures, stories, and a wide variety of other situational exercises to evaluate the user
    Multifactor Emotional Intelligence Scale
  • Reliability
    • Cronbach’s alpha measures the degree to which scores are free of errors of measurement for a given group
    • Is a measurement of internal consistency
    • The degree to which evidence and theory support the interpretations of test scores entailed by proposed uses of tests
    • All four models support both content and construct validity
    • Bar-On has undergone over 4000 normative studies
    • Both MEIS and EQ Map have less statistical analysis and require more to be scientifically recognized
    • ECI 360 has higher levels of analysis, it omits elements such as tolerance, testing and happiness that are included in Bar-On
    Validity
  • Different Jobs & EI
    • Different jobs require different attributes of EI
    Sales Accountant Surgeons Lawyers Engineers Social Workers Self-Actualization Problem Solving Independence Self-Actualization Self-Actualization Independence Assertiveness Interpersonal Relationships Stress Tolerance Happiness Happiness Stress Tolerance Happiness Happiness Empathy Stress Tolerance Optimism Assertiveness Optimism Self-Regard Impulse Control Assertiveness Empathy Impulse Control Self-Regard Emotional Self Awareness Flexibility Social Responsibility Interpersonal Relationships Optimism
  • Recruiters & EI
    • Case Study of U.S. Air Force recruiters
    • High rate of turnover = high costs
    • Administered the Bar-On EQ test
    • 5 most successful factors:
    • - assertiveness
    • - empathy
    • - happiness
    • - self-awareness
    • - problem-solving
  • Recruiters & EI
    • SO WHAT?
    • Base of operations, sex, ethnicity, education, age or # hrs worked no direct relation to success
    • Reorganized the recruiter training program to emphasize its critical success factors
    • Air Force recruiters 2x more productive than other recruiters
    • Retention rates increased by 92%
    • Cost savings of $2,700,000
  • Predicting Job Performance
    • Directly responsible for 27 to 45% of job success
    • Study of 2M employees at 700 companies found that employee retention is determined by their relationship with co-workers and supervisors
    • Studies on engineers have shown that EI components are the best predictor of success accounting for 35% of work performance variance
    • Scientifically proven that EI is a better predictor of workplace success than IQ
    • 80% of a person’s success based on EI
            • CPA Journal
    • EI dependent on situational factors
    • Assumes stability across all situations
    • Length of testing – sufficient proof?
    • Congruency between self-evaluation and recruiter evaluation
    • Certain jobs not dependent on level of Emotional Intelligence
    Disadvantages of Using EI
  • Advantages of Using EI
    • Paper appearances can be deceiving
    • Candidates aware of emphasis placed on emotional intelligence within the organization
    • IQ can indicate what profession an individual can hold, EQ will be a more powerful predictor of performance
  • Conclusion
    • Different EI components are more relevant depending on specific job requirements
    • Training can be used as a way to increase EI of employees
    • Bar-On provides the only statistically proven method of determining an individual’s EI, therefore choose methods wisely
    • Must consider that EI is a relatively new method for predicting job performance, and longer studies may be required to confirm validation of methods
  • What do you think??? Is EI a fad or is it here to stay?
  • What do you think??? Would you use certain EI tools over others?
  • What do you think??? Is there a difference between personality and EI?
  • What do you think??? Would you use it for recruiting all job types, or just specific ones?
  • What do you think??? Is Emotional Intelligence worth using in recruitment and selection?