Mahi

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By Mahima Shukla

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Mahi

  1. 1. EmotionalIntelligence
  2. 2. Definition of Emotional IntelligenceEmotional Intelligence refers to an employee’s ability andunderstanding of his or her emotions and those of his or hercolleagues.Emotional Intelligence allows us to think more creatively andto use our emotions to solve problems. EmotionalIntelligence probably overlaps to same extent with generalintelligence.
  3. 3.  It helps individuals to build and maintain relations with their peers and superiors. It helps in managing teams effectively for producing good results. A high Emotional Intelligence has been identified as a key factor in Leadership success. It is directly related to the performance and success of an organization. On the whole, Emotional Intelligence is the clever use of Emotions.
  4. 4. Characteristics of Emotional Intelligence Teamwork and mutual support Better communication skills Good management and leadership capability Increased Emotional Understanding High self confidence
  5. 5. 1. Self Awareness : This leads to self evaluation and boosts one’s self confidence.2. Self Management: This develops self- will, simplicity, faith and assurance, compliance target orientation, inventiveness, positivity, and precision in an individual.3. Social Awareness: this domain involves observing, understanding and co-operating with others.4. Relationship Management: This influence, inspires, and creates a strong bonding
  6. 6. Steps to develop Emotional Intelligence Watch your stress level Listen your emotions Classify your emotions Use non-verbal language Include humor in a creative manner Survive hardship Resolve your conflicts
  7. 7. Tools for Measuring EIThere are four types of tools which are used for measuringEmotional Intelligence-1. Bar-on Emotional Quotient Inventory2. Emotional Competence Inventory 3603. EQ Map4. Multifactor Emotional Intelligence Scale
  8. 8. Advantages of using EI Paper appearance 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..
  9. 9. Disadvantage of using EI 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.
  10. 10. 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
  11. 11. By:MahimaAndGunjan

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