Personal Statement On Emotional Intelligence

Personal Statement On Emotional Intelligence
Emotional Intelligence
Tanveer Vora
1610793
University Canada West
Professor: Dr. Michele Vincenti
MGMT601 & Leadership in the Global Context
16th January 2017 Abstract
The paper discusses about the emotional intelligence, which has various factors. The factors are self awareness, motivation, self regulation, social skills
and empathy. In case of effective leadership, these factors plays major role. However, emotional intelligence is teachable to improve the personal skills
and personality. A person with proper emotional intelligence has the ability of effective leadership. Therefore, in the workplace the emotional
intelligence sessions should be planned to develop the skills of the employees and workers. Table of Contents
Factors...show more content...
Factors of Emotional Intelligence According to Yusof (2016), emotional intelligence has five key factors. The factors are self awareness, self regulation,
motivation, empathy and social skills.
Self awareness:
Self awareness is to identify and understand own moods and the motivation that can affect others emotion and feeling. The person needs to monitor its
own self that include confidence, sense of humour and awareness of impression on the other people.
Self regulation:
Self regulation refers to the control on the impulse. The person or the employee can listen the words and comments of others carefully before react
(Campo, Laborde & Mosley, 2016). The person should think before respond. This shows the emotional maturity.
Motivation:
Motivation is the interest of the individual in learning. Goleman, Boyatzis and McKee (2013) stated that motivation refers to the comparison between
self improvement and wealth and status pursuit. An employee needs both internal and external motivation both. Emotional maturity includes initiative
and commitment in completing a particular task and perseverance of adversity. The person should have the ability to motivate own self.
Empathy:
Empathy is the capability to understand the emotional reaction of other person. A person can achieve empathy when he is able to achieve the self

awareness. Sony and Mekoth (2016) suggested that one can understand the feelings and emotion
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Personal Reflection On Emotional Intelligence
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Rodha AlbakerINM407Reflective Essay
Emotional Intelligence– Personal Reflection
Introduction and Definition of EI
The topic of our group presentation was Emotional Intelligence (EI), a term that refers to the convergence of emotion and intelligence; that is, the
ability to recognise one 's own emotions and the emotions of others. According to Mayer and Geher (1996). There are physical cues (such as facial
expressions and posture) that are universally–accepted as universally representative of emotions, and thus, and inability to recognise emotions plays a
role in hindering self–awareness and self–insight. Once one is able to recognise emotions in him/herself and others, he or she can use this knowledge
to regulate one 's own emotions and motivate, plan, and achieve life goals. EI plays an important role within management and leadership, particularly
when it comes to maintaining job satisfaction among employees (Shooshtarian, Ameli and Aminilari, 2013). This is particularly important as
employees who report high levels of job satisfaction are also shown to perform better in their professional duties (Ferris et al., 2010).
Personal Goals and EI
I strive to be a good leader and reach the fullest of my potential; and through learning to understand both my own emotions and the emotions of others,
I can convey the empathy required to connect with other people and work towards greater goals. According to Semadar, Robins & Ferris,

DEVELOPMENT OF EI
The development of Emotional Intelligence requires a recognition of one's own strengths and limitations, an exploration of how current decisions are
framed through beliefs and prior experiences, and the actualisation of potential by using the greater self knowledge gained. However, in a report by the
Institute of Management (2002) research showed that the quality of leadership in the workplace was poor. Further, the research reinforces a positive
relationship between financial turnover and the priority given to leadership development (Institute of Management, 2002). Fifty–five percent of those
questioned gave the characteristic of being inspiring as the most important attribute of leadership, but only eleven percent say...show more content...
Leadership's underlying constructs are inspiration and individualised consideration, entailing shifts in the beliefs, needs and values of the followers
(Fiedler, 1996). The transforming leaders' behaviours emanate from deeply held beliefs and values, such as justice and integrity (Fiedler, 1996).
Fiedler (1996) argues that past research into leadership has been focused on traits and abilities, and that the most important lesson over the past forty
years is that the leadership of groups and organisations is a highly complex interaction between the individual and the social and task environment.
Therefore, it could be argued that Leadership research has overlooked Leadership being a social process. How well the leader's particular style,
abilities, and background contribute to performance is largely contingent on the control and influence the leadership situation provides. As Feidler
(1996) states, if leadership was easy to understand, we would have all the answers long before now. The leadership processes are highly complex.
This principle still has to be translated into practice. Fiedler (1996) goes on to say "we cannot make leaders more intelligent or more creative, but we
can design situations that allow leaders to utilise their intellectual abilities, expertise and experience more effectively. In this highly competitive age,
this is likely to be of considerable practical importance." Nevertheless, as Goleman (2000) argues, effective leadership still

Emotional Intelligence And Self Awareness Essay
Introduction
Emotional intelligence is conceptualized as a person's ability to overcome stress, communicate effectively, understand others, cope with challenges, and
solve conflicts by identifying, using, understanding, and managing their emotions positively (Gines, 2015). Emotional intelligence allows individuals
to understand others, without necessarily talking to them. This understanding is vital since it influences the way we relate with other people. Emotional
intelligence can be defined using four components which include self–awareness, self–management, social awareness, and relationship management
(Segal, Smith, & Shubin, 2016). The essay focuses on these four components and the skills that help in building emotional intelligence.
Components of Emotional Intelligence
Self–awareness involves the ability to understand and evaluate your own emotions through reflection, self–comparisons and feedback from others
(Steiner, 2014). Self–awareness aims at enhancing self–knowledge, behavioral, and emotional improvements, and accommodating weaknesses (Steiner,
2014). It allows individuals to understand how they think, behave, and respond to situations that they encounter. To achieve this, feedback from other
people is required. People who are self–aware are self–driven, resourceful, eager to learn, self–motivated, and problem–solvers. They also portray
independence of self–concept (Steiner, 2014). Self–awareness helps an individual to practice effective self–management.
An

Emotional Inelligence Essay examples
Abstract
In recent years emotional intelligence has become one of the hottest topics between organizations. Researches have been working on this topic for time
to time, to demonstrate or refute the importance of feelings. In the beginning common thoughts from managers and or supervisors were; emotions are
in the way; emotions try to keep us from making good decisions; emotions increase a lack on focusing. Fortunately, an indeed research takes emotional
intelligence to an ultimate ideal in which intelligence is based on emotions, and people who contain this capacity are less depressed, in good health,
more employable, and have better interactions.
Emotional Intelligence and Leadership
Managers need well–trained employees but are...show more content...
Emotional Intelligence began when two physiologist professors, John Mayer and Peter Salovey, were discussing politics. They were discussing about
cognition and emotions in politicians, wandering how a smart person could be so dumb. After brainstorming they finally got into a conclusion that
smart decision–making requires more than the intellect as measured by traditional IQ. As a result if this personal, intellectual and professional
discussion, John D. Mayer and Peter Salovey, were the first ones in introduces the term emotional intelligence into the psychology field. They suggested
that the capability to recognize and comprehend emotions defined a new intelligence. According to Goleman, the most important dynamic of a person's
ability to learn and succeed is an understanding of how that person learns and the person's method of coping with setbacks and challenges in their life.
The key ingredients for this are: confidence, curiosity, internationality, self–control, relatedness, capacity to communicate, as well as their ability to
cooperate. These traits are all aspects of Emotional Intelligence. A person who learns how to learn, and learns how to overcome setbacks, and can deal
effectively with other people in their lives has a

Essay on Emotional Inteligence
An increasing percent of the population begins to know the idea of emotional intelligence. This concept was firstly developed by two American
university professors, John Mayer and Peter Salovey (1990) and they concluded that, people with high emotional quotient are supposed to learn more
quickly due to their abilities. Another psycologist named Daniel Goleman (1995) extended the theory and also made it well–known. In his articles and
books, he argued that people with high emotional quotient do better than those with low emotional quotient. In this essay, it will be argued that high
emotional intelligence can influence work performance positively to a relatively high extent. Both benefits and limitations of a high level of EI in the
...show more content...
Furthermore, they can distinguish their own emotional strengths and weaknesses, therefore in order to improve they can develop the strengths and
avoid the weaknesses during work. Emotional self–awareness was proved to be critical in financial planners' job (Goleman, 1998). For instance, the
communication between a financial planner and his customer can be delicate and complicated. The reason is that they deal with difficult problems like
money or even mortality when they talk about life insurance. Therefore it is very beneficial if financial planners know their own emotions and can also
manage them to react better to the customer's words.
Another relevant aspect of emotional intelligence is emotional self–control and it means one can avoid stresses and other troublesome feelings. This is
very helpful for those who work in stressful places or deal with unfriendly people. An example would be that the small business owners with a high
level of emotional control over both themselves and their lives' events are not so easy to become distressed or angry or to quit when facing difficult
situations (Rahim & Psenicka, 1996). Better performers among counsellors and psychotherapists are more likely to react calmly to patients' aggressive
behaviours (Boyatzis & Burrus, 1995). The store managers who can remain less affected by the job

Emotional Intelligence ( Eq ) Essay
Once the emotions are created, are transferred to the front region of the brain where however cannot be stopped, the communication between two areas
of the brain is very tight and the goal is to produce an appropriate response to some situation.
However due to the intensity of some emotions, sometime the rational and logic thinking is inhibited.
Emotional intelligence requires effective communication between the rational and emotional centers of the brain.
When emotional intelligence was first discovered, it served as the missing link in a peculiar finding: people with the highest levels of intelligence (IQ)
outperform those with average IQs just 20 percent of the time, while people with average IQs outperform those with high IQs 70 percent of the time.
This unexpected result raised several questions marks about what was assumed to be the most important factor for success: IQ.
Scientists realized there must be another variable that explained success above and beyond one's IQ, and years of research and countless studies
pointed to emotional intelligence (EQ) as the critical factor.
Several research and examples are available in literature, where it was demonstrated that the most successful people in in the world are actually the one
with the highest Emotional Quotient.
In EQ there are three main aspects: Self–Awareness
Self–awareness is the ability to accurately perceive your own emotions in the moment and understand your reactions across situations.
Self–awareness includes

Essay on Emotional Intelligence in Leadership
The premise of emotional intelligence in leadership is that emotional intelligence should be the premise of leadership. Before tasks, followers, goals
and styles can be defined or critiqued, the leader's emotional intelligence must first be assessed (Goleman, Boyatzis & McKee, 2002, pg 5). Emotional
intelligence then becomes the predictor of how effectively the leader will be able to lead in any given situation, set of tasks or followers. In this paper,
the author will compare this premise of emotional intelligence with the Leader–member exchange (LMX) theory and the situational approach to
leadership (Northouse, 2010). Also, the author will evaluate, in terms of resonance and dissonance, how appropriately an emotional intelligence...show
more content...
Therefore, leadership effectiveness is directly proportional to that leader's emotional intelligence. The LMX contrasts with emotional intelligence in
that the LMX is founded on a different premise. The LMX is a leadership theory that describes both the two–way exchange between leaders and
followers, and the amount of influence one has on the other (Northhouse, 2010). As a theory, the LMX is less a model for leadership, and more a
description of a particular leadership dynamic that offers "insights that managers could use to improve their own leadership behavior" (Northouse,
2010, pg. 157). Central to the LMX are the in– and out–groups: a relational distinction based upon the follower's choice to either fulfill or exceed his or
her job expectations given the opportunity by the leader (Northouse, 2010). If the follower is exceptional beyond basic tasks, the theory posits, then
that individual is considered to be in the in–group. In the in–group, the leader is more likely to give administrative preference to that individual, and
will also allow that individual to influence the decisions the leader makes (Northouse, 2010). Conversely, members in the out–group are competent
subordinates, but do not expand the scope of their responsibilities beyond that which is clearly defined (Northouse, 2010). In comparison to emotional
intelligence, the LMX seems to be complementary in some respects, and conflicting in others. If the

Emotional Intelligence Research Paper
The intention of this paper is to explain on the relevancy of 'Emotional Intelligence' in which of how it is connected in organizational behavior.
'Emotional Intelligence' (EQ) was first introduced to the public in 1995 by a physiologist named Dr. Daniel Goleman, even other sources were aware
that it may have discussed earlier to date as of 1985. According to Goleman, 'Emotional Intelligence' is a type of social intelligence that involves the
ability to monitor one's own and other's feeling and emotions, to discriminate among them and to use this information to guide one's thinking and
actions. In the context of organizational behavior, the 'Emotional Intelligence' principles provide a new way to understand and assess people's
behaviors, management styles, attitudes, interpersonal skills, and potential. It plays an important consideration in human resources functions in
managing the planning, job profiling, recruitment activities, interview sessions, management development, customer relations and customer service,
and many other related to organization...show more content...
It was a hit, being one of the best international bestselling book. Later, Goleman developed the argument that non–cognitive skills can matter as much
as I.Q. for workplace success in Working with Emotional Intelligence (1998, Bantam Books). The author begins by describing that the intellectual
intelligence in entirely based on the neocortex, the most recently evolved parts of the brain. Emotional intelligence would depend much more on the
emotional centers of the lower brain, the more primitive sub–cortex. Intelligence is the potential for learning something, and technical skills learnt
depend on the academic intelligence. Emotional competencies stem from the emotional intelligence of each individual which later defined in
structured proposal for the principal emotional skills or

Emotion
Emotions are central to many aspects of human life. Since emotions are easier to feel than to describe, a generally accepted definition of emotion is
lacking. As Izard (2010) argues: 'emotion has no generally accepted definition' (p. 369). However, in the present study, a sociocultural approach to
emotions is used. This approach highlights the important role of relationships, social and cultural context as the determiner of emotional experience
and expression (Zembylas, 2007).
Social and Emotional Skills
Social emotional skills is a commonly–used term in psychology and yet it is a concept difficult to define precisely. With respect to social emotional
skills, it will be necessary to identify the concept of social skills and emotional skills first. Social skills refer to the ability to interact with other
people, while emotional skills refer to the ability to understand one's feeling and thought and to self–regulate effectively.
Salovey and Mayer (1990) published an important article about the concept of emotional intelligence (EI). These authors defined EI as: 'the ability to
monitor one's own and others' feelings and emotions, to discriminate among them and to use this information to guide one's thinking and action' (p.
189). In 1995, Daniel Goleman introduced the concept of emotional intelligence as the abilities to recognize, understand and manage one's own and
others' feelings and emotions. Later, Mayer and Salovey (1997) suggest that EI can be classified into

What is Emotional Intelligence: Emotional Intelligence, or EI, is defined as the ability or capacity to perceive, assess, and manage the emotions of
one's self, and of others.пїЅ Arriving at the Emotional Quotient is the standard means of measuring the Emotional Intelligence of an individual. | The
importance of EQ in the workplace: In recent times behavioral scientists around the world have arrived at the conclusion that IQ alone is not the
primary factor that leads to better performing managers and workers. The role of EQ in determining the performance of individualпїЅs at the
workplace is now widely recognized and well understood. People with more emotional intelligence have been found to be better leaders and workers,
bettering their...show more content...
You are a person who knows and expresses his/her feelings well, thinks independently and has a positive outlook toward life, all of which help you
achieve what you want to achieve. You know how to cope with stress thanks to which you are able to handle tasks that are stressful, anxiety–provoking
and even dangerous, without losing control. You are optimistic, cheerful and well–motivated, so, not only do you enjoy your life and your work, you
also promote positive feelings in those around you. | | Below is a break–up of the component scores that went towards making up your overall EQ
score. Analyzing your component scores can help you understand which parts of your emotional intelligence are strong or weak. |
| | | 1 . Stress Management: This component of EQ pertains to ability to deal with emotions in such a way that it works for us and not against us. Your
Stress Management EQ score is 64 out of 100, which is considered пїЅAbove average пїЅ. The factors that contribute towards Stress Management EQ
are:
Stress Tolerance: It is the ability to effectively and constructively manage emotions.
Impulse Control: It is the ability to effectively and constructively control emotions.
A high score on the Stress Management factor does not imply that you have scored high on each of its sub–factors.
You are able to withstand and effectively cope with stress without losing control. You are

Self-Assessment of Emotional Intelligence Essay
Emotional Intelligence
Emotional intelligence is an important characteristic in becoming a good leader. "Emotional intelligence is the ability to manage oneself and one's
relationships in mature and constructive ways" (Kinicki & Kreitner, 2009, p.137).Being a good leader entails more than just being smart; leaders need
to be able to connect to their employees emotionally and empathetically. Organizations today not only look for leaders with the skills, but leaders that
can emotionally connect to employees to obtain the organization's goal. "Leaders have always played a primordial emotional role. No doubt
humankind's original leaders–whether tribal chieftains or shamanesses–earned their place in large part because their leadership was...show more
content...
Emotional intelligence also entails me understanding strengths and weaknesses are when it comes to dealing with individuals and becoming an
effective leader. If I do not take the time to do this, I can get trapped in trivial issues and forget what is important and eventually forget my emotional
intelligence. This can hurt my work relationships and I will no longer enjoy my job.
Effective social skills are another aspect of emotional intelligence that I must acquire. Obtaining effective and efficient social skills will enable me
to build long lasting relationships within my personal and professional lives. Building strong relationships will lead to establishing trust. Trust is one
of the most significant aspects of emotional intelligence. When trust is absent, much time and exertion is spent on issues that are unproductive.
Productivity will also decline when an employee does not feel he or she can trust his or her leader. In addition, when an employee does not trust his or
her leader, he or she will be less creative and will not want to express his or her ideas. "The greater a leader's skill at transmitting emotions, the more
forcefully the emotions will spread. Such transmission does not depend on theatrics, of course, since people place close attention to a leader, even
subtle expressions of emotion can have great impact" (Goleman, et. al, 2002, para. 3). As

Emotional Intelligence Paper
Emotional Intelligence Wang et. Al, expresses that Emotional Intelligence encompasses: Mindfulness of self and other's emotions, personal
relationship skills, self–management skills, acceptance of change or struggle, and the ability to see through other's perspectives (Wang, Wilhite, Wyatt,
Young, & Bloemker, 2012). In Morrison (2007), decisiveness, coping with stress, communication of workers, collaboration and teamwork, evaluation
and observation, are the foundation upon which emotional intellect stands. Generally, the higher a person's EI, the more likely the person is to be
gifted with an increase in seeing other's perspectives empathetically, self–reflection amidst social engagements, sensitivity to self, decreased
impulsivity, proper...show more content...
Implications include if, Values and knowledge about discriminatory forces have to be integrated with inter–personal skills, if practitioners are unable to
identify, but also challenge such forces appropriately (Morrison 2007). I would say that I am developed in tolerance, but can still learn to tolerate
more new ideas. I have struggles with accepting new social norms, and consider myself old fashioned. I try to not portray this with others, but
unthinkingly, it is there. Flexibility Is comprised of the ability to observe and understand other people's potentials and alter personal goals and
conduct as needed. (Wang et al., 2012) Insensitive assessment practices can result in a failure to elicit crucial aspects of the details, feelings, context
and meaning of the user's story, leading to inadequate plans, reduced used commitment and ineffective services. (Morrison 2007). I feel as though I
am strong in this category, I can recognize other's goals, yet encourage change if needed, based on their current intellectual standing. I am flexible with
how goals are interpreted, and executed, if the goal is met, I am merciful in my ways.

History Two psychologists, John Mayer and Peter Salovey, first introduced the concept of "emotional intelligence", or EI, in a journal article in 1990
(Goleman, 2005). It was then popularized in 1995, with the book Emotional Intelligence: Why It Can Matter More Than IQ by Daniel Goleman.
Goleman posited that EI is as important, if not more important, than IQ in terms of success in academics, business, and interpersonal relationships
(2005). Although the phrase was new to English vernacular, the concept of EI is not a modern idea to human philosophizing. The Greek philosopher,
Plato, wrote of sophrosyne, "the care and intelligence in conducting one's life; a tempered balance and wisdom" (Goleman, 2005, p 56). His student,
Aristotle, often challenged his readers to live out their emotional lives with purposeful intelligence, writing, "Anyone can become angry– that is easy.
But to be angry with the right person, to the right degree, at the right time, for the right purpose, and in the right way– that is not easy" (Goleman
2005). This concept embraces the essence and the difficulty of living a life rich with emotional intelligence.
Fundamental Concepts of EI Several years after their original article featuring EI, Mayer and Salovey honed their definition of the phrase to the
following:
Emotional intelligence involves the ability to perceive accurately, appraise, and express emotion; the ability to access and/or generate feelings when
they facilitate thought; the ability to

Emotional Intelligence by Daniel Goleman Essay
Emotional Intelligence by Daniel Goleman
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.
The...show more content...
Goleman states, "Emotional aptitude is a meta ability, determining how well we can use whatever other skills we have, including raw intellect." People
that have high emotional intelligence are more likely to be satisfied and effective in their lives. Others who have trouble with this cannot manage
themselves so their ability for successful work and clear thought are altered.
In contrast to this, you can say that I.Q. is better than emotional intelligence. Having a high I.Q. does offer a lot of benefits. Goleman states that people
with a high I.Q. are ambitious, productive, and uneasy with sexual and sensual experience. That high I.Q. people are the caricature of the intellectual,
adept in the realm of mind but inept in the personal world. And all of this is just for the men. Goleman states, "The profiles differ slightly for men and
women." High I.Q. women have intellectual confidence, are fluent in expressing their thoughts and have a wide range of intellectual and aesthetic
interests. Goleman also does point out that these are extremes and that everyone mixes I.Q. and emotional intelligence in varying degrees. But this
does give us an instructive look at what each of these dimensions adds to a person's qualities.
In the book, Emotional Intelligence, Goleman talks about two psychologists (Sternberg and Salovey) who have taken a wider view on intelligence and
give terms of what they think it takes to lead a successful life. They mention five

Emotional Intelligence Paper
Emotional intelligence (EI) is a critical skill in each area of our life, beginning with the personal life and ending on the work environment. It can
improve an individual's social effectiveness, and allow for the better understanding of how our emotions work. "Emotional intelligence involves the
ability to recognize and control one's own emotions and the emotions of others and refers to a variety of competencies and skills such as empathy and
self–control that affect personal and professional outcomes" (Butler, Kwantes, and Boglarsky, 2014). The EI test contains four core abilities:
self–awareness, self–management, social awareness, and relationship management. After completing the test, I received the following results:

Essay on Emotional Intelligence
Abstract
Emotional intelligence has been coined by many theorists and had been the subject of much literature, controversy, and scrutiny. Emotional intelligence
is defined as "a set of competencies that distinguishes how people manage feelings and interactions with others. It is the ability to identify one's own
emotions, as well as those of one's co–workers or employees" (Goleman, Boyatzis, & McKee, in Pierce & Newstrom (Eds.), 2008, p. 180). The author
will review the definition and attributes of a successful, emotionally intelligent, morally competent leader. Comparisons will be made between leaders
which demonstrate emotional intelligence to those which are void of moral intelligence. The conclusion is that leaders who act with high...show more
content...
It is this recognition of meaning, love, compassion, self–esteem, and connection that ties in with the theory of emotional intelligence or the ability to be
self aware. Not only do effective leader need to possess emotional intelligence they must also be resonant leaders. Resonant leaders are described by
Goleman, Boyatzis, and McKee (2008) as being attuned to people's feeling and help to move themselves and the group into a positive direction.
According to Kouzes and Posner (2007), true leaders "tap into people's hearts and minds, not merely their hands and wallets" (p.174). An emotionally
intelligent leader can make work more meaningful for their constituents by connecting with them on an emotional level which creates a more nurturing
and supportive work environment. (Goleman, Boyatzis, & McKee, 2008). According to Dr. Deepak Chopra in his interview with
Knowledge@Wharton, "people resonate to people who connect to them emotionally." These are the deep, profound relationships that result in
organization effectiveness and success and each successful leader has captured some aspect of being emotionally intelligent and resonant. Examples
include Gary O'Hagen, Colleen Barrett, and Lynda Barness.
Effective Leaders
Gary O'Hagen Lennick and Kiel (2005) discus the morally and emotionally attached

Introduction
Throughout the years we have seen significant changes in "Corporate America," changes that have seriously impacted those in the workplace and
consumers as well. It is a dog eat dog world out there due to the economic stresses of today. This daily struggle to survive in the workplace has
affected the lives of everyone involved as interpersonal skills are declining especially among company executives. Are academic institutions to blame
for this obvious lack of concern for others in the workplace? It has been suggested in the following studies that higher level education is lacking in
regard to the study of emotional intelligence and empathy within their business leadership programs. Empathy is defined as, "the feeling that...show
more content...
Interestingly, responses were similar in that the ranking for top and bottom requirements for effective leadership were consistent among the group.
The second part of this study included 35 working adult students in two MBA courses. These students were briefed on the findings from part one of
the study and then were given an anonymous survey as well. This research question was posed based on the findings of part one of the study, "Why do
you think empathy was considered least important among the 10 leadership qualities presented" (Marques, 2012)?
Results
After careful analysis and comparison the researchers organized eight motives why empathy was not important to leaders. The responders felt that
having empathy would interfere with ethical and or rational decision making. They perceived this emotion as a sign of weakness and that they felt they
did not have enough experience to even recognize it as a part of a leadership position. The responders also felt that there was a disassociation between
humanity and business and described empathy as not a stable emotion. It was also noted that there was a historical lack of resources regarding empathy
and some even had mistaken empathy for pity. There seemed to be an overall lack of empathy among respondents. The researchers further concluded
that the

Essay On Emotional Intelligence
1.1.Problem statement
2.Main discussion
2.1.Definition and background of Emotional Intelligence
Studies have shown that people with high Emotional Intelligence have greater mental health, job performance, and leadership skills although no causal
relationships have been revealed. Such findings are possible to be attributable to general intelligence and specific personality traits rather than
emotional intelligence as a construct. Emotional intelligence (EI) is the capacity of individuals to know their own and other people's emotions, to
differentiate between different feelings and tag them properly and to use emotional information to monitor thinking and behaviour. Emotional
intelligence also reveals abilities to connect intelligence, empathy and emotions to improve thought and understanding of interpersonal dynamics.
However, considerable disagreement exists regarding the definition of Emotional Intelligence, with regards to both terminology and operationalization.
There are three main models of Emotional Intelligence as follows:
1.Ability model
Salovey and Mayer's conception of EI aims to define EI within the boundaries of the standard criteria for a new intelligence. Subsequent to their
on–going research, their initial definition of EI was reviewed to "The ability to perceive emotion, integrate emotion to facilitate...show more content...
V. Petrides") proposed a theoretical distinction between the ability based model and a trait based model of EI and has been developing over many
years in numerous publications. In unqualified terms, trait EI refers to an individual's self–perceptions of their emotional abilities. This definition of EI
encompasses behavioural dispositions and self–perceived abilities and is measured by self–report, as opposite to the ability founded model which refers
to actual abilities. The conceptualization of EI as a personality trait leads to a construct that lies outside the classification of human cognitive

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