Emotional Intelligence, Goleman's Theory, Application of Emotional Intelligence in work place

1. Emotional Intelligence

2.  Emotional intelligence is a form of social intelligence that
involves the ability to identify and manage your own emotions and
the emotions of others.
 Emotional intelligence helps managers to have control over
their emotions as well as analysis the emotion of others and
influence them.
 Studies have shown that people with high EI have
greater mental health, job performance, and leadership skills.
 Today organisations give importance to Emotional intelligence
while recruiting people in the organisation.

3. Nature of Emotional Intelligence
 Emotions come from the Latin term emovere meaning
moving.
 Emotions are something we constantly feel and they can
happen when actions or feelings stir a certain response within us.
We may feel emotions from a situation, an experience, or from
memories.
 According to HUMAINE, there are 48 recognized emotions
proposed in the emotional annotation and representation
language.

4. • Internationally, there are 128 recognized emotions, including
many that have no name in English .
• Emotions are basically divided in to two they are
 Primary Emotions
 Secondary Emotions

5. Primary Emotions
A primary Emotions emotion is what a person feel at first. They
are less complicated and easier to understand.

6. There are eight primary emotions that we are born with.
They are
 Anger
 Sadness
 Fear
 Joy
 Interest
 Surprise
 Disgust
 Shame

7. Secondary Emotions
 Secondary emotions are much more complex because they
often refer to the feelings you have about the primary emotion.
It is not a reaction but a response to the understanding of the
initial reaction.
 These are learned emotions which we start understanding by
coping parents or others as we grow up.
 For example, when you feel angry you may feel ashamed
afterward, when you feel the joy, you may feel relief or pride.

8. Emotions Defined
 Empathy – The ability to recognise and understand another
person’s condition.
 Fear – it is the feeling of disturbance and uneasiness caused
by the presence to danger.
 Anger – It is an emotion that is oriented toward some real or
supposed criticism.
 Depression – it is a condition of being sad or hopeless.

9. Evolution of Emotional Intelligence
 In 1990, Dr. Peter Salovey and Dr. John Mayer coined the
phrase Emotional Intelligence.
 They defined Emotional Intelligence as a form of social
intelligence that involve the ability to monitor ones own and
other feelings and emotions, to discriminate among them, and
use this information to guide ones thinking and action.

10.  Salovey and Mayer identified four abilities and skills
required for emotional intelligence and called them the four
branches of Emotional Intelligence. They are
• The ability to recognize emotions
• The ability to use emotion to assist the thought process
• The ability to be aware of emotions
• The ability to manage emotions

11. Goleman’s Theory
He described Emotion Intelligence as a capacity for
recognising our own feeling and those of others, for
motivating ourselves and for managing emotions well in
ourselves and in our relationship.

12. Components of Emotional Intelligence
Emotional intelligence has two major components
• Personal competence
It includes the awareness of the self.ie, understanding one’s own
emotions, feelings, drives, strength etc and management of the
self.
• Social competence
It includes social awareness and management of relationships. It
is the ability to understand the feeling of others while
management of relationships is the ability to work effectively
with other persons.

13. Emotional Intelligence in Work Place
 Negative Emotions
 Positive Emotions

14. Negative Emotions in Work Place
Negative Emotions are those which are destructive to the
goals of the organisation. Negative emotions in an
organisation are not only hard to avoid they are inevitable.
Peter Frost describes the negative emotions. They are
 Intention
 Incompetence
 Infidelity
 Insensitivity
 Intrusiveness
 Institutional
 Inevitability

15. Consequences of Negative Emotions in work place
 Low productivity
 Absenteeism
 High employee turnover
 Lack of motivation
 Increase in customer complaints
 Increased wastage in production process
 Increase in conflicts
 Loss of team spirit and creativity
 Loss of faith in the organisation

16. Positive Emotions in Work Place
Positive emotions in the workplace are those which help in the
achievement of organisation goals. They can lead to high morale,
improved performance and better job satisfaction.
People who have positive emotions can think better and do their
work more effectively.
It contribute to
 Increase of productivity
 Better employee retention
 Healthier employee
 Less absenteeism
 Reduced wastages

17. Managing Emotions in work place
 Employee could be asked to attend stress management classes
 Activities that promote team spirit could be organised
 Assistance could be offered to employees who require help in
managing their emotions
 An atmosphere could be created in which clear policies and
procedures are set up and followed so that all are treated fairly.
 Tensions should not be allowed to grow, they should be nipped
in the bud.

18. Applications of Emotional Intelligence in the
Work Place
 Emotional Intelligence and Career Development
A person with high emotional intelligence will have self
awareness, self control, empathy and social skills which will
help him to identify the needs of customers and to have better
relationship with them.
Emotional intelligence is therefore one of the important aspects
which determine the career development of a person. On other
hand a person lacking emotional intelligence can ruin his
career.

19.  Emotional Intelligence and Leadership
According to Goleman, successful leaders have a high degree of
emotional intelligence. Leaders can encourage and motivate the
members of an organisation to better performance.
There are four aspects of emotional intelligence that leader require
to inspire the team members. They are:
• Awareness of the emotions of self and also of others. The leader
should be able to understand and effectively lead the group
members in an emotionally balanced state.

20. • Ability to predict the possible emotional reaction in various
organisational situations.
• Ability to make effective use of the identified emotions.
Emotions can be very helpful in influencing the behaviour of
others for the benefit of the organisation.
• Management of emotion. It encompasses the first three
aspects and involves directing the emotions toward better
performance of the organisation.

21.  Emotional Intelligence and Team Building
• The emotional intelligence of a team consist of the
combination of the emotional intelligence of individual
members.
• In a team each member contributes to its emotional
intelligence and normally more influence is exerted by
team leader.
• Emotional intelligence can act as the binding force which
connects the members of a group.

22. Guidelines that can be useful in building emotionally
intelligent teams:
• Before the team gets down to work, the members of the team
should get to know each other.
• Each one has to find out how the other team members are
doing.
• When a decision is to be taken, the opinion of each and every
member has to be known.

23. Thank You