The concept of whether emotional intelligence contributes to entrepreneurial success has been explored. The emotional intelligence skills examined were intrapersonal skills, the ability to recognize and manage one’s emotions, and interpersonal skills, and the ability to recognize emotions and their effect on others. The findings from the studies analyzed in the literature verify that a high level of emotional intelligence has a positive and significant impact on personal and business relationships.
Relationship between Personality Traits, Academic Achievement and Salary: An ...iosrjce
Most of the B-Schools in India are facing problems in placing their students. Recruiters claim that
the reason for this is the absence of required skill-sets in the students. The challenge is in identifying the skills
or personality traits which lead to good placements. In this study, personality traits were borrowed from the
psychological concept of OCEAN. Ten traits were short-listed and the objective was to find out if there is a
correlation between them and CGPA (academic achievement) and Salary Obtained during placements. The
study, which was carried out in a reputed B-school in Bangalore (India), revealed that out of these 10 traits,only
confidence has a correlation with salary. The traits which have correlation with CGPA are self-motivation and
confidence. Another aspect that was studied was the efficacy of a program called personality enhancement
program- which forces students to learn from activities like public speaking, presentations etc.It was found that
this program helps students to build their confidence levels and confidence is impacting, both, CGPA as well as
salary. The study also found that there is no correlation between CGPA and Salary. SEM is also corroborating
the above results, which were obtained through regression analysis and ANOVA.
“Exploring the Relationship between Personality and Job Performance” "New App...inventionjournals
This paper investigates the relationship between personality and job performance of the fivefactor model with job performance. Personality psychology is concerned with the analysis and theories surrounded by the personality are related to the five factors. Conscientiousness and extraversion appear to be positively correlated with productivity and performance. Neuroticism and agreeableness are negatively correlated with leadership capabilities. Individuals make high performance on conscientiousness, while individuals missing conscientiousness and having neuroticism tend to perform poorly at work.
Relationship between Personality Traits, Academic Achievement and Salary: An ...iosrjce
Most of the B-Schools in India are facing problems in placing their students. Recruiters claim that
the reason for this is the absence of required skill-sets in the students. The challenge is in identifying the skills
or personality traits which lead to good placements. In this study, personality traits were borrowed from the
psychological concept of OCEAN. Ten traits were short-listed and the objective was to find out if there is a
correlation between them and CGPA (academic achievement) and Salary Obtained during placements. The
study, which was carried out in a reputed B-school in Bangalore (India), revealed that out of these 10 traits,only
confidence has a correlation with salary. The traits which have correlation with CGPA are self-motivation and
confidence. Another aspect that was studied was the efficacy of a program called personality enhancement
program- which forces students to learn from activities like public speaking, presentations etc.It was found that
this program helps students to build their confidence levels and confidence is impacting, both, CGPA as well as
salary. The study also found that there is no correlation between CGPA and Salary. SEM is also corroborating
the above results, which were obtained through regression analysis and ANOVA.
“Exploring the Relationship between Personality and Job Performance” "New App...inventionjournals
This paper investigates the relationship between personality and job performance of the fivefactor model with job performance. Personality psychology is concerned with the analysis and theories surrounded by the personality are related to the five factors. Conscientiousness and extraversion appear to be positively correlated with productivity and performance. Neuroticism and agreeableness are negatively correlated with leadership capabilities. Individuals make high performance on conscientiousness, while individuals missing conscientiousness and having neuroticism tend to perform poorly at work.
Ob i intro- diversity- personality & values- emotions & moodsShivkumar Menon
Organizational Behavior I as part of the XLRI VIL Syllabus
The areas captured are relevant in today's context at the workplace. The concepts and applications delve on people, organization, structure and how behavior of employees and leaders in organizations bring efficiency and effectivity.
Akkermans et al. (2013) - The Role of Career Competencies in the JD-R ModelJos Akkermans
This study investigated the role of career competencies as a mediator in the Job Demands —
Resources model. Structural equation modeling with data from 305 young employed persons
aged 16–30 years showed that career competencies are positively related to job resources and
work engagement, but not to job demands and emotional exhaustion. Furthermore, career
competencies had a partially mediating effect on the relationship between job resources and
work engagement, and job resources had a partially mediating effect on the relationship
between career competencies and work engagement. These findings suggest that career
competencies may act in a similar way as personal resources in fostering work engagement.
Our results underline the importance of combining research on job design and career
development, and suggest that career competencies may have a role in stimulating employee
wellbeing. Career counselors and HR programs may benefit from this insight by simultaneously
increasing job resources and career competencies to increase employee wellbeing.
Basic OB Models
OB Models
Comparison of OB Models
Reference:
1. VSP Rao (2009). Organizational Behaviour,1st ed., Excel Books, p.10-13
2. John W Newstrom, Organizational behaviour-Human behaviour at work, 12th ed., McGrawHill Publication, p.30.
Organizational Behavior | Importance of Interpersonal Skills | Challenges & O...FaHaD .H. NooR
Demonstrate the importance of interpersonal skills in the workplace | Describe the manager’s functions, roles and skills|Define organizational behavior (OB)|Show the value to OB of systematic study|Identify the major behavioral science disciplines that contribute to OB|Demonstrate why few absolutes apply to OB| Identify the challenges and opportunities managers have in applying OB concepts| Compare the three levels of analysis in this book’s OB model.
Ob i intro- diversity- personality & values- emotions & moodsShivkumar Menon
Organizational Behavior I as part of the XLRI VIL Syllabus
The areas captured are relevant in today's context at the workplace. The concepts and applications delve on people, organization, structure and how behavior of employees and leaders in organizations bring efficiency and effectivity.
Akkermans et al. (2013) - The Role of Career Competencies in the JD-R ModelJos Akkermans
This study investigated the role of career competencies as a mediator in the Job Demands —
Resources model. Structural equation modeling with data from 305 young employed persons
aged 16–30 years showed that career competencies are positively related to job resources and
work engagement, but not to job demands and emotional exhaustion. Furthermore, career
competencies had a partially mediating effect on the relationship between job resources and
work engagement, and job resources had a partially mediating effect on the relationship
between career competencies and work engagement. These findings suggest that career
competencies may act in a similar way as personal resources in fostering work engagement.
Our results underline the importance of combining research on job design and career
development, and suggest that career competencies may have a role in stimulating employee
wellbeing. Career counselors and HR programs may benefit from this insight by simultaneously
increasing job resources and career competencies to increase employee wellbeing.
Basic OB Models
OB Models
Comparison of OB Models
Reference:
1. VSP Rao (2009). Organizational Behaviour,1st ed., Excel Books, p.10-13
2. John W Newstrom, Organizational behaviour-Human behaviour at work, 12th ed., McGrawHill Publication, p.30.
Organizational Behavior | Importance of Interpersonal Skills | Challenges & O...FaHaD .H. NooR
Demonstrate the importance of interpersonal skills in the workplace | Describe the manager’s functions, roles and skills|Define organizational behavior (OB)|Show the value to OB of systematic study|Identify the major behavioral science disciplines that contribute to OB|Demonstrate why few absolutes apply to OB| Identify the challenges and opportunities managers have in applying OB concepts| Compare the three levels of analysis in this book’s OB model.
The Effects of Employee Training on Organizational Commitment in Millennials ...Joaquín Van Thienen
This academic research paper served as a final evaluation for the senior-level course "Research Methods in Psychology".
The objectives of this project were:
- to conduct an in-depth literature review on a topic of interest in psychology, and
- to design an experimental research study based on this review.
(Data were provided by the instructor and did not reflect measurements obtained in real life).
Effect of learning goal orientationon work engagement througEvonCanales257
Effect of learning goal orientation
on work engagement through
job crafting
A moderated mediation approach
Makoto Matsuo
Graduate School of Economics and Business Administration, Hokkaido
University, Sapporo, Japan
Abstract
Purpose – The purpose of this paper is to examine the mechanism by which learning goal orientation (LGO)
promotes work engagement through job crafting (seeking challenges).
Design/methodology/approach – A moderated mediation model was tested using survey data from 266
public health nurses and hospital nurses in Japan.
Findings – The results indicated that job crafting partially mediated the relationship between LGO and work
engagement, and that the mediation effect was stronger when reflection was high (vs middle and low).
Research limitations/implications – Although common method bias and validity of measurement were
evaluated in this paper, the survey data were cross-sectional.
Practical implications – The results suggest that selecting people with a stronger sense of LGO may be a
useful strategy for promoting job crafting and work engagement in an organization. Additionally,
organizations should give employees opportunities to reflect on their jobs and to craft them into more
challenging ones in the workplace.
Originality/value – Although little is known about mechanisms by which LGO promotes work engagement,
this study found that job crafting and reflection play important roles in linking LGO and work engagement.
Keywords Quantitative, Reflection, Work engagement, Moderated mediation, Learning goal orientation,
Job crafting
Paper type Research paper
Introduction
Work engagement, or a positive, fulfilling, work-related state of mind (Schaufeli et al., 2002),
has emerged as a significant construct in the applied psychological and management
literature because it has been shown to promote both well-being and performance in
employees (Saks, 2006; Van De Voorde et al., 2016). The growing interest in work engagement
gives rise to the need for better understanding of its antecedents (Woods and Sofat, 2013).
Although numerous factors have been examined as antecedents (e.g. self-regulation
behaviors, personality traits, psychological meaningfulness, job autonomy), learning goal
orientation (LGO), known as a disposition that intrinsically motivates employees (Cerasoli
and Ford, 2014), may be one of the major determinants of work engagement (Adriaenssens
et al., 2015; Jones et al., 2017) because work engagement constitutes a form of intrinsic
motivation (Demerouti et al., 2015). Despite their importance, little is known, from previous
studies, about the factors that mediate the relationship between LGO and work engagement.
To address this gap, the present research examined the LGO–engagement relationship in
terms of “job crafting” (seeking challenges), conceptualized based on job demands-resources
(JD-R) theory (Demerouti et al., 2001), as well as “reflection,” which plays an important role
in the learning process (Kolb, 19 ...
Analysis of the Influence of Personality Traits on NeedAchievement and Its Im...AJHSSR Journal
ABSTRACT: This study aims to analyze the effect of each of the Big Five Factors on the Need for
Achievement and analyze the effect of personality trait configurations on the Need for Achievement and
Entrepreneurial Intentions in final semester students of Jambi University, Indonesia. This study adopted an
inferential design with cross-sectional data. The sample was final semester students of 7 faculties at Jambi
University, totaling 2,600 (50% male, 50% female). The results showed that Big Five Factors (except Emotional
Stability) have a positive and significant effect on Entrepreneurial Intentions. Big Five Factors positively and
significantly influence Need for Achievement and Entrepreneurial Intentions. The limitation of this study
recognizes that the sample used, namely students with final year status, may not represent the total population of
prospective student graduates as a whole. For future research, the representativeness of the sample should be
increased. Future research, using a broader and more diverse sample in terms of age, education, ethnicity, city,
and socio-economic background may reveal a greater Need for Achievement between men and women found in
Jambi University students. This research was analyzed with perception or attitude-based survey-type data
processing. The researcher suggests that to capture more in-depth phenomena and dynamic relationships in
uncovering the big five personality factors among university students in starting entrepreneurship, more
qualitative research is highly recommended, which includes longitudinal observations and intensive behavioraloriented interviews.
The Relationship between Emotional Intelligence (EQ) and Adversity Quotient (AQ)IOSRJBM
The purpose of this research is to determine a relationship between Emotional Quotient (EQ) and Adversity Quotient (AQ). This research is qualitative in nature and based on the previous studies done on emotional intelligence (EQ) and adversity quotient (AQ). Adversity quotient is the ability of a person to manage high stress levels and ability to work efficiently in the adversity. Emotional intelligence can be defined as the ability of the person to understand their own and other people’s emotions and feelings. After conducting the review, a brainstorming session was done to conclude a critical review.
Running head EMOTIONAL INTELLEGENCE 1 Re.docxsusanschei
Running head: EMOTIONAL INTELLEGENCE 1
Relationship between Emotional Intelligence and Job Satisfaction
Faraji C. Edwards
Walden University
EMOTIONAL INTELLIGENCE 2
Relationship between Emotional Intelligence and Job Satisfaction
Part 1
Problem Statement
The task of ensuring that employees are satisfied with their jobs and the environment that
they are operating is often challenging for most managers. Employees are satisfied with their
jobs when they find personal meaning in their careers, take pride in whatever they undertake and
where they work, and have the feeling that their firms value them. In a competitive environment,
organizations desire to retain its highly-skilled and talented workforce by creating program such
as training, promotion, coaching, rewards, incentives and bonuses. While these strategies are
effective, they sometimes fail to meet the desired objective of attaining full job satisfaction. This
raises the question over whether factors such as emotional intelligence also have a role to play in
increasing employee job satisfaction.
The impact of emotional intelligence on job satisfaction has attracted numerous academic
attentions. Emotional intelligence is the capacity to recognize personal feelings and those of
others in order to motivate the self and to maintain emotions in both the self and the relationships
(Raj & Ms Deepti, 2016). Employees who express high job satisfaction also have high emotional
intelligence. In addition, Dabke (2014) asserts that emotional intelligence results in employee’s
satisfaction with life, a phenomenon that manifests itself in form of high job satisfaction. Further,
Wolfe and Hyub (2013) found that the influence of emotional intelligence on job satisfaction
manifests itself in form of the length of job tenure of an employee. To them, high emotional
intelligence increases employee’s longevity in an organization. While these studies point to the
existence of a positive correlation between emotional intelligence and job satisfaction, not much
has been done on ways of improving emotional intelligence among employees. In light of the
Lisa Barrow
Lisa Barrow: Include sources to support these assertions.
Lisa Barrow
Lisa Barrow: Good use of sources.
EMOTIONAL INTELLIGENCE 3
above, there is need to conduct a qualitative study on ways of improving emotional intelligence
of employees with a view to increase job satisfaction and retention.
Part 2
Purpose Statement
The purpose of this qualitative study is to investigate the relationship between emotional
intelligence and job satisfaction. In particular, the research seeks to explore various practices that
organizations have put in place to improve workers’ emotional intelligence in order to promote
job satisfaction. This is because while the impact of emotional intelligence on job satisfaction ...
Running head EMPLOYEE WORK BEHAVIOR 1EMPLOYEE WORK BEHAVIOR.docxtodd271
Running head: EMPLOYEE WORK BEHAVIOR 1
EMPLOYEE WORK BEHAVIOR 6
Capella University
Course: Psy7868 Qual Design and analysis
Unit 4 Assignment 1
Instructor: Rosanne Roberts
February 10, 2020
Employee Work Behavior
Psychologist have conducted numerous studies regarding employee work behavior. Such studies have been geared at assisting managers in shaping employee behaviors in ways that maximize their productivity. Employee behavior is shaped by attitudes, cultural norms and the quality of work interactions. Employee behavioral studies are consequential in understanding the underlying motivations of workers in a work environment. There is a direct correlation between employee and organization behavior. This partly explains why I selected the topic.
Behavioral psychologists agree that the productivity of entity is premised on the staff behavior. Highly motivated employees tend to exhibit a positive behavior regarding the trajectory of an enterprise. However, psychologists generally disagree on ideal methods of inculcating positive behavior in a work setting. For instance, Abraham Maslow stipulates that business enterprises can positively shape the behavior of their employees by catering for their needs (Neher, 2017). Maslow argued that employees are mainly motivated to seek for job opportunities in order to satisfy necessities like food, security and shelter. An enterprise that adequately meets employee concerns in this arena will have motivated employees who exemplify positive work etiquette. The growing trend towards workaholism is another aspect of staff behavior that psychologists have been studying. Whereas personal attributes like a strive for greater achievement, perfectionism and motivation are responsible for the phenomenon, some studies have indicated otherwise (Andreassen & Pallesen, 2016). The tough economic environment has partially contributed to the trend. Employees are compelled to work overtime or undertake two jobs to make ends meet. This disputes the notion that workaholics are naturally born. Workaholism is an adaptive characteristic to a work environment. Workaholism is closely linked to excessive work patterns. The pattern can be attributed to the emergence of strict organization behaviors that emphasize on work quality and quantity (Kirrane, Breen & O'Connor, 2018). It is thereby common to find employees who work for long hours.
This topic aligns with my psychology specialization in many aspects. First, it provides a rationale for effective exploitation of human effort. The study of employee psychology in the execution of duties is crucial in determining whether an organization has instituted humane policies that encourage employee productivity (Bakker et al., 2013). Employees should not be mechanically exploited like machines. Secondly, employee behavioral studies are vital in explaining why some organization succeed while others fail. The secret lies on how the human resource is applied. The c.
Entrepreneurial intentions have been shown to be a good predictor of entrepreneurial activity, and consequently have
attracted the attention of many scholars and policy makers. Because entrepreneurial activity provides an economic
engine for job growth, it is crucial to identify what drives entrepreneurial intentions. Extant literature has focused on
such factors as the availability of capital, governmental support, individual networks, and culture. This study
empirically investigates the expected linkage between attitudinal and structural factors and the intensity of intention
to start a business for women entrepreneurs in the southeastern United States. Results from a survey of 1200 women
intending to start a business in reveal that significant attitudinal and structural barriers remain for women
entrepreneurs. The paper concludes with implications for women entrepreneurs, policy makers, and for future
research.
ERIC Descriptors: Academic Achievement, Emotional Intelligence, Student Experience, Undergraduate Students, Business School Although there is an emerging body of literature demonstrating a relationship between Emotional Intelligence and academic success (i.e., GPA) and much speculation as to how Emotional Intelligence impacts academic performance, there are no studies to date, which examine students’ experiences of this phenomenon in-depth. There is a need to understand the experience of students with regard to how Emotional Intelligence impacts academic achievement from the students’ perspective.
The combination of leadership attributes was accurately named by MLIT and was the foundation for this study.
Identify the leadership traits and interdependence of each of the Leadership characteristics as applied to the MLIT.
Importance of leadership and the theory of MLIT and the Clinical Nurse Manager Leader (NM-L)
In this webinar, you will …
* Learn the meaning of self-leadership. * Understand that self-leadership is for everyone.* Grasp the concepts of self-motivation, emotional control, moral wisdom and ethics.
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
W.H.Bender Quote 65 - The Team Member and Guest Experience
Ei and entrepreneurship 2018 v4
1. EMOTIONAL INTELLIGENCE OF ENTREPRENEURS
Andree Swanson, Forbes School of Business & Technology (FSBT), Ashford University
Paula Zobisch, FSBT, Ashford University
Efiong Akwawao, FSBT, Ashford University
2. ABSTRACT
The concept of whether emotional intelligence contributes to entrepreneurial success has been
explored. The emotional intelligence skills examined were intrapersonal skills, the ability to recognize
and manage one’s emotions, and interpersonal skills, and the ability to recognize emotions and their
effect on others. The findings from the studies analyzed in the literature verify that a high level of
emotional intelligence has a positive and significant impact on personal and business relationships.
3. INTRODUCTION
The purpose of this qualitative
study was to provide a detailed
review of emotional intelligence (EI)
and its impact on entrepreneurs.
From previous research conducted by the primary researcher,
it has been found that EI is relevant to the fields of real estate,
financial planners, and even students (Braidfoot & Swanson,
2012; Braidfoot & Swanson, 2013; Hill, Swanson, & Kirwan,
2016; Swanson & Braidfoot, 2013; Swanson & Zobisch, 2014;
Swanson, Hamilton, & Zobisch, 2015). The researchers
believed that successful entrepreneurs will have high EI and
they would like to conduct research to identify this connection
and the gaps in the literature. The researchers began by
conducting a systematic literature review.
4. LITERATURE REVIEW
The concept of EI has not only
captured a great of the ordinary
people but more so by the
scientific community.
The concept of EI can be defined as the processes of mental
involvement in the understanding, recognition, management and the
use of personal and others’ state of emotion to regulate and solve
behaviors (Mayer & Salovey, 1997). EI has mostly been affiliated with
outcomes of life, such as better psychological well-being (Schutte,
Malouff, Thorsteinsson, Bhullar, & Rooke, 2007), high-quality social
relationships (Lopes et al., 2004), and increased career success
(Braidfoot & Swanson, 2012; Braidfoot & Swanson, 2013; Swanson &
Zobisch, 2014; Swanson et al., 2015). Results of previous studies
showed that EI predicts work performance (O’Boyle et al., 2011), job
satisfaction, work commitment, and job involvement (Carmeli, 2003).
Lopes, Grewal, Kadis, Gall, and Salovey (2006) studied the
relationship between positive work place outcomes and EI.
Researchers also show that EI has a major effect on the level of
performance on the managers and supervisors (Kumar, 2009).
5. Entrepreneurship
Strong Predictor of Workplace Performance
Decades of research now point to emotional
intelligence as the critical factor that sets star
performers apart from the rest of the pack
BRADBERRY (2015), A KEY AUTHOR ON EI
6. Prior studies have indicated that
EI may predict career success.
Information available has shown that EI can predict job performance
and job satisfaction. It was posited that EI may also affect
entrepreneurship, in terms of entrepreneurial behaviors and success.
7. Entrepreneurs continually succeed
in their efforts in the workplace.
Australian entrepreneurs were examined in terms of the EI abilities. In-depth
structured interviews were used. Results of the study showed that participants
exhibited higher EQ levels than the norm. The study confirmed this fact EI is a
prime factor in an entrepreneur’s success (Cross & Travaglione, 2005).
8. Entrepreneurship
– Client Relations / Retention
Boren (2010) explained the essentials of EI, however,
an essential element of the entrepreneurial
experience is client management and retention.
9. Current research on EI centers around
affections-feelings and emotions.
Entrepreneurs who tend to be more passionate about their work
tend to be more successful than others. However, the ability to
manage customers and employees are also important.
10. In recent years, the concept of EI has been
embraced by the scientific community.
Mortan, Ripoll, and Carvalo (2014) studied the effect of EI on entrepreneurial
intention and self-efficacy. EI has been affiliated with outcomes of life, such
as better psychological well-being, high-quality social relationships, and
increased career success.
11. Entrepreneurship
– Strong Social Interaction
McLaughlin (2012) wrote her dissertation on An
emotional business: The role of emotional
intelligence in entrepreneurial success.
12. Awad and Ali (2012) confirmed that a
managers’ EI, employee creativity, and
organizational atmosphere had a positive direct
effect on a person’s entrepreneurial orientation.
13. Ngah, Wahyukaton, Salleh, and Sarmidy
(2016) studied the effects EI on
entrepreneurs in Malaysia and Indonesia.
EI skills are important to entrepreneurs because of their need to manage social
interactions with other individuals. Such interactions include but not limited to activities
such as gaining and maintaining customers, presenting to investors, negotiating, as well
as attracting, selecting, and handling employees, suppliers, and partners.
14. Entrepreneurship
– Measuring Employee Perception
Prior to this research, there was no validated instrument that
had been available to use when examining employees
perception of their EI. New measures were constructed and
examined. It was found that EI was positively related to
proactive and personal control (Budd & Carraher, 1998).
15. Carland and Carland (1997) used several validated surveys to
help support the development of a model which can be used to
investigate individuals with a potential for entrepreneurship.
The model was tested statistically and visually. The outcomes were then
used to develop educational courses/programs in entrepreneurship.
16. Entrepreneurship
– Emotional Competency
Rhee (2014) conducted a web-based survey (Emotional
Competency Inventory – ECI) evaluating the EI of members of
the Young Entrepreneurs’ Organization (YEO).
17. Intrapreneurship
Those highly valuable executives and team members
who will perhaps never become a company founder, but
who have learned to apply the essential principles of
entrepreneurship to the roles they fill within a company.
WILLIAMS (2013)
18. Berzin and Pitt-Catsouphes (1998)
examined social innovation as it includes
the development and application of
varying solutions to social problems.
19. RESEARCH METHODOLOGY
The systemic review process was used for this study. Embedded
within the literature were findings from numerous studies. Our
literature review examined a wide range of articles from academic
databases including ProQuest, EBSCOhost, SAGE Journals Online,
JSTOR, ERIC, Google Scholar, and other Internet sites.
20. RESULTS AND DISCUSSION
The results of the study indicated a strong relationship
between EI and entrepreneurial success.
21. Five themes appeared in the research results.
First, was EI as a strong predictor of workplace performance. The second theme was the importance of EI in client
relations and in client retention. The third theme was the importance of EI on having strong social interactions as
entrepreneurs. The fourth theme was that EI can be used to measure employee (entrepreneurial) perceptions of
his or her jobs. The fifth theme was entrepreneurs with high EI demonstrated high emotional competence
(revealed high levels or self-confidence, persistence, initiative and adaptability). Although there was scarce
literature on intrapreneurship, the findings revealed the skills required are the same as an entrepreneur.
22. CONCLUDING COMMENTS
The ability to establish and maintain personal and professional relationships is an
underlying principle of EI. The ability to recognize and manage one’s own
emotions, as well as recognize the emotions and their effect on others is central to
the establishment of relationships. EI is a skill that can be learned and, with
practice, improved. Based on the themes that were found, the researchers will
begin to develop a thematic model for EI and entrepreneurs and intrapreneurs.
Further research will be conducted as EI applies to different personalities.
Editor's Notes
Efiong
Efiong
Efiong
Efiong
Efiong
At his company, Talent Smart, researchers found that EI is the strongest predictor of workplace performance. This is essential for both entrepreneurs and intrapreneurs. The good news about EI is that this can be learned or improved on.
Efiong
The results of this study revealed that individual differences in entrepreneurship may only be partially attributed to EI (Ahmetoglu, Leutner, & Chamon-Preuzic, 2011)
Efiong
Efiong
Paula
Being able to assess both the verbal and non-verbal aspects of both employees and customers plays a key role in understanding of their key wants and needs (Chin, Raman, Yeow, & Eze, 2012).
Paula
Results of previous studies showed that EI predicts work performance, job satisfaction, work commitment, and job involvement.
Paula
Specifically the results dealt with the social interactions related to entrepreneurial situations such as “negotiation, obtaining and organizing resources, identifying and exploiting opportunities, managing stress, obtaining and maintaining customers, and providing leadership” (para. Abstract).
Paula
More interestingly, EI directly affected relationships within the organization, which, in turn, positively affected employee creativity. Encouraging an entrepreneurial orientation within an organization may contribute to an increase in an organization’s success.
Paula
The effects EI are important to entrepreneurs because of their need to manage social interactions with other individuals. Such interactions include but not limited to activities such as gaining and maintaining customers, presenting to investors, negotiating, as well as attracting, selecting, and handling employees, suppliers, and partners. Ngah et al. (2016) asserted that EI is well known to be a combination of competencies. Those competencies enable individual’s ability to monitor and manage his or her emotions, to properly determine the emotional state of others and to influence opinions. Ngah et al. (2016) found that being aware and understanding their emotions helps entrepreneurs channel positive or negative effects into appropriately identifying and solving problems relevant to their lives.
Paula
Paula
Andree
“YEO is an international invitation-only membership organization, and its members must be under 40 years of age and be founder, co-founder, owner, or controlling shareholder of an operating business with annual gross sales exceeding $1 million” (Rhee, 2014, para. 10). Although this was a self-assessment which typically has lower reliability, the results were consistent with other studies on the topic. Results revealed high levels or self-confidence, persistence, initiative and adaptability.
Andree
At his company, Talent Smart, researchers found that EI is the strongest predictor of workplace performance. This is essential for both entrepreneurs and intrapreneurs. The good news about EI is that this can be learned or improved on.
Andree
Although the concept of emotional intelligence has been applied to the examination of entrepreneurship, the authors posit that it is important to also consider how emotional intelligence can affect the idea of intrapreneurship (Berzin & Pitt-Catsouphes, 1998).
Andree
Andree
Two of the critical EI skills, intrapersonal and interpersonal, are the foundation upon which the entrepreneur will begin to form relationships. The ability to establish and maintain personal and business relationships is essential to entrepreneurial success.