Emotional Intelligence

1. H
UM
AN
R
ESO
UR
CE
M
AN
AG
EM
EN
T
LEVEL I

2. HUMAN RESOURCE MANAGEMENT
EMOTIONAL
INTELLIGENCE

3. GROUP MEMBERS
1)DAVE LAL
2)CHEREY JOACHIM
3)NATALIA JONES
4)GONZALES GARCIA
5)EGON DURITY
6)HANNAH MUNGROO

4. AT THE END OF THIS PRESENTATION YOU WILL KNOW:
A) What is Emotional Intelligence .
B) The history of Emotional Intelligence
C) The four (4) branches of Emotional
Intellegence
D) How is Emotional Intelligence
different from Personality.
E) The impact of EQ in the Workplace.

5. DEFINITIONS OF EMOTIONAL INTELLIGENCE?
1. Emotional Intelligence is defined as the
ability one has to understand and manage
the emotion of one’s self, of others and of
groups. It is often measured as Emotional
Intelligent Quotient. (IQ)
2. Emotional Intelligence refers to the ability
to perceive, control and evaluate emotions.

6. Components of Emotional
Intelligence1. Understanding One’s Emotion
Many people are aware of their feelings, yet lack the
ability to understand the specific emotion occurring and
its cause. An understanding of one’s emotion would
include knowing what one is feeling as well as being able
to pinpoint its causes and triggers.
2. Understanding and Interpreting Another’s Emotion.
Your verbal and nonverbal emotional expression convey
information about, both yourself and another persons
thoughts and behaviours. A person needs to be able to
interpret another’s person emotional state in order to
determine appropriate responses.
3. Self Management
A person has to know what to do with the emotion when
it arises. Effectively dealing with emotions and moods by

7. Basic emotions people experience.
sadness
Happiness Surprise
Love
Anger
fear

8. HISTORY OF EMOTIONAL INTELLIGENCE
1930s - Edward Thorndike describes the concept of “social
Intelligence” as the ability to get along with other people.
1940s - David Wechsler suggest that affective components of
intelligence may be essential to success in life.
1950s -Abraham Maslow described how people can build
emotional strength.
1985 - Wayne Payne introduced the term emotional
intelligence in his book “ A study of emotion.”
1990- Psychologist Peter Salovey and John Mayer publish their
landmark article “Emotional Intelligence in
the Journal Imagination, cognition and Personality.
1995 - the concept of Emotional Intelligence is popularized
after publication of psychologist and New York Times
Science writer Daniel Goleman’s book Emotional Intelligence:
“why it can matter more than IQ).

9. BRANCHES OF EMOTIONAL INTELLIGENCE
Peter Salovey and John Mayer identified four
different factors in Emotional Intelligence.
1. Perceiving Emotions
The first step in understanding emotions is to
accurately perceive them .In many cases this might
involve understanding nonverbal signals such as
body language and facial expressions.
2. Reasoning With Emotions
This step involves using emotions to promote
thinking and cognitive activity. Emotions help
prioritize what we pay attention and react to.

10. Branches of Emotional Intelligence Continued……
3. Understanding Emotions
The emotions that we perceive can carry a wide
variety of meanings. If someone is expressing angry
emotions, the observer must interpret the cause of
their anger and what it might mean.
4. Managing Emotions.
The ability to manage emotion effectively is a key
part of emotional intelligence.
Regulating emotions, responding appropriately and
responding to the emotions of others are all
important aspects of emotional management.

11. THE IMPACT OF EMOTIONAL INTELLIGENCE IN
THE WORKPLACE
There are five emotional intelligence
competencies that have proven to contribute
achievement in the workplace.
1. Intuition & Empathy
Intuition and Empathy is our awareness of
another person feelings, needs and concerns.
It is important in the workplace for the following
reasons:
• Understanding others.
• Customer Service Orientation – i.e. the ability to
anticipate and meet customers needs.
• People Development – i.e. the ability to sense
what others need to grow, and develop their
strengths.

12. Emotional intelligence competencies that have proven to
contribute more to workplace achievement, continued…..
2. Social Skills
This is our adeptness at including desirable
responses in others.
This competency is important n the workplace for the
following reasons:
•Communication – Sending clear and convincing
messages in the workplace.
•Conflict Resolution- Negotiating and resolving
disagreement with co-workers.
•Team Capabilities- creating group synergy and pursuing
collective goals.
•Leadership – Inspiring and guiding groups of people.

13. Emotional intelligence competencies that have proven to
contribute more to workplace achievement, continued….
3. Self Awareness.
Self awareness is knowing one’s internal
states, preferences, resource and intuitions
This competency is important in the workplace
for the following reasons:
•Emotional Awareness: recognizing one’s
emotion and their effects and impacts on those
around us.
•Accurate Self Assessment- Knowing one’s own
strength and limits.
•Self Confidence- sureness about one’s self
worth and capabilities.

14. Emotional intelligence competencies that have proven to contribute
more to workplace achievement, continued….
4. Self Regulation
Managing one’s internal states, impulses
and resources.
This competency is important in the workplace
for the following reasons:
• Self Control- managing disruptive emotions
and impulses.
•Trustworthiness- maintaining standards of
honesty and integrity.
•Conscientiousness- taking responsibility and
being accountable for personal performance.

15. Emotional intelligence competencies that have proven to
contribute more to workplace achievement, continued….
4. Self Expectation and Motivation
Emotional Tendencies that guide or facilitate
reaching goals.
This competency is important in the
workplace for the following reasons:
•Commitment - aligning with the goals of the
organization.
•Initiative- readiness to act on opportunities
without having to be told.
•Optimism- persistence in pursuing goals
despite obstacles and setbacks.

16. DIFFERENCE BETWEEN EI AND PERSONALITY
In psychology, personality refers to the
emotion, thought, and behavior patterns
unique to an individual.
Does having a good personality equate to
success in the workplace? ……….No
Can a person with a good personality make
error in jugdment ? …….. Yes

17. Thinking
Part
Feeling
PartIQ EQ
Personality

18. MEASURING EMOTIONAL INTELLIGENCE
Emotional intelligence are measured in
various ways. These include:
1. Ability Testing
This is measured only by having people
answer questions
and evaluating the correctness of those
answers.
2..Emotional Competence Inventory (ECI)
This is based on a Self – Assessment
Questionnaire. It involves having people
who know the individual, offer ratings of that

19. 3. Reuven Bar-On EQ-I
This is a self report test design to measure
competencies including awareness, tolerance,
stress and happiness and problem solving.
According to Reuven Bar –On, Emotional
Intelligence is an array of cognitive
capabilities competencies, and skills that
influence one’s ability to succeed in coping
with environmental demands and pressures.

20. Why emotional intelligence matters
•Because academic intellect is not enough
•Managers/leaders have a profound implant of
the organization they need.
•Teaches employees to cope and change when
uncertainty hits the workplace.
•Self management(control) and effective
personal relationship makes the difference
between success and failure.

21. HOW PEOPLE WITH A LOW IQ THINK
If only I had finished school
If only I had better friends
If only I had a better job
If only I had been rich
If only I was beautiful/
handsome
People with a low IQ don not
think better of themselves

22. HOW A PERSON WITH A HIGH IQ THINK
A person with a high IQ says to themselves
“There is a time”
•To be patient and a time to decide
•To confront an a time to withdraw
•To be together and to be alone
•To work and a time to play
•To cry and a time to laugh
•To fight and a time to love
•To speak and a time to be silent

23. STRATEGIES FOR PROMOTING EMOTIONAL
INTELLIGENCE• D
•Listening for lesson of feelings
•Taking the time for mindfullness
•Understanding the cause
of feelings
•Differentiate between emotion and
the need to take action.
•Develop listening skills

24. The end