This document discusses emotional quotient (EQ) and its impact on organizational behavior. It defines EQ as a measure of emotional intelligence, including understanding one's own and other people's feelings and managing emotions. EQ is made up of five domains: knowing your emotions, managing your emotions, motivating yourself, recognizing others' emotions, and managing relationships. EQ is largely learned through life experiences and training. Studies have shown that EQ leads to greater success in top executives than IQ or experience alone, and organizations that select for emotional competencies see improved performance and retention. High EQ in managers is important and can lead to increased productivity, better leadership, and healthier work environments.

1. IMPACT OF EQ ON
ORGANIZATIONAL
BEHAVIOR
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2. Joy
Fear Disgust
Basic Emotions
Anger
Surprise
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Sad Love

3. WHAT IS EMOTIONAL QUOTIENT?
 EQ is said to be a measure of a person’s emotional intelligence
 The ability to
 Understand the needs and feelings of oneself and other people
 Manage one’s own Feeling
 Respond to others in appropriate way
 EI is largely learnt, developed throughout life and conditioned by life's
experience.
 Improved by training, coaching, experience. 3

4. EMOTIONAL QUOTIENT- THE FIVE DOMAINS
 Daniel Goleman identified the five 'domains' of EQ as:
 Knowing your emotions.
 Managing your own emotions.
 Motivating yourself.
 Recognizing and understanding other people's emotions.
 Managing relationships.
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5. Four major components of EQ
Self OTHERS
Personal competence Social competence
1)Self awareness 2)Social awareness
Emotional self awareness Empathy
Accurate self assessment Service Orientation
Self confidence Organizational awareness
3)Self management 4)Relationship management
Self control Developing others
Trustworthiness Influence
Conscientiousness Communication
Adaptability Conflict management
Achievement Drive Leadership
Innovativeness Building Bonds
Teamwork and collorabation
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6. IQ VS EQ
(Intelligent Quotient Vs Emotional Quotient )
 Two different kinds of intelligence
 Intellectual
 Emotional
GETS YOU FIRED/PROMOTED
GETS YOU HIRED
THE PROFESSIONAL SUCCESS 6

7. IQ VS EQ
(Intelligent Quotient Vs Emotional Quotient )
 A research shows that IQ
can help you to be
successful to the extent of
20 percent only in life.
The rest 80% depends on
EQ .
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8. Survey - EQ Leads To Success In Top Executives Around The
World
 515 senior executives analyzed by the search firm Egon Zehnder
International.
 People with strong EQ were more likely to succeed than those who
were strongest in either relevant previous experience or IQ.
 The study included executives in Latin America, Germany, and Japan, and
the results were almost identical in all three cultures.
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9. EMOTION DIMENSIONS
 Variety of emotions
 Positive
 Negative
 Intensity of emotions
 Personality
 Job requirements
 Frequency and duration of emotions
 How emotions are exhibited
 How long emotions are displayed
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10.  A waitress at a restaurant
is expected to do
emotional work ,such as
smiling and express
positive emotion towards
client .
 A nurse working in a
hospital ,is expected to
express positive
emotions towards
patients , such as
warmth and compassion.
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11. Major Benefits Of EQ
For Organizations
For Individuals
For Coaches and Consultants
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12. Applying EQ in Business Organization
 Human resources planning
 Job profiling
 Recruitment interviewing ,selection and training
 Management Development
 Customer relations and customer service
 Corporate culture
 Emotional support
 Leadership
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13. Characteristics of a low EQ Person
 “If only I had a different job ……..”
 “If only I had finished graduation ……..”
 “If only I had been handsome/beautiful ……..”
 “If only I had been born rich and famous ……..”
 “If only I had good contacts ……..”
 “If only I had better friends ……..”
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14. Healthy Emotional State
 Compassion
 Gratitude
 Attention
 Forgiveness
 Tolerance
 Patience
 Sympathy
 Humility
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15. The Higher Up You Go up the ladder . . .
 Individual Contributor
 Team Lead
 Supervisor
 Manager
 VPs
 CEOs/Chairs
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16. Emotional Competence Managers Should Learn…..
 Emotional Competency
 Emotional Maturity
 Emotional Sensitivity
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17. Emotional Competency
 Tackling Emotional Upsets
 High Self Esteem
 Handling Egoism Emotional Sensitivity
 Handling Inferiority Complex
 Understanding Threshold of
Emotional Stimulation
Emotional Maturity  Empathy
 Improving Inter personal relations
Self Awareness
 Communicability of emotions
Developing Others
Delaying Gratification
Adaptability and Flexibility
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18. High EQ can lead to…….
 Increased productivity
 Enhanced leadership skills
 Improved responsiveness
 Greater creativity
 Create enthusiastic work environments
 Reduce stress levels
 Resolve emotional issues
 Improve the well being of employees
 Improve relationships
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19. Sample EQ Test 1
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20. Sample EQ Scorecard 1
 12 – 24: Your frankness is commendable, but need to work on.
 25 – 34: People in this range often find themselves blowing up at their co-
workers, even their loved ones.
 35 – 44: You have slightly above average EQ – with room to grow.
 45 – 54: You have very high emotional intelligence.
 55 – 60: You have an exceptional EQ. The organizations welcome these
candidates with open arms. 20

21. Sample EQ Test 2
 Question: In my group of friends, I am generally aware of how each person feels about the other people in our
social circle.
o Strongly Agree
o Agree
o Disagree
o Strongly Disagree
 Question: When I am upset, I can usually pinpoint exactly why I am distressed.
o Strongly Agree
o Agree
o Disagree
o Strongly Disagree
 Question: When I make mistakes, I often berate and criticize myself and my abilities.
o Often
o Sometimes 21
o Rarely
o Almost Never

22. Sample EQ Test 2
 Question: I feel uncomfortable in emotionally charged situations.
o Strongly Agree
o Agree
o Disagree
o Strongly Disagree
 Question: I tend to avoid confrontations. When I am involved in a confrontation, I become extremely anxious.
o Strongly Agree
o Agree
o Disagree
o Strongly Disagree
 Question: I feel confident about my own skills, talents, and abilities.
o Strongly Agree
o Agree
o Disagree 22
o Strongly Disagree

23. Examples
 In a national insurance company…….
 Insurance sales agents who were weak in emotional competencies such as self-
confidence, initiative, and empathy sold policies with an average premium of $54,000.
 Those who were very strong in at least 5 of 8 keyemotional competencies sold policies
worth $114,000 (Hay/McBer Research andInnovation Group, 1997).
 In a large beverage firm…
 Using standard methods to hire division presidents, 50% left within two years, mostly
because of poor performance.
 When they started selecting based on emotional competencies such as initiative, self-
confidence, and leadership ,only 6% left in two years.
 Division leaders with these competencies outperformed their targets by 15 to 20
percent. Those who lacked them under-performed by almost 20
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24. Examples
 The Consortium for Research launched a training programme on EI
at American Express.
It found that:
- Managers increased their business by 18.1% as against 16.2% who did
not receive the training
- In tasks involving sales and mechanical skills, employees with high EI
were found to be 12 times more productive than the others
- Insurance professional and account managers with high EI were 127%
more productive
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