Q6) Do you have ability to control your feeling while trying to solve problems with others? In the above table we can see the distribution of the workers on if they are able to control their feelings while they are involved to others problem such as personal problems or family problems. The half of the people who took this survey answered yes which is 11 with (50 %). The percentage of the people who answered with NO were 6 which is (27.3 %) and the less percentage here went with the people who answered with MAYBE with 5 (22.7 %). This is shows clearly that the percentage of the people who can control their feeling while they are going through any other problems was the biggest percentage, and only a few who answered with NO. Q7) When I start my job with subordinates I am on fully aware of my emotional state. In the atop table the percentage of the people who answered STRONGLY YES were 4 (18.2 %) But the biggest number of people answered with just AGREE were 14 (63.6), And only a few people who answered with NATURAL were 4 (18.2). It is undoubtedly from this distribution that people agreed on starting their jobs with subordinates on fully aware of their emotional state. Running head: SUMMARY1 SUMMARY 3 Summary In this data analysis and presentation, there was a research which was assigned to a selected company, which chose to use 50 questionnaires and whereby only 22 of them were responded to. The researchers, therefore, emptied the data after the collection and made some tabulation in a way that could best fit the hypothesis and the variables of the study. It was noted that from the sample, the number of men exceeded that of females with their reasoning based on the nature of the work, such as the managerial levels which seemed more likely to be led by men rather than female (Lopes et al 2006). On the broad issue of leadership and more precisely age, the researchers realized that the nature of leadership as per the presented sample by the company, they were the first and second category of ages, which generally ranged between 20-30 years of age, which represented the majority as young leaders and the aged leaders between 31-45 years of age coming third and fourth, something which called for adoption of the company with experienced leadership from older people irrespective of whether they are successful or not. From the sample presented, it was definitely clear that Namaa heavily relied on leaders from Omani for different departments to work for their company. Considering the educational background and achievements of the presented sample of leaders, it was clear that diploma graduates represented the biggest number in the company (Cherniss, 2000, April). On the issue of emotional intelligence use, we can conclude that it had been given a certain percentage of priority in the company and therefore its use is greatly encouraged. From the research done, it was evident that dealing with workers emotionally greatly affects their ...

1. Q6) Do you have ability to control your feeling while trying to
solve problems with others?
In the above table we can see the distribution of the workers on
if they are able to control their feelings while they are involved
to others problem such as personal problems or family
problems. The half of the people who took this survey answered
yes which is 11 with (50 %). The percentage of the people who
answered with NO were 6 which is (27.3 %) and the less
percentage here went with the people who answered with
MAYBE with 5 (22.7 %).
This is shows clearly that the percentage of the people who can
control their feeling while they are going through any other
problems was the biggest percentage, and only a few who
answered with NO.
Q7) When I start my job with subordinates I am on fully aware
of my emotional state.
In the atop table the percentage of the people who answered
STRONGLY YES were 4 (18.2 %)
But the biggest number of people answered with just AGREE
were 14 (63.6), And only a few people who answered with
NATURAL were 4 (18.2).
It is undoubtedly from this distribution that people agreed on
starting their jobs with subordinates on fully aware of their
emotional state.
Running head: SUMMARY1

2. SUMMARY 3
Summary
In this data analysis and presentation, there was a research
which was assigned to a selected company, which chose to use
50 questionnaires and whereby only 22 of them were responded
to. The researchers, therefore, emptied the data after the
collection and made some tabulation in a way that could best fit
the hypothesis and the variables of the study. It was noted that
from the sample, the number of men exceeded that of females
with their reasoning based on the nature of the work, such as the
managerial levels which seemed more likely to be led by men
rather than female (Lopes et al 2006). On the broad issue of
leadership and more precisely age, the researchers realized that
the nature of leadership as per the presented sample by the
company, they were the first and second category of ages, which
generally ranged between 20-30 years of age, which represented
the majority as young leaders and the aged leaders between 31-
45 years of age coming third and fourth, something which called
for adoption of the company with experienced leadership from
older people irrespective of whether they are successful or not.
From the sample presented, it was definitely clear that Namaa
heavily relied on leaders from Omani for different departments
to work for their company. Considering the educational
background and achievements of the presented sample of
leaders, it was clear that diploma graduates represented the
biggest number in the company (Cherniss, 2000, April). On the
issue of emotional intelligence use, we can conclude that it had
been given a certain percentage of priority in the company and
therefore its use is greatly encouraged. From the research done,
it was evident that dealing with workers emotionally greatly
affects their performance in the company. It was also clear from
the research that it would be more functional if traditional
problems are solved in new ways. Additionally, it's good for

3. subordinates to be motivated to develop themselves and their
skills. Technology, to a greater extent, affects the relationship
between the subordinates and the managers.
From the sample presented, it was clearly indicated that a
greater percentage of the workers could control their feelings
when dealing with certain issues and problems in the company.
There was an agreement by the workers that they are always
aware of their emotional states before starting to work with the
subordinate (Black, 1991). Majority of the respondents agreed
that they can handle their decision-making issue without the
effect of their emotions while a smaller percentage of the
respondents thought that decision making is related to the
emotions of a person. As per the research, emotional anxiety
with motivation tends to attract job satisfaction and one can,
therefore, work against exhaustion. A democratic working
condition will create a smooth flow of ideas from the manager
to the workers and vice versa and hence help the company to
successfully run its operations (Serrat, 2017). Utilization of
one's emotional intelligence is of great importance in a company
and will motivate the employees and hence good job
performance as a result. Lastly, it is evident from the research
and sampling of information that technology impacts positively
on the relationship between manager and the subordinates and
the performance they exhibit in return.
References
Black, (1991). Data analysis and presentation. In an
Instrumental analysis of pollutants (pp. 335- 355). Springer,
Dordrecht.
Cherniss, (2000, April). Emotional intelligence: What it is and
why it matters. In the annual meeting of the Society for
Industrial and Organizational Psychology, New Orleans,
LA(Vol. 15).

4. Lopes, Grewal, Kadis, Gall, & Salovey, (2006). Evidence that
emotional intelligence is related to job performance and affect
and attitudes at work. Psicothema, 18.
Serrat, (2017). Managing knowledge workers. In Knowledge
Solution
s (pp. 285-287). Springer Singapore.
Running head: RESEARCH DESIGN1
RESEARCH DESIGN 4
Use of interview in emotional intelligence research
Name:

5. Use of interview in emotional intelligence research
In carrying out studies and researchers, there are various forms
that are employed to proof a given hypothesis. The employed
designs provide data that will either prove the hypothesis wrong
or right.
For the case of emotional intelligence, research interview is
deemed the appropriate method to collect information for the
study. Since the data for emotional intelligence is determined
by the degree of response, interview method will be appropriate
as it provides sufficient information. The interview also offers a
detailed analysis. Through the sufficient data that will be
presented the researcher can analyze data accordingly leading to
an accurate result (Fisher, & Schreiber, 2017). However, the
method is limited by the fact that the respondents might get
overwhelmed when answering some interview questions leading
to unreliable data. Also, the process can be influenced by
biasness from the researcher.
When researching emotional intelligence using interviews, there
is no specific population size that should be used. This is
because the intelligence of an individual is determined by their

6. degree of answering given questions during the interview
process. However, a larger population in an organization is
beneficial since it creates a platform for comparison.
Moreover, research in emotional intelligence requires a
purposive sampling to be employed. The purposive sample
ensures that the sample population are eligible for the provide
answers to the interview questions (Joseph, & Newman, 2010).
In this case, the population sample will be organization
employees since the research aims to identify the emotional
intelligence among the employees. Structured questions are the
principal instruments used to conduct the study. The question
will be structured in a manner that they offer answers to a given
research problem. In this case, the question will be valid and
accurate for the research.
Data for the emotional intelligence research will be collected
through one on one interview with the selected participants. The
collected data will then be analyzed using the thematic content
analysis method. The method aims to find relating contents in a
given data. In this case, it will determine the patterns across the
data that the employees provided to a given question. The first
step in this strategy is to read the data through to familiarize
with one before labeling the texts. This is followed by sorting
out the themes with broader patterns. Comparing the themes to
ensure that they fit the data is the next step, before naming
them. The step that follows is providing a coherent report for

7. the patterns.
Finally, the research will be guided by various legal and ethical
standards. First, the respondent will need to consent to their
participation in the study with a guarantee of confidentiality and
security of their information. The consent form will be signed in
the presence of a lawyer and a witness. The employees will be
explained to, the purpose of the research before they agree to
participate. Additionally, anonymity will be ensured such that
the participants will not be required to provide personal
information. The information required for the interview will
only include gender and age.
References
Fisher, R. P., & Schreiber, N. (2017). Interview protocols to
improve eyewitness memory. The handbook of eyewitness
psychology: Volume I: Memory for events.
Joseph, D. L., & Newman, D. A. (2010). Emotional intelligence:
an integrative meta-analysis and cascading model.