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ISBN 81-86067-25-6
DEDICATION
INDEX
.
Preface
Introduction to Emotional Intelligence
Chapter - I
What is Emotional Intelligence?
Chapter - II
History and Development of Emotional Intelligence
12
Chapter - III
Review of Research and Development in the Subject
16
Chapter - VI
Significance and Status of the Study
25
Chapter - V
Why is Emotional Intelligence Important?
27
Chapter - VI
Conclusion
36
Bibliography
40
Preface
Introduction to Emotional Intelligence
"A bit of perfume always clings to the hand that gives roses."
Emotional Intelligence has gained tremendous importance in the
business world. Daniel Golemans landmark book Working with
Emotional Intelligence (Goleman) was an eye opener for identifying
the cause of success in personal life as well as work front.
The present study deals with identifying levels of Emotional
Intelligence Quotient with the use of Schuttle scale, among teachers
of various disciplines like Arts, Science, Bio Technology and
Management. Teachers selected for this study were from Europe,
Bangladesh and India.
Students also were selected from Arts, Management, Law, Bio
Technology, Engineering and Social work. Other professionals in
service industries selected were Managers with Insurance division of
private banks, Lawyers and Researchers.
Interdisciplinary Relevance:
Methodology:
Data Analysis:
The Schuttle Scale research data was analyzed to test the
hypothesis that Emotional Intelligence is declining amongst present
generations.
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OBJECTIVES
1. To study the Emotional Intelligence competency among teachers
in Europe.
2. To examine the level of Emotional Intelligence among students of
various disciplines and compare it. .
3. To compare the Emotional Intelligence competency in Indian,
Bangladeshi and European Teachers.
4. To compare emotional intelligence between Bankers, Insurance
Mangers and Teachers.
Chapter Scheme: First Chapter is introduction that lays foundation
for exploring the details of Emotional Intelligence and is titled
What is Emotional Intelligence? Second chapter deals with the
History of Emotional Intelligence. Third chapter deals with review of
related literature which helps to understand the future directions.
Fourth chapter deals with the Significance and Status of the Study
Fifth Chapter deals with the importance of Emotional Intelligence.
Sixth Chapter deals with interpretation of result and conclusion.
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Chapter I
What is Emotional Intelligence?
Emotionally literate students have mastered the emotional abilities
that inoculate them against the turmoil and pressures they are about
to face during life transitions. Daniel Goleman, 1995.
Emotional Intelligence plays a vital role in social sciences; it has
direct impact on the persons behavior working in an organization and
it is important for the success of ones profession. It is an important
trait but remains 80 percent hidden which makes it unfathomable.
Figure 2: The Emotional Capital model of EQ identifies 10 key social & emotional competencies. By understanding the building blocks of
each and practicing them consistently, anyone can improve their emotional intelligence (RocheMartin)
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10
11
*****
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12
Chapter II
History and Development of Emotional
Intelligence
13
14
15
*****
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16
Chapter III
Review of Research and Development in the
Subject
Hayden Richards It would appear as a common trait of managers
running high-performance businesses not only operational
intelligence is a necessity but also emotional intelligence as well. In
April this year, a study by Six Seconds, the emotional intelligence
network, demonstrated that business leaders with higher emotional
capabilities enable higher performance. The research focused on
AMADORI*, a supplier of McDonalds in Europe, and assessed links
between
emotional
intelligence,
individual
performance,
organizational engagement, and organizational performance.
(Richards)
Quy Nguyen Huy Insead presents a multilevel theory of emotion and
change, which focuses on attributes of emotional intelligence at the
individual level and emotional capability at the organizational level.
Emotional intelligence facilitates individual adaptation and change,
and emotional capability increases the likelihood for organizations to
realize radical change. He also presented a mesolevel framework
relating emotion-attending behaviors to three dynamics of change:
receptivity, mobilization, and learning. These behaviors, which he
termed emotional dynamics, constitute the organization's emotional
capability. He concludes that: organization members can either share
the same authentic emotion or be required to display or act out a
"legitimate" emotion in response to certain organizational events,
such as the sudden death of the company's founder, which may trigger
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a radical change in the philosophy of the firm. These feeling rules and
displaying or acting out of emotions all can be subsumed under
emotional behaviors. Organizations are repositories of shared
emotions that are also enacted in terms of visible emotion attending
behaviors. These behaviors become organizational routines that enact
cultural norms related to feelings about change (Schein, 1992).
(Insead)
Jeffrey M. Conte finds Emotional intelligence measures vary widely
in both their content and in their method of assessment. In particular,
emotional intelligence measures tend to use a self-report personalitybased approach, an informant approach, or an ability-based
assessment procedure. In this paper, the measurement and
psychometric properties of four of the major emotional intelligence
measures (Emotional Competence Inventory, Emotional Quotient
Inventory, Multifactor Emotional Intelligence Scale, Mayer-SaloveyCaruso Emotional Intelligence Test) are reviewed, the comparability
of these measures is examined, and some conclusions and suggestions
for future research on emotional intelligence measures are provided.
He concludes that: In sum, serious concerns remain for all of the El
measures, ranging from scoring concerns for ability-based El
measures to discriminant validity concerns for self-report EI
measures. Although ability-based El measures appear to be most
promising, many unresolved issues remain even with them. Gowing
(2001) notes that many El measures have been used for development,
but that the trend is toward using them for selection as well. Managers
and other organizational decision-makers should be wary of making
this leap unless more rigorous discriminant, predictive and
incremental validity evidence for El measures is shown. Although
Mayer et al. (2003) have developed the most promising of the El
measures, even they state that 'the applied use of El tests must proceed
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Chapter IV
Significance and Status of the Study
International Status: Zahra et.al.(2012) found the relationship
between emotional intelligence and job self-efficacy in research
courses among 200 Tehran physical education teachers. Bar-On,
Emotional and Self efficacy job questionnaires were used to evaluate
the teachers attitudes. The results demonstrated a significant
relationship between emotional awareness, empathy and self-efficacy.
National Status : Review of literature was done to report the studies
related to Level of Emotional Intelligence among teachers of Private
educational institutions. Following studies examined the underlying
phenomena of Emotional Intelligence in various professions,
organizations and sectors. Review provided a foundation to identify
the research gap for the present study. Mondal, N.K., Paul, P.K and
Bandopadhyay.A (2012) analyzed the nature and extent of emotional
intelligence among secondary level schools teachers of Burdwan
district in west Bengal (India). 300 teachers in urban and rural areas
encompassing different gender, age, teaching experience,
qualification and training were taken for the study. The results
revealed that few demographic factors positively impacted on the
level of teachers emotional intelligence while some were not
significant. Akomolafe (2011) made an attempt to study the
interactive and relative effect of Emotional Intelligence and locus of
control on burnout among the secondary school teachers and has
suggested that secondary school teachers should be managed by
capable and qualified counselors for the desired results to be
achieved. Krishnamurthy and Varalakshmi (2011) conducted a study
to know the emotional intelligence of employees working in
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educational institution. A sample size of 200 teaching and nonteaching staff was taken for study on the basis of demographic
factors. Questionnaires were designed in five segments consists of
personal information, adaptability, assertiveness, emotional
management, self-esteem and relationship of respondents. The result
revealed that the improvement in emotional intelligence would
increase the motivation and effectiveness of the employee. A similar
study was conducted to identify the level of emotional intelligence
among the teachers Edannur, S (2010) assessed the emotional
intelligence level of teachers educators of Barak valley region in the
Indian state of Assam(India). The result showed that the group under
study possessed average emotional intelligence. The gender and
locality of the teacher educators did not make any differential
influence on their emotional intelligence.
Focus of the Study :The study will focus on identifying the
phenomena related to emotional intelligence among teachers at
private educational institutions in Maharashtra. It helps to establish
social relationships and managing emotions in others. The teachers
who have high emotional intelligence communicate with constructive
goal in mind and control his or her emotions carefully more than
reacting to situation on the basis of impulse generated by emotion
generated event. This may help the private educational institutions to
initiate some change in work environment so as to increase the level
of emotional intelligence among the teachers at work place.
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Chapter V
Why is Emotional Intelligence Important?
Emotional Intelligence is very important since working with people
does not mean working with machines but with emotions.
Language students are required to be aware of the finer nuances of
language more than the technicalities of the language. Finer nuances
can only be developed through proper implementation of right
Emotional Intelligence. The dual combination of EI and ELT helps
develop better social skills by enhancing empathy for other person.
One has to interact and communicate at various levels with family,
friends, colleagues, neighbours, superiors, juniors, business
associates, and strangers. Communication can make or mar
relationship or a business deal. Use of right expression in
communication comes only through proper use of Emotional
Intelligence. A person who is charged with appropriate EQ is
expressive, enthusiastic, socially convivial and has empathy for
others. EI is an integral part of ones life.
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No one cares how much you know, until they know how much you
care Theodore Roosevelt
When people collaborate on work front to work on any project they
work not only on dry soil but moist full of emotions. Emotions
determine the ambience at workplace and success of any project.
Daniel Goleman has shown that organizations and employees who
respect emotional intelligence and practice Emotional Quotient are
better in decision making , are more productive in work and get
better results. For example a survey by Hay group found that 44 of
Fortune 500 companies had salespeople with high EQ who produced
double the revenue of others performing at or below average. In
another study, technical programmers who were in the top 10% of
emotional intelligence competency developed software 3 times faster
than those with lower EQ.
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that
Determine
How
We
Handle
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the
workplace
- Conflict resolution: negotiating and resolving
disagreements
with
people
- Building bonds: nurturing instrumental relationships
for
business
success
- Collaboration and cooperation: working with
coworkers and business partners toward shared goals
- Team capabilities: creating group synergy in pursuing
collective goals
Personal Competencies-Competencies that Determine How We
Manage Ourselves
Self Awareness: Knowing ones internal states, preferences, resources,
and intuitions. This competency is important in the workplace for the
following reasons.
Emotional awareness: recognizing ones emotions and their effects
and
impact
on
those
around
us
Accurate self-assessment: knowing ones strengths and limits
Self-confidence: sureness about ones self-worth and capabilities
Self-Regulation: Managing ones 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
Adaptability:
flexibility
in
handling
change
Innovation: being comfortable with an openness to novel ideas,
approaches, and new information
Self -Expectations & Motivation: Emotional tendencies that guide or
facilitate reaching goals. This competency is important in the
workplace for the following reasons.
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It is rightly said that: People see what they want to see.-Red Barber
Increasing emotional intelligence helps great deal in making
companies and employees more successful and inspired. A low
level of Emotional Quotient reduces work potential and has adverse
effect. Organizations with lower levels of EQ leaders and employees
do not encourage each other and are not good at building confidence
or inspiring. They promote failure of their teams and hamper
relationships with others, and lack ability to properly handle
incongruity, destroying relationship, generating negative emotions
building constant fear and a lack of veneration both of which are
seriously injurious buzz kills to motivation and productivity.
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******
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CHAPTER VI
Conclusion
The sample size selected was 35 for each category. The total sample
size was 595 ( Appendix 1). Teachers from 10 different categories
were taken and their Emotional Intelligence was measured through
the use of Schuttle EI scale ( Appendix 2).
Sr. No
Category
Sample Size
35
10
Insurance Bank
Manager
Bank Manager
11
Law
35
12
Researcher
35
13
M A Students
35
14
B. Tech Students
35
15
MBA Students
35
16
MSW Students
35
17
Engineering Students
35
35
36
37
37
38
Other: The other category bar graph reflects that highest EQ is for
Insurance Managers which reaches up to 117 though the lowest is 38
. Bank managers falls in the range of 57 to 90 Lawyers have shown
the EQ in the range of 60 to 85. Researchers range is between 48 and
81. This proves that even other sector category needs training in EQ
since their EQ is also below the prisoners.
Students : The graph shows that the EQ range for MSW students is
83 to 130 , whereas for MA students is 55 to 122. Further B.Tech
students EQ lies in the range of 53 to 109. MBA student reflected the
EQ in the range of 58 to 102. Engineering students EQ was also very
poor which was between 59 and 92. This shows that the students of
all category are poor in EQ levels and need training to improve since
their EQ lies even below that of prisoners. Students scoring 130 and
122 are exceptions as most of them have low EQ levels.
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******
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