To compare the Attitude of Student with desired work related attitude:

Emotional Intelligence
Introduction
Attitudes are evaluative statements or judgment concerning objects, people or events and these
evaluative statement of employees in the workplace can have a significant effect on their
behavior in work place and also on business as a whole. Attitude of the employees is one of the
secret and hard-to-measure factors that ends up being crucial for the success of the employee in a
company. Also, whether good or bad employee attitudes tend to have a huge impact on the
productivity of business as well, both directly and through other job-related factors. Also these
personal attributes in which it is very difficult for employers to train their employees such as
being a people person, being proactive, or being keen to learn new things. Hence during hiring
process, these companies weigh attitudinal characteristics very heavily.
Employers dont ignore technical skills nonetheless they look at these soft skills also. These
employer gain a lot from this hiring strategy. By focusing on attitudinal characteristics that align
with their company brand, these companies reinforce their distinctive company culture with each
new hire. And because theyre hiring people whose values align with that culture, the end result
is a workforce thats happier, more engaged and less likely to turn over.

Effect of attitude

Engagement: - The first Effect subject to employee attitudes is engagement. Employees

that have a negative attitude toward their organization are much more prone to be
withdrawn, satisfying the requirement with the slightest measure of work conceivable and
at the most at minimal quality level. This disposition of withdrawal, separation and lack
of concern toward the organization's health is expensive for the employer due to
decreased productivity and profitability. Employees with the same capabilities and
aptitude levels are found to be more profitable if they have a positive attitude toward
work, and feel attached, committed and invested into the accomplishment of the
organization.
Retention:- Based on their attitudes toward work, employees feel more or less committed
to the job. Those with a generally negative viewpoint at their work condition have no
motivation to put efforts into the future of the organization. They may leave the
organization at any time and may very well be sitting tight for the right opportunity. High
worker turnover is altogether costly to business in various ways, For example companys
spends a heavy amount on recruitment & training of the new employee and also due to
the incomplete work being left. On the other hand, representatives with positive attitudes
toward the occupation are more inclined to build up a feeling of responsibility and
commitment to the business and stay with the organization for a longer duration, bringing
down turnover expenses and expanding profitability through experience.
Work Environment:- Workplace attitudes, both positive and negative, are infectious and
heavily affect the work environment. Negative representative states of mind can have an
expansive influence. Diminished trust and goodwill toward associates hurts joint effort,

diminishing productivity & profitability. A negative social environment segregates

singular workers and can make individual leave the employment. On the other hand,
positive attitude make coordination and collaboration more productive and beneficial.
The empowering social environment that comes from the positive attitude provides
motivation for the employees to be part of the team and work for the success of the
organization.
Client Interaction: - Positive attitude have heavy bearing on the customer or client
interaction and is a reliable predictor of customer satisfaction. Even the workers who
don't have direct contact with customers can impact through their attitude the level of
consideration and customer services. A negative disposition is prone to show
disengagement from clients and absence of sympathy toward their needs. Clients are a
disturbance and a burden to representatives with negative attitude. Then again, a positive
attitude results into politeness, passionate engagement and a genuine sympathy toward
the prosperity and fulfillment of the client.

Reasons: Why New Hires Fail

As per study conducted by Leadership IQ, a leadership and hiring skills training company, about
companies hiring tactics and new hires' performance, personality and potential they found out
that coachability, emotional intelligence, motivation and temperament are much more predictive
of a new hires' success or failure. Technical skills really matter to measure their competency to
do a specific work but contrary to popular belief are not the primary reason why new hires fail;
instead, poor interpersonal skills dominate the list.
For the study they interviewed managers about their hiring tactics and new hires' performance,
personality and potential. Upon completing the 5,247 interviews, Leadership IQ compiled and
categorized the following top five reasons for the failure of the new recruits.
1. Coachability or Adaptability: The ability to accept and implement feedback from bosses,
colleagues, customers and others.
2. Emotional Intelligence: The ability to understand and manage one's own emotions, and
accurately assess others' emotions.
3. Motivation: drive to achieve one's full potential and excel in the job.
4. Temperament: personality suited to the particular job and work environment.
5. Technical Competence: Functional or technical skills required to do the job.

Emotional intelligence
Salovey and Mayer defined emotional intelligence as the ability to perceive emotions, to access
and generate emotions so as to assist thoughts, to understand emotions and emotional
knowledge, and to reflectively regulate emotions so as to promote emotional and intellectual
growth
Daniel Goleman also popularized emotional intelligence to a wide audience with his 1995 book
of same name. He found that while the qualities traditionally associated with leadership such as
intelligence, toughness, determination and vision are required for success, but they are

insufficient. Truly effective leaders are also distinguished by a high degree of emotional
intelligence, which includes:
1. Self-awareness:- The ability to recognize what you are feeling, to understand your habitual
emotional responses to events and to recognize how your emotions affect your behavior and
performance. When you are self-aware, you see yourself as others see you, and have a good
sense of your own abilities and current limitations.
2. Managing emotions: - The ability to stay focused and think clearly even when experiencing
powerful emotions. Being able to manage your own emotional state is essential for taking
responsibility for your actions, and can save you from hasty decisions that you later regret.
3. Motivating oneself: - The ability to use your deepest emotions to move and guide you
towards your goals. This ability enables you to take the initiative and to persevere in the face
of obstacles and setbacks.
4. Empathy: - The ability to sense, understand and respond to what other people are feeling.
Self-awareness is essential to having empathy with others. If you are not aware of your own
emotions, you will not be able to read the emotions of others.
5. Social Skill: - The ability to manage, influence and inspire emotions in others. Being able to
handle emotions in relationships and being able to influence and inspire others are Essential
foundation skills for successful teamwork and leadership.
Apart from leadership skill Emotional Intelligence has a significant effect on the key work
related attitude such as job satisfaction, job performance, job commitment and employee
retention.
So for the study we will be focusing on Emotional intelligence to study the attitude of student of
IMT.

Methodology
Samples and sampling procedures
A groups 51 MBA post graduate students of IMT were evaluated under five dimensions of EI
defined in this study. The sample included a variety of student having various jobs experience
and studying various course at IMT, questionnaires were distributed to students through Google
form for the convenience of the respondents. Respondents were instructed to complete the
questionnaire by giving their instinctive and objective answers by giving proper thought to the
applicability of the questions.
Evaluation tool or Questionnaire
To assess the attitude of the managerial student at IMT, we have used a questionnaire developed
by London Leadership Academy for measuring the Emotional intelligence under the heads as
described by Daniel Goleman. In the questionnaire there are 50 question and for every question
responses are to be taken on a 5 point scale (1 being not applicable and 5 being applicable all the
time). After that the evaluation is done by categorizing the person under three heads namely
high, medium and low showing the persons strength and potential development area. The
questionnaire and evaluation method is given in appendix 1.
Hypothesis

IMT being one of the premium institute of India select students after following a very regress
selection process. In which first student are short listed on the basis of CAT/XAT/GMAT
percentile and after that the competent candidates are selected through written assessment and
Personal Interview in which various qualities are evaluated. After selection these student are
trained and educated with the objective of creating management leaders who can survive everchanging business landscape. So our hypothesis would be that the student are in high category in
all the factors of Emotional Intelligence as given by Daniel Goleman.
Ho: - p <= 35 & H1:- p > 35

Data Analysis and Result

For the purpose of the study data was collected for sample of 51 (fifty one) students distributed
among first year and second student of IMT. Then inferential statistics was used to calculate
sample descriptive statistic and the population criteria where estimated on the basis on the
sample. Also the validity of the hypothesis i.e. the student are in high category in all the factors
of Emotional Intelligence (p > 35) was calculated on the basis of the sample data taking the
significance level 5 % (0.05). The following are the individual test and result.
Self-awareness

Self Awareness

33%

4%

63%

Low

Medium

High

Self-Awareness
Mean
Standard Error
Median
Mode
Standard Deviation
Sample Variance
Kurtosis

32.31372549
0.829594844
33
33
5.924492201
35.09960784
2.253904664

Skewness
Range
Minimum
Maximum
Sum
Count
Confidence Level
(95.0%)
Lower Limit
Upper limit
T Critical
Alpha Value
Degree of freedom
Hypotheisis
T-Calc
P-Value

-0.923690179
30
13
43
1648
51
1.666290283
30.64743521
33.98001577
2.008559112
0.05
50
35
3.238055938
0.002139971

The mean of the sample is 32.31 (Score rating) so for 95% confidence level the population mean
for self-awareness would fall between 30.64 to 33.98 which fall in medium rating and also on
the basis of the p-value as p-value is less then alpha value (P-value < ) we will reject the null
hypothesis. So we have enough data to say that student at IMT does not fall in high rating for the
self-awareness
Managing Emotion

Managing Emotion
2%
51%

Low

47%

Medium

High

Managing Emotion
Mean
Standard Error

33.470588
0.8791051

Median
Mode
Standard Deviation
Sample Variance
Kurtosis
Skewness
Range
Minimum
Maximum
Sum
Count
Confidence Level
(95.0%)
Lower Limit
Upper limit
T Critical
Alpha Value
Degree of freedom
Hypotheisis
T-Calc
P-Value

35
35
6.2780664
39.414118
1.3812343
-0.676156
33
13
46
1707
51
1.7657346
31.704854
35.236323
2.0085591
0.05
50
35
1.739737
0.0880581

The mean of the sample is 33.47 (Score rating) so for 95% confidence level the population mean
for managing emotion would fall between 31.70 to 35.23 which fall in both medium and high
rating so we cannot reject or accept the hypothesis. So on the basis of the p-value we will check
our hypothesis, as p-value is more then alpha value (P-value > ) we cannot reject the null
hypothesis. So we have enough data to say that student at IMT do fall in high rating for the
managing emotion.
Motivating One Self

Motivating One Self

2%
35%
63%

Low

Medium

Motivating One Self

High

Mean
Standard Error
Median
Mode
Standard Deviation
Sample Variance
Kurtosis
Skewness
Range
Minimum
Maximum
Sum
Count
Confidence Level
(95.0%)
Lower Limit
Upper limit
T Critical
Alpha Value
Degree of freedom
Hypotheisis
T-Calc
P-Value

34.60784314
0.897525326
36
39
6.409612879
41.08313725
0.600621494
-0.754170112
33
15
48
1765
51
1.802732672
32.80511047
36.41057581
2.008559112
0.05
50
35
0.43693125
0.664042466

The mean of the sample is 34.60 (Score rating) so for 95% confidence level the population mean
for Motivating One Self would fall between 32.80 to 36.41 which fall in both medium and high
rating so we cannot reject or accept the hypothesis. So on the basis of the p-value we will check
our hypothesis, as p-value is more than alpha value (P-value > ) we cannot reject the null
hypothesis. So we have enough data to say that student at IMT do fall in high rating for the
Motivating one self.
Empathy
Empathy
Mean
Standard Error
Median
Mode
Standard Deviation
Sample Variance
Kurtosis
Skewness

33.98039216
0.785401207
34
31
5.608886507
31.45960784
2.065773379
-0.801076619

Range
Minimum
Maximum
Sum
Count
Confidence Level(95.0%)
Lower Limit
Upper limit
T Critical
Alpha Value
Degree of freedom
Hypotheisis
T-Calc
P-Value

31
16
47
1733
51
1.577524751
32.40286741
35.55791691
2.008559112
0.05
50
35
1.298199995
0.200175067

Empathy
Low ; 4%
High; 47%

Low

Medium; 49%

Medium

High

The mean of the sample is 33.98 (Score rating) so for 95% confidence level the population mean
for Empathy would fall between 32.40 to 35..55 which fall in both medium and high rating so
we cannot reject or accept the hypothesis. So on the basis of the p-value we will check our
hypothesis, as p-value is more than alpha value (P-value > ) we cannot reject the null
hypothesis. So we have enough data to say that student at IMT do fall in high rating for the
Empathy.
Social Skill

Social Skill
Low ; 4%
Medium; 25%
High; 71%

Low

Medium

High

Social Skill
Mean
Standard Error
Median
Mode
Standard Deviation
Sample Variance
Kurtosis
Skewness
Range
Minimum
Maximum
Sum
Count
Confidence Level (95.0%)
Lower Limit
Upper limit
T Critical
Alpha Value
Degree of freedom
Hypothesis
T-Calc
P-Value

36.25490196
1.018204162
38
38
7.271432148
52.87372549
2.798891335
-1.342941103
38
11
49
1849
51
2.045123248
34.20977871
38.30002521
2.008559112
0.05
50
35
1.232465951
0.223539082

The mean of the sample is 34.60 (Score rating) so for 95% confidence level the population mean
for Social Skills would fall between 34.20 to 38.30 which fall in both medium and high rating so
we cannot reject or accept the hypothesis. So on the basis of the p-value we will check our
hypothesis, as p-value is more than alpha value (P-value > ) we cannot reject the null

hypothesis. So we have enough data to say that student at IMT do fall in high rating for the
Social Skills.

Limitations of the Study

1. Results are useful only when applied within correct context.
2. The data were limited to those which were obtained from respondents self-reported
responses to the questionnaire
3. The generalizability of findings is limited and can only be seen only as a indicative pattern
4. As the EQ test is based on procedure for sampling and quantifying human behavior to make
an inference about a particular psychological attribute so application to the population can
be subjective.
5. Individuals ability to understand instructional material and intent behind the questionnaire.
6. A psychological test can also be affect by the cultural experience, language and background
of the formulator of psychological test.

Conclusion and Suggestion

The aim of the study was to compare the attitude of the student of IMT Ghaziabad using
emotional intelligence as the key criteria as Emotional Intelligence has been positively related to
the employability and success to new hires by previous studies.
The results provided direct support to Hypotheses that IMT student have high emotional
intelligence in terms of Managing emotions, motivating oneself, Empathy and Social Skill but
failed to support Hypothesis for Self-awareness. In other words, IMT student have significantly
high emotional intelligence for Managing emotions, motivating oneself, Empathy and Social
Skill, but self-awareness among student needs to be improved.
Appendix 1
Questionnaire and Evaluation method
Questionnaire (by London leadership Academy)
Sl.
No
.
1
2
3
4
5
6
7

How much does each statement apply to you

Read each statement and decide how strongly the statement applies to
you.
Score yourself 1 to 5 based on the following guide.
1 = Does not apply ~ 3 = Applies half the time ~ 5 = Always applies
I can 'reframe' bad situations quickly
I am able to always motive myself to do difficult tasks
I am always able to see things from the other person's viewpoint
I am an excellent listener
I know when I am happy
I do not wear my 'heart on my sleeve'
I am usually able to priorities important activities at work and get on

Mark your score

that shows how
strongly
the statement
applies
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5

8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47

with them
I am excellent at empathizing with someone else's problem
I never interrupt other people's conversations
I usually recognize when I am stressed
Others can rarely tell what kind of mood I am in
I always meet deadlines
I can tell if someone is not happy with me
I am good at adapting and mixing with a variety of people
When I am being 'emotional' I am aware of this
I rarely 'fly off the handle' at other people
I never waste time
I can tell if a team of people are not getting along with each other
People are the most interesting thing in life for me
When I feel anxious I usually can account for the reason(s)
Difficult people do not annoy me
I do not prevaricate
I can usually understand why people are being difficult towards me
I love to meet new people and get to know what makes them 'tick'
I always know when I'm being unreasonable
I can consciously alter my frame of mind or mood
I believe you should do the difficult things first
Other individuals are not 'difficult' just 'different'
I need a variety of work colleagues to make my job interesting
Awareness of my own emotions is very important to me at all times
I do not let stressful situations or people affect me once I have left work
Delayed gratification is a virtue that I hold to
I can understand if I am being unreasonable
I like to ask questions to find out what it is important to people
I can tell if someone has upset or annoyed me
I rarely worry about work or life in general
I believe in 'Action this Day'
I can understand why my actions sometimes offend others
I see working with difficult people as simply a challenge to win them
over
I can let anger 'go' quickly so that it no longer affects me
I can suppress my emotions when I need to
I can always motivate myself even when I feel low
I can sometimes see things from others' point of view
I am good at reconciling differences with other people
I know what makes me happy
Others often do not know how I am feeling about things
Motivations has been the key to my success

1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1

2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2

3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3

4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4

5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5

1
1
1
1
1
1
1
1

2
2
2
2
2
2
2
2

3
3
3
3
3
3
3
3

4
4
4
4
4
4
4
4

5
5
5
5
5
5
5
5

48
49
50

Reasons for disagreements are always clear to me

I generally build solid relationships with those I work with
I realize immediately when I lose my temper

1
1
1

2
2
2

3
3
3

4
4
4

5
5
5

Assessment Method
1. Record your 1, 2, 3, 4, 5 scores for the questionnaire statements in the grid
below. The grid organizes the statements into emotional competency lists.
Calculate a total for each of the 5 emotional competencies.

Self-Awareness
Rating
1
6
11
16
21
26
31
36
41
46
Total (SA)

Managing
Emotion Rating
2
7
12
17
22
27
32
37
42
47
Total (ME)

Motivating One
Self Rating
3
8
13
18
23
28
33
38
43
48
Total (MO)

Empathy Rating
4
9
14
19
24
29
34
39
44
49
Total (EM)

Social Skill
Rating
5
10
15
20
25
30
35
40
45
50
Total (SS)

2. Interpret your totals for each area of competency using the following guide
Total
Rating
35-50
18-34
10-17

Interpretation
High. This area is a strength for you.
Medium. Giving attention to where you feel you are weakest
will pay dividends.
Low. Make this area a development priority.

3. Record your result for each of the emotional competencies: High, Medium or
Low.

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Daniel Goleman (2004). What Makes a Leader? Harvard Business Review (online) January
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2015]
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