University of Central Punjab MBA

Group: R121 Title: Competency Mapping and Organizational Success: Affect of Emotional Intelligence on Employee Performance

Project Proposal

Research Advisor: Prof. Seema Arif

Prepared by:
Uzma Majeed Rana Mohsin Saeed Ali Pervaiz L1 so6mbam0029 L1f08mbam2046 L1f08mbam2135

SUBMISSION DATE: 26thAug 2011

Title: Competency Mapping and Organizational Success: Affect of Emotional Intelligence on Employee Performance.

Back ground and Significance of study: Competency mapping helps to assess the strengths of an individual within the organization and sometimes in part of an organization. Whereas, Emotional intelligence is an intelligence which monitors once own abilities and considers the emotions and feelings of others and discriminates it to use this information to guide ones thinking and actions. Employee performance is basically related to individual appraisal system and its daily task achievement. An organization is successful when it is able to compete with the competitors and its desired targets are achieved.

Previously there are many researches done on competency mapping. Buckingham and Cliftons book practice competency mapping through testing, having the person sift through past work experiences and by analyzing learning types. Integrated diversity System by A KLP Performance Corporation research that Competency Mapping process is designed to consistently measure and assess individual and group performance as it relates to the expectations of the organization and its customers. It is used to identify key attributes like knowledge, skills, and behavior that are required to perform effectively in a job classification or an identified process. The competency mapping practice may assist managers and supervisors to accomplish a more complete understanding of the transferability of skills from job activity to job activity (Gunner, 2001).

Generally EI has effect in almost every field of life because with little empirical support, people have claimed that Emotional intelligence may be the best predictor of success in life, reddening what it means to be smart' (TIME, 1995, Cover). The study will try to bring light on the latent factors for organizational success and will help to identify that which elements of emotional intelligence are more important for increasing employee performance and for achieving organizational goals. Taking into consideration one company will help to enable us to focus our study with some constants. It is difficult to observe people in different variable environmental stimulus. Thus, focusing on one company eliminates the variety that would exist in different

companies by making them common stimuli as far as their relation to the company and nature of industry is concerned. The research will be conducted as case study of DESCON Private limited, focusing on a principle factor of competency mapping, emotional intelligence and its effect on employee performance and its role in organizational success. DESCON Private Limited is in the business of delivering client specific solutions for projects related to Energy, Infrastructure and Process industry. This study is important because it has Local as well as Global value such as: The value of competency mapping and identifying emotional strengths is that many employers now purposefully screen employees to hire people with specific competencies. They may need to hire someone who can be an effective time leader or who has demonstrated great active listening skills. Alternately, they may need someone who enjoys taking initiative or someone who is very good at taking direction. When individuals must seek new jobs, knowing ones competencies can give one a competitive edge in the job market (Ellis-Christensen, 2011). Preliminary studies (Literature Review): Emotional intelligence has been used as term many times in literature before its first model was introduced by Mayer& Slovey in 1990. (Leuner, 1966; Payne, 1986; Greenspan, 1989). First time Emotional intelligence was introduced by Mayer and Solvey in 1990, since that time it has become very popular. Many researches are about attempt for developing self report measures of Emotional intelligence or it constructs. (Goleman, 1995; Bar-On, 1997; Salovey & Mayer, 1990; Roger & Najarian, 1989: Schutte et al., 1998).

Some researches indicate that interpersonal intelligence indicates a persons capability to understand motivation, intention and willingness of people, accordingly, to work accurately with others. (Gardner, 1999). Some research indicates that there is significant affect of Emotional intelligence on employee performance. The paper examines the impact of four significant aspects of EI that is self awareness, self management, social awareness and relationship management. Study was conducted in Pakistan and data was collected from five telecom companies by using questionnaires. The results revealed that a positive relationship exists between emotional intelligence and employee performance (Shahzad et al., 2011).
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Evidence proved that emotional intelligence has linked with important outcomes like Social relationship (Lopes, bracket Nizlik, Shkuts, Sellin & Salovey, 2004: Lopes, Salovey, cote & Beers, 2005). Some researches show that emotional intelligent persons are better performer than others persons (Law, Song &Wong, 2004: Van Rooy & Visweswarran 2004). Some researches indicates that person with emotional intelligence perform better in teams and manage work stress (Caruso & Solvey, 2004: Golman, 1998). Some studies indicate that it is necessary to be effective in helping your organization for manage its change; leader should be able to control their emotions angriness and lack of confidence (Bunker, 1997).

Furthermore, it is generally accepted that Emotional intelligence is conceptually relevant for predicting employees work performance because organizations require interpersonal interactions to achieve goals, and because most jobs require the ability to manage emotions. Thus, it is perhaps not surprising that empirical research has established a relationship between emotional intelligence and work performance (Goleman, 1995: Cote and Miners, 2006; Lam and Kirby, 2002; Semadar, Robins and Ferris, 2006). The emotional intelligence concept has emerged as an important but still relatively understudied element of competence (Ashkanasy and Daus, 5005; Giardini and Frese, 2006). Ever since the publication of Daniel Golemans first book on the topic in 1995, emotional Intelligence has become one of the hottest buzzwords in corporate America. For instance, when The Harvard Business Review published an article on the topic two years ago; it attracted a higher Percentage of readers than any other article published in that periodical in the last 40 years. When the CEO of Johnson & Johnson read that article, he was so impressed that he had copies sent out to the 400 top executives in the company worldwide. (Cheeriness, April, 15, 2000).

Conceptual Framework: Competency mapping is a process through which one assesses and determines ones strengths as an individual worker and in some cases, as part of an organization. It generally examines two areas: emotional intelligence or emotional quotient (EQ), and strengths of the individual in areas like team structure, leadership, and decision-making (Tricia Ellis-Christensen).
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Our focus will be on emotional intelligence. Emotional intelligence is a form of intelligence that involves the ability to monitor one's own and other' feelings and emotions, to discriminate among them and to use this information to guide one's thinking and actions. (Salovey & Mayer, 1990). Emotional intelligence (EI) refers to the ability to perceive, control and evaluate emotions.

Indicators of Emotional Intelligence: Interpersonal skill definition: Ability to interact and engage with peers, superiors and subordinates with assertiveness and empathy. Clearly communicate the views and keep the groups point of view in mind while discussing issues. Manage internal and external clients in harmony. There are two major and visible components of emotional intelligence. 1. Social management 2. Personal Management. Model:

Emotional intelligence

Employee performance

Organization's success

Personal management

People development

KSC and company records and documents

Social management

Team building

Through competency mapping we mean individual competency in interpersonal skills to develop and use those skills for organizational effectiveness and success. We are using Golemans concept of emotional intelligence that looks at EI both as a trait, the personal character of an individual and an ability, which can be learned and developed. Our scope of study is limited to assess the impact of interpersonal skills used in building social relationships such as team culture in an organization that ultimately leads to organizational success. Specific Aim: The aim of study is to determine competency mapping of interpersonal relationship as quoted by Golemans concept of EI and its effect upon employee performance leading towards organization success. Our research will be examining the impact of two significant aspects of EI that is personal management and social management on employee performance.. Objectives: This study aims to: 1) Discover the competencies developed by DESCON Private Limited in their employees. 2) Investigate job design for a narrative description of the competencies for a targeted job category, occupational group, division, department or other unit of analysis. 3) Assess individual competencies of employees. 4) Compare individual competencies with that of the group and as described in job design. 5) Suggestions for improving job design and competency management. Methodology: We are going to use case study method (Yin, 2009) to conduct this research. The selected case for this research is DESCON Private Limited. We will use a mixed method approach for collection and analysis of the data. The instruments used will be as follows: 1. Surveys and questionnaires 2. Document analysis.

We will start our study by conducting surveys and questionnaire within the organization by stratifying levels within the hierarchy. We will identify a random number of employees mostly from top management and middle management within the organization and will conduct surveys with them. This information will be helpful for us to develop a good research study. DESCON Company Profile DESCON Completing its 32 years of excellence, is amongst the leaders in Engineering, Chemicals and Power industry within the region. Based on its practice, DESCON recognized the requirement of specialized engineering services in the field of power generation, primarily to the Pakistani process industry which is the backbone of the countrys economy. This resulted in the formation of "DESCON Power Solutions. Together DPS and MWM offer services such as engineering & design, supply & installation, commissioning operation & maintenance, supply of spare parts and emergency trouble shooting. DESCON is a leader in providing quality chemical solutions and associated services that deliver great value for our customers. Their products, services, and their applications are in a wide variety of industries, including textile, pulp and paper, detergent, paint, electronics, packaging, and food industry. DESCONs Chemical Business has matured over its 30 year history to become a leading chemical solutions provider in Pakistan and abroad Under the dynamic leadership it has lived up to that claim; by providing quality products, backed by technical and sale support, to ensure that their customers just dont have a product- they have the complete solution. DESCON Engineering Limited was established in 1977 with 4 employees in Lahore (Pakistan) providing engineering services to process plants.Today DESCON Engineering Limited is a major player in the region serving the oil and gas, chemical, petrochemical, cement, power and infrastructure sectors in Pakistan and the Middle East. DESCON Engineering Limited Headquarters is located in Lahore, Pakistan. The company is well-established in United Arab Emirates, Saudi Arabia, Qatar and Kuwait with projects executed in Iraq, Oman and Egypt as well Joint ventures include Olayan DESCON in Saudi Arabia, and Presson DESCON International Limited (PDIL).

DESCON Engineering Limited is an integrated engineering services and manufacturing company operating in Pakistan and the Middle East. DESCON Engineering Limited is in the business of delivering client specific solutions for projects related to Energy, Infrastructure and Process industry. The integrated package of services encompasses engineering, procurement, manufacturing, construction, commissioning and maintenance. DESCON Engineering Limited is a multinational company renowned in the region for its quality, safety and on-time delivery of projects and products. All the faculties required to deliver turnkey projects, reside within the company. This unique strength enables company to provide solutions as an EPCC (Engineering, Procurement, Construction and Commissioning) services provider to a host of international clients. The company is driven by clearly defined vision and strives to add value to its clients businesses by providing world-class solutions at cost-effective levels. References: Goleman, D. (1995). Emotional intelligence. New York: Bantam Books. Goleman, D. (1998). Working with emotional intelligence. New York: Bantam Books Goleman, D., Boyatzis, R. and McKee, A. (2002), The new leaders: transforming the art of leadership into the science of results. London: Little, Brown. Goleman, D. (1995). Emotional intelligence. New York: Bantam Books. Goleman, D. (2006). Social Intelligence. New York: Bantam Books. Greenspan, S. I. (1989). Emotional intelligence. In K. Field, B. J. Cohler, & G. Wool (Eds.), Learning and education: Psychoanalytic perspectives (pp. 209243). Madison, CT: International Universities Press. Shahzad, K., Sarmad, M., Abbas, M. and Khan, M .A. (2011), African Journal of Business Management, 5(4), pp. 1225-1231. Payne, W. L. (1986). A study of emotion: Developing emotional intelligence, self integration, relating to fear, pain, and desire. Dissertation Abstracts International, 47, 203. Tricia Ellis-Christensen, 18 May 201. What is Competency mapping? Yin, R.K. (2009) Case study research. 3rd edition, Thousand Oaks, CA: Sage Publications.