EMOTIONAL INTELLIGENCE

Emotional Intelligence (EI), often measured as an Emotional Intelligence Quotient (EQ), is a term that describes the ability, capacity, skill or (in the case of the trait EI model) a self-perceived ability, to identify, assess, and manage the emotions of one’s self,of other,and of groups.
Emotional Intelligence tests/activities/exercises books - for young people ostensibly, but just as relevant to grown-ups - provide interesting and useful exercises, examples, theory, etc., for presentations and participative experience if you are explaining EQ or teaching a group.
Emotional intelligence is increasingly relevant to organizational development and developing people. Emotional intelligence is an important consideration in human resources planning; job profiling, recruitment interviewing and selection, management development, customer relation and customer service and more.
Emotional intelligence links strongly with concepts of love and spirituality: bringing compassion and humanity to work, and also to multiple intelligence” theory which illustrates and measure the range of capabilities people possess, and the fact that everybody has value.
Emotional intelligence has two aspects
Understanding yourself, your goals, intentions, responses, behavior and all.
Understanding others, and their feelings.
Recent studies indicate that emotional intelligence influences behavior in a wide range of domains including school, community, and the workplace. At the individual level, it has been said to relate to academic achievement, work performance, our ability to communicate effectively, solve everyday problems, build meaningful interpersonal relationships, and even our ability to make moral decisions. Given that EI has the potential to increase our understanding of how individuals behave and adapt to their social environment, it is an important topic for study.
Emotional intelligence five 'domains' of EQ as:
• Knowing your emotions.
• Managing your own emotions.
• Motivating yourself.
• Recognizing and understanding other people's emotions.
• Managing relationships, i.e., managing the emotions of others.
. By developing our Emotional Intelligence in these areas and the five EQ domains we can become more productive and successful at what we do, and help others to be more productive and successful too. The process and outcomes of Emotional Intelligence development also contain many elements known to reduce stress for individuals and organizations, by decreasing conflict, improving relationships and understanding, and increasing stability, continuity and harmony.







Emotional Competence
Emotional Competence is a learned capability based on emotional intelligence
that results in outstanding performance at work. Our emotional intelligence
determines our potential for learning the practical skills that are based on its five
elements: self-awareness, motivation, self-regulation, empathy, and adeptness in
relationships. Our emotional competence, on the other hand, shows how much of
that potential we have translated into on-the-job capabilities. For instance, being
good at serving customers is an emotional competence based on empathy.
Likewise, trustworthiness is a competence based on self-regulation, or handling
impulses and emotions well. Both customer service and trustworthiness are
competencies that can make people outstanding in their work. Simply being high
in emotional intelligence does not guarantee a person will have learned the
emotional competencies that matter for work; it means only that they have
excellent potential to learn them.


The emotional competence frame work
Personal competence-self awareness, self regulation, self-motivation

1) Self-awareness
(a)emotional awareness: Recognizing one’s emotions and their effects.
(b) Accurate self-assessment: knowing one’s strengths and limits.
(c) Self-confidence: sureness about one’s self-worth and capabilities.

2) Self-regulation
(a) Self-control: managing disruptive emotions and impulses.
(b) Trust worthiness: maintaining standards of honesty and integrity.
(c) conscientiousness-taking responsibility for personal performance.
(d)adaptability-flexibility in handling change.
(e) innovativeness-being comfortable with and open to novel ideas and new information.

(3) Self-motivation
Achievement drive-striving to improve or meet a standard of excellence.
(a)commitment-aligning with the goals of the group organization.
(b) Initiative: readiness to act on opportunities.
(c) optimism-persistence in pursuing goals despite obstacles and setbacks.
Social awareness
empathy- sensing others feelings and perspectives, and taking an active interest concerns
Service orientations: anticipating,recognizing,and meeting customer’s needs.
Developing others:sensing what others need in order to develop,and bolstering their abilities.
Leveraging diversity: cultivating opportunities through diverse people.
Political awareness:reading a group’s emotional currents and power relationships.


Social skills
(a)Influence:wielding effective tactics for persuasion.
(b)Communication:sending clear and conciving messages.
(c ) Leadership:inspiring and guiding groups and people.
(d)Change catalyst: intiating or managing change.



Example of emotional Intelligence
Here’s a cautionary tale about two students, Penn and Matt. Penn was a brilliant
and creative student, an exemplar of the best Yale had to offer. The trouble with
Penn was he knew he was exceptional – and so was, as one professor put it,
“unbelievably arrogant.” Even so, he looked spectacular on paper. When he
graduated, Penn was highly sought after. He got a lot of invitations for job
interviews. But Penn’s arrogance came across all too clearly; he ended up with
only one job offer from a second-tier outfit. Matt, on the other hand, wasn’t as
academically brilliant. But he was adept interpersonally. Everyone who worked
with him liked him. Matt ended up with seven job offers out of eight interviews
and went on to success in his field, while Penn was let go after two years at his
first job. Penn lacked – and Matt had – emotional intelligence.




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References
• Goleman, D. (1998). Working with emotional intelligence. New York: Bantam Books
• Bradberry, Travis and Greaves, Jean. (2005). The Emotional Intelligence Quick Book. New York:
• Bar-On, R. (1997). The Emotional Quotient Inventory (EQ-i): a test of emotional intelligence.
• Kluemper, D. H. (2008) Trait emotional intelligence
• Petrides, K. V., Pita, R., Kokkinaki, F. (2007). The location of trait emotional intelligence.
• Petrides, K. V. & Furnham, A. (2000a). On the dimensional structure of emotional intelligence. Personality