•Beena 06
•Monalisa 26
•Priyanka 40
•Sumaiya 53
What is Emotional Intelligence?
• Emotional Intelligence is the capacity
to appreciate and explain emotions
and use emotions to enhance thought.
People high in
• Emotional Intelligence is the
emotional
foundation for personal qualities such
intelligence are
as self-confidence, integrity, self
expected to
progress more motivation, perseverance, knowledge
quickly through of strength and weakness.
the abilities • Emotionally Intelligent leaders have an
designated and to amazing ability to control their moods so
master more of that they do not allow their sad moments
them to cloud their thinking.
- Mayer &
Dimensions of Emotional
Intelligence
• Self-Awareness
Leaders with high self-awareness
portray oodles of self confidence.
They have a keen set of their own
Competencies and capabilities and
are less likely to end up
as a failure.
• Self-Regulation
Self-regulated leaders will figure
out how to keep his/her emotions or
moods on tight leash and harness
them productively and intelligently.
Dimensions of Emotional
Intelligence
• Motivation
Leaders with strong motivation level
Remain incorrigibly optimistic even if
the odds are stacked against them. A
strongly motivated leader will display
commitment to work and organization.
• Social Skills
A leader with strong social skills has a
big circle of known contacts and a flair
for striking middle ground with people
of all stripes.
Dimensions of Emotional
Intelligence
• Empathy
Empathy holds the major
key in retention of Bright
talents. Empathetic leaders
have a understanding of
cultural and ethnic
differences and make
provisions for it.
EI related to workplace
success
This can be clearly understand by considering the five
features of EI competencies that help to achieve
workplace goals:
1. Instinct and Affinity: Our intuition about others
needs and concerns.
2. Social skills: Ability to respond to others.
3. Self-assessment: Indentifying one’s internal
position.
4. Self-managing: Controlling one’s internal position.
5. Self-achievement: Facilitates to reach the goals.
Optimal process for developing
EI in Organizations
The optimal process for helping individuals to
Increase their emotional competence in personal and
interpersonal relationships.
There are four basic stages :
Stage 1: Initiation for Change
Stage 2: Training stage
Stage 3: Transfer and maintenance
Stage 4: Evaluation
Stage 1: Initiation for
Change
This stage focuses on parameters such as:
• Identifying the organization’s Need
• Evaluating Personal Abilities and Limits
• Providing Proper Feedback
• Maximizing Learner’s Choice
• Motivating for Involvement
• Establishing Learning Goals to Personal Values
• Measuring Expectations
• Gauging Readiness
Stage 2: Training
This stage focuses on parameters such as:
• Establishing a better relationship between the
trainer and the trainee
• Improving self direction change
• Establishing clear goals.
• Dividing goals into appropriate steps
• Facilitating opportunities for practice
• Emphasizing on experimental methods.
• Establishing support.
• Using models
• Preventing relapse
Stage 3: Transfer and Maintenance
Stage 4: Focus on the continuous
evaluation
Stage 3 focuses on parameters such as:
• Motivating to implement appropriate skills in the job
• Supporting learning to generate an organizational
culture.
Stage 4 focuses on parameters such as:
• Continuous learning with in the workplace can assist in
learning more about effective EI.
A MODEL FOR EMOTIONAL
INTELLIGENCE AND ORGANIZATIONAL
EFFECTIVENESS
HR Individual
Leadership emotional
Functions
intelligence
Organizational
Relationships effectiveness
Organizational Group
Climate and emotional
Culture intelligence
Significance of the
Model
•The model highlights the
correlation between emotional
intelligence and organizational
and managerial effectiveness.
•This model serve as a base for
those organizations who wish to
help individuals and groups
become more emotionally
intelligent.
•The model suggests that any
attempt to improve emotional
intelligence in organizations will
depend on relationships.
Explanation of
the Model
•The left hand portion of the model
suggests three interrelated factors
which have a significant impact on the
relations in the organization.
1. HR Functions.
2. Leaderships.
3. Organizational Climate and
Culture.
•At the right hand portion of the model,
the role of emotional intelligence in
building and maintaining relationships
become all the more prominent.
•Customer loyalty and commitment are
the results of such relationships.
Implication of the model
for the future
•The model captures some if not all of the important
forces that contribute to the development of
individual and group EI in organizations.
•The model reinforce the importance of relationship
management to improve organizational effectiveness.
•All the three factors on the left side of the model
are interlinked and no component can be seen in
isolation.
•The model also shows that individual and group EIs
are not parallel but complementary to each other.
The Importance OF
EMOTIONAL
INTELLIGENCE
The areas in which Emotional
intelligence plays a very important
role and pave the way for increased
organizational effectiveness are:
•Employee recruitment and
retention
•Development of talent.
•Team work.
•Innovation.
•Sales.
•Employee commitment and morale.
•Customer loyalty.
