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Emotional Intelligence Case Study

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EMOTIONAL INTELLIGENCE
Rosete & Ciarrochi (2005) investigated the relationship between emotional intelligence (EI), personality, cognitive intelligence and leadership effectiveness. The analyses revealed that higher EI was associated with higher leadership effectiveness, and that EI explained variance not explained by either personality or intelligence quotient (IQ).
Côté & Miners (2006) presented a study that focused on how emotional intelligence (EI) and cognitive intelligence (CI) are associated with job performance. They developed and tested a model that posits that the association between EI and job performance became more positive as CI decreases. A study was conducted in which employees completed tests of EI and CI, and their task performance …show more content…

The study identified strong dispositional determinants of happiness. In line with previous findings, stability, conscientiousness, extraversion, and agreeableness, were positively correlated with both happiness and trait EI. Finally, a significant amount of shared variance between happiness and the Big Five was explained by trait EI, which partly mediated the paths from stability and conscientiousness to happiness, and fully mediated the link between agreeableness and happiness.
Sunindijo, Hadikusumo & Ogunlana (2007) conducted a study to examine the benefits of emotional intelligence (EI) to project management in terms of the style of leadership. The results revealed that EI affected leadership behaviour of the project leader. In addition, project managers with higher EI used open communication and proactive leadership styles. Finally, it was found that EI generated delegating, open communication, and proactive behaviour, which would bring positive outcomes to the …show more content…

The analysis revealed that majority of managers were emotionally intelligent but they had a moderate knowledge of the concept of EI. Also, a change in the level of EI was recorded to change according to the gender, age, level of education and working experience of managers.
Dehghanan, Abdollahi & Rezaei (2014) examined the influence of Big Five personality traits on emotional intelligence (EI). The analysis revealed a positive and significant association of EI with extraversion, agreeableness, conscientiousness and openness. Whereas, EI and neuroticism were significantly and negatively correlated.
Akhtar, Boustani, Tsivrikos & Chamorro-Premuzic (2014) explored the influence of Big Five personality traits, work-specific personality and trait emotional intelligence (EI) on work engagement. The analysis revealed that trait EI, openness, interpersonal sensitivity, ambition, extraversion, adjustment and conscientiousness predicted work engagement.
Papathanasiou & Siati (2014) investigated the emotional intelligence (EI) and job satisfaction of employees in Greek banking sector. The results revealed that gender, age, marital status and job position affected the level of EI. Also, EI influenced the level of job satisfaction.
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Journal of Marketing, 54(1), 85-101 Mayer (Eds.), Applying emotional intelligence: A practitioner's guide (pp. 28-52). New York, NY: Psychology Press. Mayer, J. and Salovey, P. (1993). The intelligence of emotional intelligence.

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In “Serve To Be Great” Tenney makes several references to the importance of emotional intelligence. Emotional intelligence is the ability to recognize emotions, control them, and apply them to solving a problem or task. In the fire service we deal with hectic and disturbing situations daily. It is imperative that we as leaders are able to maintain a calm and collected demeanor.

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An antagonist a person who is opposed to, struggles against, or competes with another; opponent; adversary. They often cause most of the dramatic events and the climax in a story. The antagonist in a story often feels no regret for the chaos they have caused. They usually display very selfish behavior only striving for what's best for them. In Arthur Miller's The Crucible many of the characters can be named antagonist but the prominent character is Abigail Williams.

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Background Recent literature analyzes the relationship between emotional intelligence and various types of decision-making, such as emotional, tactical, career, ethical, leadership, and health care (Alkozei et al., 2016; Brabec et al., 2012; Fallon et al., 2014). Literature also demonstrates how the EEG has been used in measuring components of trait emotional intelligence, such as optimism and self-esteem (Alessandri et al., 2015; De Pascalis, et al., 2013). Methods Participants

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Considering my test based on emotional intelligence my score on this assessment is rationally good, but there is a space for improvement. General, I am objectively skilled at understanding and dealing with my emotions. Based on part on emotional identification, perception, and expression my score showed 77 which explain that I am reasonably skilled when it comes to the core ability of identifying, perceiving and expressing emotions in myself and others as well. Looking on part on emotional facilitation of thought my score showed 83 which means I am aware of the guiding potential of my own emotions, and usually tune in to my feelings as a means to direct my judgment, reasoning, and actions. My score for emotional understanding showed score of

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According to Daniel Goleman (1998), Emotional Intelligence is "the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships. Leadership influences the behaviors, attitudes and thoughts of others. Effective leaders help others navigate obstacles and challenges. They can also encourage and inspire those around them.

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Everyone is looking for ways to get better and surveys seem to be the most expedient method leaders use to assess employees. Being able to utilize these tools allows leaders to look at a greater number of employees or potential employees. I have taken three surveys that will help identify my character strengths and weaknesses, as well as, my leadership strength and weaknesses. The first survey I took was Values in Action (VIA) inventory of strengths.

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But even with all the leadership training programs and “expert” advice available, effective leadership still eludes many people and organizations. One reason, says Daniel Goleman, is that such experts offer advice based on inference, experience, and instinct, not on quantitative data. Now, drawing on research of more than 3,000 executives, Goleman explores which precise leadership behaviors yield positive results. He outlines six distinct leadership styles, each one springing from different components of emotional intelligence. Each style has a distinct effect on the working atmosphere of a company, division, or team, and, in turn, on its financial performance.

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After many number of publications of papers, Trait Emotional intelligence was developed. Trait Emotional intelligence is assemblage of emotional self –perceptions located at the lower levels of personality. Trait Emotional intelligence is one’s own perception of own emotional abilities. This model overcomes the criticisms of ability model.

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EMOTIONAL INTELLIGENCE AMONG SOCIAL WORK PROFESSIONAL Abstract Emotional Intelligence is defined as being able to recognize emotions in self and others, understanding how emotions work and being able to manage emotions. Knowing the crucial role of emotions and relationships in the social work chore, the rapid growth of literature reveals the relevance of EI to social work is behind the schedule and it’s time to re-evaluate and work on it. In this study, the relationship between emotional intelligence, measured by the Wong and Law Emotional Intelligence were examined with a sample of social work professionals in different fields (N=100). Demographic profile such as age group gender, the order of birth, marital status, type of family, education,

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Emotional Intelligence The ability to recognize human emotions, to understand the intentions, motivations and desires of others and their own, and the ability to manage their emotions and the emotions of other people in order to solve practical problems. There are four factors of emotional intelligence: self-awareness, self-management, social awareness and relationship management. Emotional intelligence is also known as a part of the effective type of leadership. It is very important to understand how the brain operates and how emotional response system works in Apple Company.

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Emotional intelligence is an important factor which influences an individual success in their life (Ishak, Chiu, Rahim, Mahat, Hashim, Mutalib and Jdaitawi, 2013). “Intellectual intelligence contributes only 20% to one’s success while the remaining 80% of a person’s success in life is contributed by emotional and social intelligence” (Goleman, 1997). Yusof and Yaacob (2012) had mentioned that in their study that “Emotional intelligence is one of the main aspects of the National Education Philosophy”. Through the National Education Philosophy the important for emotional intelligence is extremely obvious and essential as intellectual intelligence and spiritual intelligence. If the students possess positive emotions towards their course, they

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This might be a sign of lacking awareness of problem. Emotional intelligence refers to a person’s abilities to perceive, identify, understand, and successfully manage emotions in self and others. Being emotionally intelligent means being able to effectively manage ourself and our relationships. A leader need a high degree of emotional intelligence to regulate their emotions and motivate others.

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An understanding of what precisely creates emotional intelligence is essential not simply due to the capacity that is so fundamental to leadership but because some people are strong in some of its elements which can be totally lacking in others (Ovans, 2015). The overall result of (Kerr, et al, 2005) data analysis shows that the person’s emotional intelligence may be a key to effective

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If the individual has great appetite for success contrasted with high perceptive capability, then the person will be more efficient in their job. Personality does predict worker’s performance but only to a certain level and only captures only part of the overall picture. Research reveals that these methods have disadvantages as well and there are many other suitable ways of assessing employee performance. The advantages an organization can obtain by using personality to estimate worker performance is that it allows to select the right applicant for the job which will in turn profit the organization and the worker will be motivated to do their best and enjoy their job as it will match their personality what will result in resulting in positive attitude which is also of value to the

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