Emotional Intelligence

Paper Summary:

This dissertation proposal examines the relationship that exists between the role of 'emotional intelligence' and 'effective leadership and job success'. According to the paper, the theory of emotional intelligence states that emotional intelligence "is a combination of the intelligence we have that helps us both know and manage ourselves well, and the intelligence that we have that helps us understand, motivate and relate effectively to other people." The paper further discusses how even the most academically brilliant among us are vulnerable to being undone by unruly emotions.

Outline:
Introduction
Emotional Intelligence Theory
EI as a Form of Intelligence
Spearman - Psychological Ability
Thorndike Social Intelligence
Weshsler - "Non-Intellective Abilities"
Howard Gardner - "Multiple Intelligences"
Mayer & Salovey - "Four Branch Model"
Daniel Goleman - Personal and Social Competencies
Reuven Bar-On - EI in the Context of Personality Theory
Emotional Intelligence and Leadership
EI and Successful Organizational Leadership
Summary and Conclusion

From the Paper:

"Emotion Quotient Inventory (EQ-I) self report measure of emotionally and socially intelligent behavior that provides an estimate of emotional-social intelligence. The EQ-I was the first measure of its kind to be published by a psychological test publisher (BAR-On, 1997a) Contains 133 items (short sentences) (5 point response scale) takes 40 minutes to complete (scales are scored on 15 subscale scores: Intrapersonal (self-regard, emotional , self-awareness, assertiveness, Independence, self actualization) Interpersonal (empathy, social responsibility, interpersonal relationship) Stress management (stress, tolerance, impulse control) Adaptability (reality testing, flexibility and problem solving) General Mood (optimism, happiness) Scores computer generated/raw scores auto. tabulated and converted into standard scores based on a mean of 100 and standard deviation of 15. Resembles IQ scores - (E) Ave to above ave EQ scores - suggest respondent = effective emotional and social functioning. Higher scores - more positive prediction for effective functioning in meeting daily demands/challenges. Low - inability to be effective due to emotional, social or behavioral problems. Has built in correction factor automatic adjustment of scale scores based on scores obtain from two of the instrument's validity indices (positive impression and negative impress) Important feature for self-report reducing potential of distortion in effects of response bias with increased accuracy in results."

Sample of Sources Used:

• Abraham, R. (2000).The role of job control as a moderator of emotional dissonance andemotional intelligence-outcome relationships. Journal of Psychology, Vol.134, 2.
• Abraham, R. (1999). Emotional intelligence in organizations: a conceptualization. genetic, social, & general psychology monographs, Vol.126, 2.
• BarOn, R. (1996). The Emotional quotient inventory (EQ-1): A test of emotionalintelligence. Toronto: Multi-Health Systems.
• Berk, L. (1994). Child development. Needham Heights, Massachusetts: ParamountPublishing.
• BeShears, R.S.(2004). The ability of emotional intelligence to predict transformationalleadership when personality, affect, and cognitive ability are controlled. (Doctoral Dissertation, Wayne State University)

More papers on Emotional Intelligence:

• Research Paper # 97407 : "Emotional Intelligence and Children"
• Article Review # 141660 : "Feeling Smart: The Science of Emotional Intelligence"
• Book Review # 122780 : "Emotional Intelligence"
• Term Paper # 143364 : "Emotional Intelligence"

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