This paper discusses emotional intelligence (EI) in the workplace.
Written in 2004; 2,175 words; 9 sources; MLA; $ 67.95
Paper Summary:
This paper explains that success in today's intricate, global business environment depends not only on the individual's knowledge of the subject or process, but also on his or her emotional intelligence, the level of ability to understand other people, what motivates them, and how to work cooperatively with them. The author points out that, although there are various testing procedures for EI, at this time there is no brief, objective, theoretically grounded measure of EI, which is generally acceptable in terms of reliability and validity. The paper recommends that organizations can help employees develop emotional competencies, even in the absence of measurement, by employing 'best practices' guidelines.
Table of Contents
Introduction
Introduction to Emotional Intelligence
Findings
Conclusion
Appendix A: Emotional Intelligence Test
Appendix B: Sample Question from Goleman's EI Test
From the Paper:
"Although Akers & Porter did not provide any extensive valid EQ test procedure, they did suggest a self test (see appendix), the value of which might lies in convincing CPAs, or any skill worker, of the value of EQ recognition. They also offered compelling statistics, at least in that limited field. "A study of partners at a large public accounting firm showed that those with significant strengths in self-management contributed 78% more incremental profit than partners who did not have these skills." While that was only one of the EQ components they enumerated, those with strong social sills had added 110% more to profit than those with only self-management skills. Conversely, CPAS with only significant analytical reasoning skills contributed only 50% more incremental profit."
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