This paper is a literature review to define the hypotheses for further research on the relationship of emotional intelligence (EI) to success as a sales person.
Written in 2007; 2,735 words; 21 sources; APA; $ 81.95
Paper Summary:
This paper explains that a series of studies have linked emotional intelligence (EI) with increased performance outcomes in the workplace such as employee effectiveness ratings, sales quota indices, leadership capacity, career commitment and managerial advancement. The author points out that the commonly accepted models of emotional intelligence (EI), which differ from the logical type termed as IQ or general intelligence, share several basic concepts including self-awareness, self-management, social awareness and relationship management. The paper suggests that hypotheses for research should be to acknowledge the need to establish further the connection between emotional intelligence and work outcomes and to establish the greater impact of EI scores on sales performance as contrasted to IQ scores.
Table of Contents:
Introduction
Background of the Study
Statement of the Problem
Definition of Terms and Suggested Measures
Hypotheses of the Study
Further Research and Limitations of the Study
From the Paper:
"The Goleman-Boyatzis-Hay Emotional Competency Inventory is also based on a series of statements - but since it's a 360-degree instrument, individuals other than the test's subject are asked to answer the same questions about that subject. In this case, the ratings run from one to seven, with one being "slightly" and seven, "very." In practical terms, the Goleman-Boyatzis-Hay approach has focused less on training emotional intelligence than on addressing specific deficiencies in those competencies."
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