Date post: | 21-Nov-2014 |
Category: |
Documents |
Upload: | dinesh-chugh |
View: | 299 times |
Download: | 1 times |
Emotional IntelligenceEmotional Intelligence
AgendaAgenda
• What is Emotional Intelligence?• Why is it important for the workplace?• How can we measure Emotional Intelligence?• Is it really worth while?• Different job types utilizing Emotional
Intelligence• Advantages and Disadvantages• Conclusion• Questions and Answers
What is Emotional Intelligence?What is Emotional Intelligence?
IQ – “School Smarts”
• Measure of intellectual, analytical, logical and rational abilities
• Retaining/recalling information, problem solving, manipulating numbers, etc.
• Cannot and does not predict success in life• Predicts 1-20 percent of success in a given job
What is Emotional Intelligence?What is Emotional Intelligence?
EI – “Street Smarts”
• “the ability to perceive emotions, to access and generate emotions so as to assist thought, to understand emotions and emotional meanings, and to reflectively regulate emotions in ways that promote emotional and intellectual growth”
– Salovey & Mayer
What is Emotional Intelligence?What is Emotional Intelligence?
4 Components – Daniel Goleman
Self-Awareness
Social Skills
Self-Awareness Self-Management
Social Awareness Social Skills
Social Awareness Self-Management
Important Elements of EIImportant Elements of EI
STRESS MANAGEMENT ADAPTABILITY
INTERPERSONALINTRAPERSONAL
EFFECTIVE PERFORMANCE
GENERAL MOOD
Bar-On ModelBar-On Model
What is Emotional Intelligence?What is Emotional Intelligence?
EI – “Street Smarts”
• Not aptitude, vocational interest, or personality• Can be improved by coaching, training and
experiences
EI Importance to the WorkplaceEI Importance to the Workplace
•80% of a person’s success based on EI (CPA Journal)
•Profitability linked to quality of work life
•Profitability linked to employee feelings about their job, colleagues, and company
•Ex. Trios Training Centres
EI Importance to the WorkplaceEI Importance to the Workplace
• Enhance cognitive processes
• Decision Making• Encouraging flexibility and
change• Organizational culture
management• Shift to team based
workplace
Real Life ExamplesReal Life Examples
L’Oreal Results• $91,370 more in sales• Net revenue increase of $2,558,360• 63% less turnover
Manufacturing Plant Findings• LTA decreased by 50%• Grievences reduced from 15 to 3• Production increased by 17%
Tools for Measuring EITools for Measuring EI
• 4 Tools
1. Bar-On Emotional Quotient Inventory
2. Emotional Competence Inventory 360
3. EQ Map
4. Multifactor Emotional Intelligence Scale
Bar-On Emotional Quotient InventoryBar-On Emotional Quotient Inventory
• First scientifically validated Emotional Quotient measure in the world
• Created by Dr. Reuven Bar-On who completed 14 years of testing worldwide
• Measures both social and emotional intelligence • Uses 133 questions which are answered using a 5
point scale • Delivers a quantitative measure of readiness for
change• Compare an applicant’s scores to average results of
employees who currently work in similar jobs
Bar-On Emotional Quotient InventoryBar-On Emotional Quotient Inventory
Bar-On EQ-i Test Components
IntrapersonalSkills
InterpersonalScales
AdaptabilityScales
Stress ManagementScales
GeneralMood Scales
Self Regard Empathy Reality Testing Stress Tolerance Optimism
Emotional SelfAwareness
SocialResponsibility
Flexibility Impulse Control Happiness
Assertiveness Interpersonal Relationship
Problem Solving
Independence Stress Tolerance
Self Actualization Impulse Control
• ECI 360 is a well-known tool developed by Daniel Goleman
• Frequently used for internal recruiting and promotion candidates
• Up to 15 other assessors are utilized to develop one candidate’s score
• Encompass both personal and social competencies
Emotional Competence InventoryEmotional Competence Inventory
Emotional Competence InventoryEmotional Competence Inventory
• Measures the user on 30 work-related competencies in 5 categories
• Uses 110 questions on a six point scale describing the degree to which a statement characterizes the candidate in question
Emotional Competence Inventory 360
Personal Competence
Social Competence
1. Self Awareness- knowing one’s internal states, preferences, resources and intuitions
2. Self Regulation- managing one’s internal states, impulses and resources
3. Motivation – emotional tendencies that guide or facilitate reaching goals
1. Empathy – awareness of other’s feelings, needs, and concerns
2. Social Skills – adeptness at
inducing desirable responses in others.
EQ MapEQ Map
• Developed by Esther Oriolo and Robert K Cooper “Unique non-judgmental, interactive
approach to assessing many areas including emotional intelligence, stress, self-esteem, resiliency, and creatively.” (Cherniss, Goleman 2001, 118)
• Does not result in any sort of numeric score
• Best suited for personal development
EQ MapEQ Map
BuildingTrusting
Relationships
Creating the FutureInnovation
Unique Potential
Increasing Energy and Effectiveness Under
Pressure
Initiative
Success
• MEIS was developed by Salovey and Mayer in 1990
• Specifically looks at the internal concept of EI Perception, Appraisal and Expression of
Emotion Emotional Facilitation of Thinking Understanding and Analyzing Emotions;
Employing Emotional Knowledge Reflective Regulating Emotions
• Uses music, pictures, stories, and a wide variety of other situational exercises to evaluate the user
Multifactor Emotional Intelligence ScaleMultifactor Emotional Intelligence Scale
ReliabilityReliability
• Cronbach’s alpha measures the degree to which scores are free of errors of measurement for a given group
• Is a measurement of internal consistency
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
0.9
1
BARON
ECI 360 MEIS EQMAP
LOW ALPHAHIGH ALPHA
• The degree to which evidence and theory support the interpretations of test scores entailed by proposed uses of tests
• All four models support both content and construct validity
• Bar-On has undergone over 4000 normative studies
• Both MEIS and EQ Map have less statistical analysis and require more to be scientifically recognized
• ECI 360 has higher levels of analysis, it omits elements such as tolerance, testing and happiness that are included in Bar-On
ValidityValidity
Different Jobs & EI Different Jobs & EI
• Different jobs require different attributes of EI
Sales Accountant Surgeons Lawyers Engineers Social Workers
Self-Actualization
Problem Solving
Independence Self-Actualization
Self-Actualization
Independence
Assertiveness Interpersonal Relationships
Stress Tolerance
Happiness Happiness Stress Tolerance
Happiness Happiness Empathy Stress Tolerance
Optimism Assertiveness
Optimism Self-Regard Impulse Control
Assertiveness Empathy Impulse Control
Self-Regard Emotional Self Awareness
Flexibility Social Responsibility
Interpersonal Relationships
Optimism
Recruiters & EI Recruiters & EI
Case Study of U.S. Air Force recruiters
• High rate of turnover = high costs• Administered the Bar-On EQ test• 5 most successful factors:
- assertiveness- empathy- happiness- self-awareness- problem-solving
Recruiters & EI Recruiters & EI
SO WHAT?
• Base of operations, sex, ethnicity, education, age or # hrs worked no direct relation to success
• Reorganized the recruiter training program to emphasize its critical success factors
• Air Force recruiters 2x more productive than other recruiters
• Retention rates increased by 92%• Cost savings of $2,700,000
Predicting Job Performance Predicting Job Performance
Directly responsible for 27 to 45% of job success• Study of 2M employees at 700 companies found that
employee retention is determined by their relationship with co-workers and supervisors
• Studies on engineers have shown that EI components are the best predictor of success accounting for 35% of work performance variance
• Scientifically proven that EI is a better predictor of workplace success than IQ
• 80% of a person’s success based on EI- CPA Journal
• EI dependent on situational factors
• Assumes stability across all situations
• Length of testing – sufficient proof?
• Congruency between self-evaluation and recruiter evaluation
• Certain jobs not dependent on level of Emotional Intelligence
Disadvantages of Using EIDisadvantages of Using EI
Advantages of Using EIAdvantages of Using EI
• Paper appearances can be deceiving
• Candidates aware of emphasis placed on emotional intelligence within the organization
• IQ can indicate what profession an individual can hold, EQ will be a more powerful predictor of performance
ConclusionConclusion
• Different EI components are more relevant depending on specific job requirements
• Training can be used as a way to increase EI of employees
• Bar-On provides the only statistically proven method of determining an individual’s EI, therefore choose methods wisely
• Must consider that EI is a relatively new method for predicting job performance, and longer studies may be required to confirm validation of methods
What do you think???
Is EI a fad or is it here to stay?
What do you think???
Would you use certain EI tools over others?
What do you think???
Is there a difference between personality and EI?
What do you think???
Would you use it for recruiting all job types, or just specific ones?
What do you think???
Is Emotional Intelligence worth using in recruitment and selection?