Emotional Intelligence

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Emotional Intelligence

• Kaye Hope
• Anna Luksic

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Agenda

• 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

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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

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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

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What is Emotional Intelligence?

• 4 Components Daniel Goleman

Self-Awareness
Self-Management
Social Awareness
Social Skills
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Important Elements of EI
Bar-On Model
INTERPERSONAL
INTRAPERSONAL
STRESS MANAGEMENT
ADAPTABILITY
GENERAL MOOD
EFFECTIVE PERFORMANCE
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What is Emotional Intelligence?

• EI Street Smarts
• Not aptitude, vocational interest, or personality
• Can be improved by coaching, training and
  experiences

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EI Importance to the Workplace

• 80 of a persons 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

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EI Importance to the Workplace

• Enhance cognitive processes
• Decision Making
• Encouraging flexibility and change
• Organizational culture management
• Shift to team based workplace

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Real Life Examples

• LOreal 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

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Personal Testimonies

• Clip from the Institute for Health and Human
  Potential (IHHP)
• Leading authority for the impact of emotions on
  performance
• Provide training on EI to Fortune 500 companies,
  Olympic athletes, and a variety of business
  schools
• Dr. J.P. Pawliw-Fry, President of IHHP

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Tools for Measuring EI

• 4 Tools
• Bar-On Emotional Quotient Inventory
• Emotional Competence Inventory 360
• EQ Map
• Multifactor Emotional Intelligence Scale

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Bar-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 applicants scores to average results
  of employees who currently work in similar jobs

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Bar-On Emotional Quotient Inventory
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Emotional Competence Inventory

• 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 candidates score
• Encompass both personal and social competencies

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Emotional 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

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EQ 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

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EQ Map
Success
Initiative
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Multifactor Emotional Intelligence Scale

• 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

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Reliability

• Cronbachs alpha measures the degree to which
  scores are free of errors of measurement for a
  given group
• Is a measurement of internal consistency

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Validity

• 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

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Different Jobs EI

• Different jobs require different attributes of
  EI

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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

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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

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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 persons success based on EI
• CPA Journal

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Disadvantages of Using EI

• 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

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Advantages 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

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Conclusion

• 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 individuals 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

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• What do you think???
• Is EI a fad or is it here to stay?

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• What do you think???
• Would you use certain EI tools over others?

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• What do you think???
• Is there a difference between personality and EI?

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• What do you think???
• Would you use it for recruiting all job types, or
  just specific ones?

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• What do you think???
• Is Emotional Intelligence worth using in
  recruitment and selection?