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Emotional Quotient

In the workforce today, businesses are now structured in a way that almost everyone has some level of decisionmaking ability. Whether the decisions are big or small, they have a direct impact on how successful, efficient and effective individuals are on the job. As a result, it is becoming more and more important for employees to focus on and improve their decisionmaking abilities. This may seem as simple as learning from our mistakes, but it really starts at a much deeper level. Making better decisions starts with understanding your own Emotional Quotient (EQ).

What is Emotional Quotient?


While it is often misunderstood as intelligence quotient (IQ), Emotional Quotient is different because instead of measuring your general intelligence, it measures your emotional intelligence. Emotional Quotient is the ability to sense, understand and effectively apply the power and acumen of emotions to facilitate high levels of collaboration and productivity. In the business environment, Emotional Quotient is important because it helps you leverage your awareness of emotions for effectiveness in the workplace.

Assessing Emotional Quotient


The TTI(Target Training International)Emotional Quotient assessment measures an individuals emotional intelligence with an online questionnaire that is immediately analyzed to produce a report with detailed information about the individuals Emotional Quotient score. The higher the score in the report is, the higher the level of emotional intelligence will be. At any level, the TTI Emotional Quotient report will empower individuals to understand their own EQ so they can avoid making high-risk decisions without understanding how their emotions are influencing their choice. Instead they can make educated, sound decisions with their head, instead of just their heart.

The Five Areas of Emotional Quotient


The TTI Emotional Quotient report focuses on five areas within interpersonal and intrapersonal intelligence. Intrapersonal intelligence is the ability to understand oneself, while interpersonal intelligence is the ability to understand others. Intrapersonal Emotional Quotient Self-Awareness The ability to recognize and understand your moods, emotions and drives, as well as their effect on others. Self-Regulation The ability to control or re-direct disruptive impulses and moods and the propensity to suspend judgment and think before acting.

Motivation A passion to work for reasons that go beyond money and status and a propensity to pursue goals with energy and persistence. Interpersonal Emotional Quotient Social Skills A proficiency in managing relationships and building networks. Empathy The ability to understand the emotional makeup of other people.

Applications in Your Business


With TTI Emotional Quotient, you can improve the coaching and development process by giving superior performers the opportunity to truly understand their emotional intelligence. The TTI Emotional Quotient report will help identify ways they can take action to accelerate their Emotional Quotient development and leverage their new knowledge to make better decisions on the job Emotional quotient (EQ), also called emotional intelligence quotient, is a measurement of a person's ability to monitor his or her emotions, to cope with pressures and demands, and to control his or her thoughts and actions. The ability to assess and affect situations and relationships with other people also plays a role in emotional intelligence. This measurement is intended to be a tool that is similar to intelligence quotient (IQ), which is a measurement of a person's intellect. There is much debate surrounding the legitimacy of EQ, however, primarily because there is no standard of measurement. History Although research into this concept had been performed since at least the 1800s, the terms "emotional quotient" and "emotional intelligence" did not become popular until the 1980s, when psychologists Peter Salovey of Yale and John Mayer of the University of New Hampshire began conducting research into it. The concept was further popularized by Daniel Goleman, another well-respected psychologist who wrote many books on the subject and has served as co-chair of The Consortium for Research on Emotional Intelligence in Organizations. Although these and many other psychology experts view emotional intelligence measurements as scientifically valuable studies of social behavior and relationships, the science behind these measurements are often questioned.

Measurement A persons EQ can be measured using any of various assessments, including one developed by Salovey and Mayer. Some assessments use self-given responses, and others are based on peergiven responses. Although a single test might give some insight into a persons personality and

psychological make-up, discovering the true value of EQ and its relationship to and impact on a persons life might take years and multiple studies. Uses Measurements of people's emotional intelligence quotients are used in many settings. The idea is very popular in the corporate world, where many businesses use EQ tests to help their employees determine and measure their emotional responses to various situations. Most such tests are administered with the idea that this factor can be modified or increased, but there is dispute about whether a person's emotional intelligence is something he or she is born with or if it can be changed. Application Studies have been done on possible ways that a high or low EQ might affect a persons abilities to perform under pressure, resolve conflict, and cope with challenges. For example, someone who has a low EQ might lack self-confidence and be pessimistic, both of which might affect his or her performance when doing certain tasks. People who are not proponents of the concept believe that things such as confidence, self-esteem and attitude are simply a matter of personality, which cannot be measured or modified. Other studies have linked this measurement to communication skills and other social skills that people either lack or possess.

Emotional quotient at work


Being overtly emotional at work can prove hazadrous to your career. Tears, anger, irritation, complains etc. on a regular basis tends to lower your credibility in office.
Over the years emotional quotient has come in par with intelligence quotient. A balanced emotional quotient assists in building an optimistic work relationship with colleagues and you tend to perceive challenges in a positive frame of mind. Employers treat emotional quotient seriously these days and this is why there is a lot of focus on workplace happiness and congeniality. It has been scientifically demonstrated that emotional intelligence is actually more important in predicting success in the workplace than IQ. Some think that being emotional at work can be treacherous. Emitting emotions consistently acts negatively in their work and promotions. Women as well as men think display of emotions to be unprofessional and at some level it is. Nobody will tolerate outpour of tears at every difficult situation in office. Similarly, anger and agitation will make it difficult for your colleagues to work with you. A balance in emotions is a must to have a healthy work lifestyle. Learn to be emotionally connected with work without getting too sensitive.

1) Identify the difficult areas. We sometimes get touchy on certain matters or with certain people. Identify these issues/ people and start being cautious while dealing with them. Then, try to figure out the origin of the problem. Once done, rectify and deal with the challenge. Otherwise, soon you will be moved to other projects or team for being oversensitive which will be a blotch in your career. 2) Work realistically. It is good to be ambitious but it is also essential to be a realistic planner. When you get easily emotional about work then planning becomes crucial. Do not allow factors like un-accomplished targets be a reason for your distress at work. Be realistic in your approach and work accordingly. 3) Learn your boundaries. It is perfectly understandable not being an expert in all the things that you do in office. Accept your weak areas and work on them to improve. Denying your limitations and then doing a shabby job will show imperfections in your character. Accepting limitations will help you to manage your emotions better. 4)Start the process. Bringing a balance in your emotions will be a long process. Do not expect any miracles immediately. Therefore, do not get impatient and quit midway. Make yourself feel as secure as possible to begin with. Think about the dire consequences which you might have to face because of oversensitivity. That should do the trick. . Emotional Quotient Inventory The Emotional Quotient Inventory (EQ-i) is the first scientifically validated and most widely used Emotional Intelligence assessment in the world. Based on more than 20 years of research worldwide, the EQ-i examines an individuals social and emotional strengths and weaknesses. Respondents self-report on their life and workplace performance in 15 key areas of emotional skill that have been proven to contribute to proficiency in complex business activities such as conflict resolution and planning. By identifying the areas that need improvement, the client can immediately begin developing those areas. At the same time, areas where the client excels can be leveraged to their full potential to maximize effectiveness in daily tasks. A number of manuals are available to help you administer and interpret EQ-i results. The Technical Manual provides detailed information about the administration, scoring, interpretation, development, norming, reliability, and the validity of the EQ-i. The Users Manual is ideal for professionals who require only essential information on administration, scoring, and interpretation. The Administrators Guide provides users with step-by-step information on administration procedures, maintaining confidentiality, and obtaining informed consent. This guide is ideal for use during the administration of the EQ-i inventory. A number of different reports are available for the EQ-i to help you interpret scores and communicate results to clients. Intrapersonal - Self-Regard - Emotional Self-Awareness

- Assertiveness - Independence - Self-Actualization Interpersonal - Empathy - Social Responsibility - Interpersonal Relationships Stress Management - Stress Tolerance - Impulse Control Adaptability - Reality Testing - Flexibility - Problem Solving General Mood - Optimism - Happiness

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Emotional Quotient Vs Intelligence Quotient 1. Emotional Quotient Vs Intelligence Quotient! Before analyzing EQ and IQ, let us familiarize ourselves with what exactly these terms mean. Emotional Quotient (EQ) refers to an employees ability and understanding of his or her emotions along with his or her colleagues emotions at the workplace to create better work coordination and environment. In contrast, Intelligence Quotient (IQ) defines the level of intelligence an employee possesses to understand, interpret and implement ones knowledge in varied situations leading to his or her growth as well as the Companys. IQ is mainly used to measure ones cognitive capabilities, such as the capacity to learn or understand new situations; reasoning through a given predicament or setting and the ability to apply ones knowledge in current circumstances. Emotional Intelligence (EI) skills do not limit themselves to sympathy, intuition, imagination, flexibility, stress management, management, truthfulness, genuineness, intrapersonal skills and interpersonal skills but extend far beyond these. When working in an organization, an employee with higher EI than others can convince his or her colleague(s) about a certain argument by appealing to their emotions rather than presenting facts and figures. While judging an individuals EI, keep in mind these few points: An employees ability to comprehend and apply his or her personal emotions An employees ability to express his or her feelings, beliefs and thoughts An employees ability to recognize and appreciate his or her own potential An employees ability to manage his or her personal and professional life under stress and pressure An employees ability to adapt to different work environments and handle varied challenges that come his or her way An employees ability to possess self-confidence An employees ability to not only work towards the growth of the Company but also towards the growth of his or her co-workers For best results, employees must develop communication and organizational skills for good decision- making as well as good inter-personal relations with coworkers. An individuals success rate at work depends on his or her EQ as well as IQ in the ratio of 80:20. Why 80:20? Well, because, EQ help individuals build and maintain relations with peers and superiors, increases productivity and open up doors for clarity in communication (good listening habit is integral to EQ). While hiring, corporates look at an individuals EQ rather than IQ. Having a high IQ will help build interpersonal and intrapersonal skills to a certain extent, unlike EQ, which talks about ones character based on the way he or she writes or replies to mail, collaborates and networks with peers and subordinates and works towards attaining Company goals.

Before analyzing EQ and IQ, let us familiarize ourselves with what exactly these terms mean. Emotional Quotient (EQ) refers to an employees ability and understanding of his or her emotions along with his or her colleagues emotions at the workplace to create better work coordination and environment. In contrast, Intelligence Quotient (IQ) defines the level of intelligence an employee possesses to understand, interpret and implement ones knowledge in varied situations leading to his or her growth as well as the Companys. IQ is mainly used to measure ones cognitive capabilities, such as the capacity to learn or understand new situations; reasoning through a given predicament or setting and the ability to apply ones knowledge in current circumstances. Emotional Intelligence (EI) skills do not limit themselves to sympathy, intuition, imagination, flexibility, stress management, management, truthfulness, genuineness, intrapersonal skills and interpersonal skills but extend far beyond these.

When working in an organization, an employee with higher EI than others can convince his or her colleague(s) about a certain argument by appealing to their emotions rather than presenting facts and figures. While judging an individuals EI, keep in mind these few points:

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Emotional intelligence (EI)


Emotional intelligence (EI) has many different definitions circulating on the web and in various research papers, so the answer will most likely depend on which resource you consult. Most will agree that EI, in its most simple definition, relates to the ability to manage your own emotional states and the states of others. Emotional intelligence, from a workplace perspective, can be seen as the ability to recognise, understand and use the power of emotions to facilitate high levels of collaboration and productivity. Some other terms that are used to describe emotional intelligence include: 1)People Skills 2) Soft Skills 3)Relationship Skills 4)Common Sense 5)Maturity 6)Wisdom

The term EI came into the public spotlight when Daniel Goleman published his book Emotional Intelligence, Why It Can Matter More Than IQ in 1995; however, the study of different forms of intelligence began long before that book. Since that time, many researchers and training professionals have developed tools to better understand emotional intelligence concepts and to measure individual EQ.

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EQ, or emotional quotient


EQ, or emotional quotient, refers to the actual measurement of emotional intelligence operating in an individual or group. The TTI Emotional Quotient, developed by Dr. Izzy Justice from EQmentor and Bill Bonnstetter from Target Training International, is an assessment tool based on the 5-factor Goleman competency model.At a glance, these are: 1)Self-Awareness: the ability to understand yourself and how others perceive you. 2)Self-Regulation: the ability to redirect negative emotions and think before acting. 3)Motivation: the ability to initiate action and commit to achieving your goals. 4)Empathy: the ability to understand the emotional makeup of other people. 5)Social Skills: the ability to manage relationships, build networks and influence others.
1)Self-Awareness: The ability to recognise and understand your moods, emotions and drives, as well as their effect on others. The 3 sub components of self-awareness are: i) Emotional Awareness: recognising your emotions and their effects ii) Accurate Self Assessment: knowing your own strengths and limits iii) Self Confidence: having a strong sense of your self-worth and capabilities 2)Self-Regulation: The ability to control or redirect disruptive impulses and moods and the propensity to suspend judgment and think before acting. The 5 sub components of self-regulation are: i) Self Control: keeping disruptive emotions and impulses in check ii) Trustworthiness: maintaining standards of honesty and integrity iii) Conscientiousness: taking responsibility for personal performance iv) Adaptability: remaining flexible and open to change iv) Innovation: being comfortable with novel ideas, approaches and new information

3) Motivation: A passion to work for reasons that go beyond money or status, and a propensity to
move into action and pursue goals with energy and persistence. The 4 sub components of motivation are: i) Achievement Drive: striving to improve or meet a standard of excellence ii) Commitment: aligning with the goals of a group or organisation iii) Initiative: being ready to act on opportunities when they present themselves iii) Optimism: persistence in pursuing goals despite obstacles and setbacks

4) Empathy: The ability to understand the emotional makeup of other people. The 5 sub components
of empathy are: i) Understanding Others: sensing others feelings and perspectives and taking an active interest in their concerns ii) Developing Others: sensing others development needs and bolstering their abilities iii) Service Orientation: anticipating, recognising and meeting the needs of others iv) Leveraging Diversity: cultivating opportunities through different kinds of people v) Political Awareness: reading a groups emotional currents and key power relationships

5)Social Skills: A proficiency in managing relationships and building networks. The 8 sub components
of social skills are: i) Influence: wielding effective tactics for persuasion ii) Communication: listening openly and sending clear, convincing messages to others iii) Conflict Management: negotiating and dissolving disagreements iv) Leadership: inspiring and guiding individuals and groups regardless of position v) Change Catalyst: initiating and/or managing change vi) Building Bonds: nurturing instrumental relationships for building strong connections vii) Collaboration and Cooperation: (working with others toward shared goals viii) Team Capabilities: creating group synergy in pursuing collective goals

Why use EQ? Research shows that successful leaders and superior performers alike have well developed emotional intelligence skills, revealing a whole new layer of what makes a great leader great. Mastery of EQ skills makes it possible for a person to work effectively with a wide variety of people. Because of the impact of emotional intelligence skills on decision making, people with higher levels of emotional intelligence are able to respond more effectively to what are often rapidly changing conditions in the business world. In fact, numerous studies have demonstrated that a persons EQ is be a better predictor of successful performance than IQ or expertise. Best of all, every skill of emotional intelligence can be improved at any point in life. Unlike IQ, which tends to remain stable throughout a persons life, EQ does change as a person ages, improving as the number of experiences accumulate. This means that with guided experiential learning and practice, people can intentionally improve emotional intelligence. Every person needs honest, unbiased feedback on their EQ, delivered in an environment that is non-threatening so they can take it in. Organisations that use computerised EQ assessments find that they get more positive buy-in from respondents. People more readily accept the feedback the computer gives them than they would if they were to hear the same feedback from their manager or another individual. EQ principles provide a framework (or a set of terms) for discussing leadership competencies, management styles, attitudes and skills that matter for job performance and career success. With this framework in mind, people in your organisation will be able to speak the same language when it comes to assessing emotional competencies in recruitment and management activities.

The TTI Emotional Quotient provides scores on the five dimensions of emotional intelligence. Tapping into these dimensions enables individuals to maximise all of their skills, talents and capabilities. That is why understanding emotional intelligence is one of the most important initiatives one can undertake in career development.

Common uses
i) Management Training / Leadership Development ii) Team Building / Team Effectiveness iii) Sales Training iv) Customer Service Training v) Communication Training vi) Employee Engagement vii) Change Management viii) Cultural Alignment ix) Resolving and Preventing Conflict x) Coaching / Mentoring

Reliability
Reliability is essential for an accurate, consistent, valid test. The Alpha coefficient (Cronbach, 1984) provides information about the internal consistency of a particular scale. Test-retest reliability provides information about the temporal stability of the assessment. Because emotional intelligence does change throughout ones lifetime and can be affected by key experiences, the retest administration occurred within a few days. As shown in the table below, all reliability estimates for the scales exceed the minimally-acceptable level of .700. Thus, reliability analyses show that the emotional intelligence assessment measures behavioural tendencies consistently and reliably.

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We have chosen to work with TTI Success Insights for over 20 years. TTI are the world leader in online assessments with partners in 90 countries and over 100,000 companies using their assessments worldwide. We have examined many assessment providers in Australia in detail and have found that TTI are superior in a number of areas, which are included below. 1. Independently Validated TTI Success Insights believe in having the most reliable and wellresearched assessment tools available. In order to ensure this quality, they have all of their assessments validated by an objective third party. This means that their research and validation is conducted and singed off by an independent statistician. Ask your assessment provider if they conduct their validation studies externally, or whether they are done internally by their own staff. 2. Practical Business Focus Our profiles do not contain pages of technical mumbo jumbo they are designed for time-conscious business people with practical workplace goals in mind. This means that as a recruiter, coach, trainer, or consultant, you will have useful information that can be applied to a broad range of workplaces. 3. Easy to Debrief The profiles generated by the TTI Success Insights Suite are designed with simplicity in mind. This means that you don't have to be a Ph.D. in Psychology to interpret the results and create value for your participants. You'll benefit from sophisticated computer software, coupled with simple, easy to understand layout and wording. 4. Industry Leading Delivery Platform TTI Success Insights were the first assessment company in the world to develop a computer based DISC assessment and have led the industry ever since in computer delivered tools. Their patented Internet Delivery Service (IDS) is compliant with BBB EU Safe Harbor and other data protection industry standards. With advanced features including Group Wheels, the ability to Compare Profiles and Export Data for research purposes this means you have all the tools to support your organisational development goals. 5. Structured Debriefing Guide These documents have been designed to assist EQ accredited professionals to debrief and provide feedback to their participants. The structured process leads you through each page of the profile step-by-step with activities and actions at each stage. 6. Multiple Languages The TTI EQ profile is available in over 25 languages, with more being added every year. This means that a participant is able to answer the questionnaire in their native language and the profile can be produced in a completely different language. For example, if you're working with a Chinese participant, they can take the questionnaire in Chinese, but you can have the results delivered in English.

7. 12 Pages in Length The TTI Success Insights EQ profile comes with scores and descriptions of the 5 core of emotional intelligence (Self-Awareness, Self-Regulation, Motivation, Empathy and Social Skills) as well an overall score, and feedback about what you can do to improve. 8. Customisable Profile The Internet Delivery Service (IDS) gives you the ability to customise profiles by turning pages on and off, and even reordering pages. This means you can design the profile around your process, instead of designing your process around the profile.

9. Requires Accreditation As a global leader in the assessment tool industry, TTI Success Insights require an international accreditation in order to access the Emotional Quotient profile. This means that we maintain a high level of professionalism and integrity around the assessment tools you'll be well trained to use the tool. 10. More Than Just EQ The TTI Success Insights research team have recognised the importance of emotional intelligence in shaping our world-view, however, it has its limits. That's why our profiling suite is made up of 5 sciences: behaviour, motivators, EQ, personal skills, acumen. And they continue to research additional areas.

11. No Adverse Impact (Legally Compliant) In order to comply with U.S. law, assessment tools must be accompanied with an adverse impact study. Essentially this means that they do not adversely impact any minority groups. In their commitment to excellent, the TTI Success Insights EQ Assessment has an adverse impact study.

12. Leading Research and Development TTI Success Insights is committed to ongoing research and development of their tools. They invest over $500,000 every year towards research projects to ensure that their tools are industry leading. TTI's data pool contains millions of individuals, collected over 28 years and the TTI research team incorporates more than 90 years of business, academic and neurological experience. TTI have an Applied Cognitive Research Lab, fullyequipped with an EEG machine to measure the electrical impulses that make up all brain activity. The research uses the EEG to study the brain activity as an individuals behaviours, skills, attitudes and motivations are assessed. 13. Support Resources In order to ensure that you receive maximum value from your investment, our profiles come with comprehensive support materials including workbook pages, debriefing guides, facilitators manuals, research papers, introductory e-books, games and more. This means that you can hit the ground running in both understanding and applying these assessments. 14. Phone Support Our experts are only ever a phone call away (no extra charge). If you have questions or need some assistance in understanding or applying a participant's results, our team is ready to help. This means you will always have the support you need to facilitate a professional debrief, provide quality feedback, and help apply the profiles to each participant's unique situation.
15. Administrative Support Going beyond phone support, we also provide administrative support (no extra charge). This can include sending instructions and passwords to your participants, managing the incoming profiles, and assisting with any technical difficulties that participants might have. This means that your time is freed up to focus on what you do best. . KOMAL RIAZ Author is student of LLB (II). She is an active member of study circle.

EMOTIONAL QUOTIENT (EQ)

The concept of Intelligence Quotient (IQ) which relates to the determination of level of intellect or sharpness of mind of a person is very common. We normally use in our daily conversation that the IQ of a specific person is high or low. However the concept of Emotional Intelligence or Emotional Quotient is relatively new in the field of Psychological Research. Emotional Quotient (EQ) relates to the ability or skill to understand, evaluate and manage the emotions of ones self and others. This concept got familiarity with the publication of book titled 'Emotional Intelligence' by Daniel Goleman's in 1995. However, the first use of the term "Emotional Intelligence" is usually attributed to Wayne Payne's doctoral thesis, A study of emotion: Developing emotional intelligence from 1985. If we go into the background history, we find that early Emotional Intelligence theory was originally developed during the 1970's and 80's by the work and writings of psychologists Howard Gardner, Peter

Salovey and John Mayer. Emotional Intelligence is increasingly relevant to organizational development and developing people, because the EQ principles provide a new way to understand and assess people's behaviors, management styles, attitudes, interpersonal skills, and potentials. Emotional Intelligence is an important consideration in human resources planning, job profiling, recruitment interviewing and selection, management development, customer relations, customer service, and much more. Thomas Edison once said that, Genius is 99% perspiration (E.Q.) and 1% inspiration (I.Q.). I.Q. is said to be set in stone, no matter when you take an I.Q. test you will receive, basically the same score. E.Q. however, is not set in stone. You can take E.Q. tests at different points in your life and find out that it has increased or decreased significantly. The basic reason is that the strength or weakness of emotions is affected by the age factor and environment.

The word emotion is derived from the Latin verb "emoverse" meaning "to stir up" or "to move." Emotions may arise from internal or external stimulants which enkindle some needed actions to survive in the given circumstances. Some psychologists have listed primary emotions and they believe that primary emotions blend together to form the full spectrum of human emotional experience just like primary colors make up the whole range of colors. According to Robert Plutchik eight primary emotions are anger, fear, sadness, joy, disgust, curiosity / interest, surprise, and acceptance. Plutchik reasons that these eight are primary on evolutionary grounds, by relating each to behavior with survival value. For example, fear motivates flight from danger and anger motivates fighting for survival. They are considered to be part of our biological heritage and built into human nature.

The emotions have scientific elaboration. In the realm of memory, emotional events are laid down differently by a parallel memory system involving a brain area called the amygdala. Emotions appear to employ largely unconscious machinery. For example,brain areas involved in emotion will respond to angry faces that are briefly presented and then rapidly masked, even when subjects are unaware of having seen the face.

Researchers believe that E.Q. is influenced by early attachment relationships. The way that you handle these relationships is what decides your E.Q. Through training you are able to increase your E.Q. Some companies provide E.Q. workshops to help their employees better understand themselves. Emotional Intelligence links strongly with concepts of love and spirituality: bringing compassion and humanity to work, and also to Multiple Intelligence Theory which illustrates and measures the range of capabilities people possess, and the fact that everybody has a value. This is the essential premise of EQ to be successful requires the effective awareness, control and management of one's own emotions, and those of other people. EQ embraces two aspects of intelligence: (a) Understanding yourself, your goals,

intentions, responses, behavior and all and (b) Understanding others, and their feelings. Goleman identified the five 'domains' of EQ as: 1. 2. 3. 4. 5. Knowing your emotions. Managing your own emotions. Motivating yourself. Recognizing and understanding other people's emotions. Managing relationships, i.e., managing the emotions of others.

Emotional Intelligence embraces and draws from numerous other branches of behavioral, emotional and communications theories, such as Neuro-Linguistic Programming (NLP), Transactional Analysis, and empathy. By developing our Emotional Intelligence in these areas and the five EQ domains we can become more productive and successful at what we do, and help others to be more productive and successful too. The process and outcomes of Emotional Intelligence development also contain many elements known to reduce stress for individuals and organizations, by decreasing conflict, improving relationships and understanding, and increasing stability, continuity and harmony.
The EQ concept argues that IQ, or conventional intelligence, is too narrow; that there are wider areas of emotional intelligence that dictate and enable how successful we are. Success requires more than IQ (Intelligence Quotient), which has tended to be the traditional measure of intelligence, ignoring essential behavioral and character elements. We have all met people who are academically brilliant and yet are socially and inter-personally inept. And we know that despite possessing a high IQ rating, success does not automatically follow. In short the significance of studies on EQ has increased with the expanding scope of knowledge. It has the same qualification in the field of law as well. The people related to field of Law everyday come across a number of stories which gave rise to conflicts and disputes evoking the need of solution through law suits. These stories are brimmed with emotional and sentimental behavior of people. Legislators, advocates and judges may not ignore the emotional aspect of any incident. It can, therefore, be concluded that the knowledge of EQ should not be confined to the books of psychology; rather it should be made applicable to all fields of life. 1. 2. 3. 4. Salovey, P. & Mayer, J.D. (1990) "Emotional intelligence" Imagination, Cognition, and Personality, Gardner, H. (1983). Frames of mind. New York: Basic Books. Goleman, D. (1995). Emotional intelligence. New York: Bantam Books Payne, W.L. (1983/1986). A study of emotion: developing emotional intelligence; self integration; relating to fear, pain and desire. Dissertation Abstracts International, 5. Goleman, D. (1998). Working with emotional intelligence. New York: Bantam Books 6. www.google.com 7. www.atlavista.com

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