EXECUTIVE SUMMARY

This is an attempt to know how the theories can be applied to practical situation. As
an MBA student, it is a part of study for everyone to undergo summer internship study
at some good institute or organization. So as per the requirement of the MBA study
and to develop our personal knowledge, for that I have chosen the project report on
“An empirical study on impact of emotional intelligence on employee’s performance”
at Cargill India Pvt Ltd., Harihar.

The summer internship study was made on how the emotional intelligence impacts on
the employee’s performance. The main objective of the study is to analyse and to know
how the emotional intelligence impacts on the employee’s performance at Cargill
India Pvt Ltd., Harihar. For this report 100 respondents. In order to achieve this aim,
both primary and secondary sources of data were used. The primary data were
collected through administering the questionnaire and secondary data were collected
from the using net and from research articles in one of a kind journals.

During summer internship study I have practically experienced how management

theories are being implemented in organization, what type of practices and policies
will be applied based on the working conditions. How effectively each individual work
together as a team in order to achieve the organizations vision, mission and objectives.

The study provided the clarity about is working scenario of the organization and
opportunities available in the industries and also give clarity about difficulties.
 Chapter 1

Introduction about the Internship

Internship study is a part of MBA programme which a student has to undergo training
during the course of study. It narrows the gap between the theoretical knowledge and
practical situations.

The intension of organisation study is to have an exposure of real organisation function

and to strengthen the theoretical knowledge. Considering all these I have chosen
CARGILL INDIA PVT LTD for my internship study.

Internship study is a part of MBA programme which a student has to undergo training
during the course of study. It narrows the gap between the theoretical knowledge and
practical situations.

The intension of organisation study is to have an exposure of real organisation

function and to strengthen the theoretical knowledge. Considering all these I have
chosen CARGILL INDIA PVT LTD for my summer internship study.

CARGILL INDIA PVT LTD, it is a biggest private organisation claimed by William

Wallace Cargill in 1865 in US. Cargill entered the Indian market in 1987 and has
business involves refined oils, nourishment fixings, wheat flour, grain and oilseeds,
sugar, creature sustenance and cotton exchange and or finished back. It refines and
showcases driving buyer brands of consumable oils, for example nature new, Gemini,
sweeker, rath and sunflower Vanaspati brands of hydrogenated fats. It likewise
advertise bundled wheat flour and under nature fresh-chakki Atta mark. This study
will be a significant endeavour in describing the functions of CARGILL INDIA PVT
LTD. The report highlights the study on various departments and the functions
undertaken in the organisation. It depicts the way the overall functions are performed
and managed by the organisation and an empirical study on the impact of emotional
intelligence on performance of an employee’s.

The main intension of internship program is to cope pedagogical knowledge with real
world business practice. The main theme of this report is to present my experience and
knowledge which I achieved from my internship program. However, some exact to
get pragmatic presentation in the corporate world, to have an appropriate harmony

1
between the hypothesis and reasonable learning and to examine origin, mission, vision
and status of the organisation likewise to examine the useful divisions exists in the
association and to assess the adequacy of the organisation.

Internship offers real world revel in to the ones trying to discover or gain the applicable
knowledge and skills required to enter into a specific career discipline. Internship is
distinctly short-time period in nature with the primary attention on getting some on-
the-activity education and taking what’s learned within the study room and applying
it to the actual world. Internship is a terrific way to begin all the ones vital connections
which are useful in developing and retaining a strong professional community for the
destiny.

Summer internship take a look at helped to examine the new techniques, era utilized
by the business enterprise. It geared toward seeking data from various departments, its
history, nature of business, imaginative and prescient, assignment, policies,
procedures, merchandise and have a look at on effect of emotional intelligence on
worker universal performance. It enhances the expertise about the business enterprise
and its competitors and the strategies techniques adopted by using them to beat their
opposition. Basically, it helped in understanding, studying and to examine any
business enterprise closely.

2
1.1 Industry profile
Food processing industry is the only of world wide’s 2nd biggest industries in Indian
country. It has 5th rank in rapports of manufacturing, consuming, export and
anticipated development. India is one of the main exporters of the handled sustenance
items. Sustenance handling is a major area which covers achievements, for example,
agribusiness, development, ranch, creature floating and fisheries. it additionally
incorporates different ventures which utilizes agribusiness contributions for
generation of fit to be eaten stock. The time period food processing is a way of
manufacturing and stabilising food constituents in an effective and successful mode
with a outlook to improve their shelf lifestyles, increase high-quality and to make them
beneficial in a more purposeful way. Meals processing zone is important for the
overall development of an economic system because it offers a fundamental linkage
and cooperative strength among farming and the business. It differentiates and
popularize cultivating, upgrade wage of ranchers and furthermore make markets for
fare of the agro substance’s and in addition produce more noteworthy business
openings. It additionally has focused and forceful edge over various nations because
of the wide assortment of products developed thus of land and climatic differences.

Food processing industry has vast opportunities. As economy develops the food
processing industry will be having more opportunities for new as well as the existing
players. Their purpose is to improve technology and also productivity in a competitive
universal manner.

The service of Food allotment, experts of India following divisions inside the
nourishment preparing endeavour alongside:

• Dairy, culmination and vegetable processing

• Grain dispensation

• Meat and fowl processing

• Fisheries

• Consumer products.

Government is endeavouring to bolster the business with the assistance of detailing

great arrangements. What’s more, with sufficient government concentrate on the

3
infrastructural support, innovative work and furthermore mechanical development
in these portion. Inia could lessen its local worries on nourishment security,
absence of sound sustenance and sustenance swelling.

The food industry is most essential in the national economy because of massive
work age openings it offers and the fare income it procures. The main nourishment
preparing organizations in India for the measure of their fares expanded which will
elevates to more benefits. The products of the companies are in the great demand
in the international countries due to the fact that these companies use superior
quality of raw materials and furthermore they follow strict quality control
measures.

History of food processing:

In advance it was largely confined to the food protection, packaging and carriage.
But through the years, with rising new markets and era the segment has expanded
its space. it has commenced producing many items protected vegetable
merchandise, beverages, processed and frozen fruit, meat merchandise and it also
includes status quo of post-harvest infrastructure for processing of diverse meals
items protected package deal centres, cold garage centres and irradiation facilities.

The food processing industry contributes 6.3% to India’s GDP in 2003 and had
percentage of 6% altogether current era, the business is classed for developing at
9% to 12% inside the midst of the period at 2002-2007. In 2007-08 settled capital
of nourishment handling units have expanded by 18.93% over the past year. The
Indian sustenance preparing industry is at $135 billion and which is evaluated to
create with a compound annual growth rate (CAGR) of 10% to reach $200billion
by 2015.

4
 Food processing industry in India:

The food processing industry frames a critical fragment of the Indian economy as
far as commitment to GDP, work and speculation. It contributes as much as 9% to
10% GDP in farming and assembling parts. The blast of sustenance handling
industry with a view to pass on giant pick up to the financial framework, raising
rural yields there by accordingly improving the profitability, making work
opportunity and moreover lifting ways of life gauges of a major quantities of
individuals over the assembled conditions of America. Food processing industry
contributed 7% to India’s GDP in 2015. The business is divided into segments
specifically journal, nourishment and drinks, grains, confectionary, meat and
poultry. The indian nourishment preparing industry represents 32% of the
aggregate sustenance showcase. Nourishment handling industry contributed
around 14% of the assembling GDP, 13% of the India’s fare and furthermore 6%
of the aggregate mechanical speculation.

In light of enormous generation, India is one of the effectively turn into the main
sustenance provider to the world. India represents under 1.5% of the universal
sustenance exchange in spite of being one of the world’s huge nourishment makers
which demonstrates gigantic potential for both financial specialists/theorists and
furthermore exporters.

A created food processing industry is relied upon to lead increment in homestead

door costs converting into expanded rustic salary, diminishes wastage. Produce the
business open doors and in addition trade profit.

The food industry is by and by regarded at US$39.71 billion is relied upon to create
at an intensified yearly development rate of 11% to US$65.4 billion by 2018.
Expansion of sustenance items is relied upon to increment fro, current 8% to 35%
before the finish of 2025. The administration of India has been instrumental in the
advancement and change of the nourishment handling industry.

Major players at global level:

 Cargill Inc.
 PepsiCo Inc.

5
  Coca-Cola co.
 Nestle
 ConAgra Foods Inc.
 Smithfield Foods Inc.
 Cadbury

Major players at national level:

 Dabur Foods Ltd.

 Hindustan unilever Ltd
 ITC
 Britannia
 Godrej Beverages and Foods Ltd
 Mother Dairy
 Kohinoor Foods Ltd
 Marico Ltd
 Gujarat Co-operative Milk Marketing Federation(AMUL)
 Venkys India Ltd

Major players at regional level:

 Vishal natural food products

 Mysore product Ltd
 Nilgiris merchandised bakery private Ltd
 Snowman frozen foods Ltd.

6
1.2 Company profile:
Company name : CARGILL INDIA PVT LTD

Address : Belludi (v) Harihar (Tq)

Davangere [dist.]

Harihara-577222

Website : www.cargill.com

Founded : 1865(152 years ago)

Founder : William Wallace Cargill

1.2 Background of Cargill:

Cargill is one of the international product and marketplace of foods, agricultural,
monetarist and business product and carrier. The company was founded in the year
1865 approximately 152 years ago. Their privately held organisation employs 1,
40,000 workers in sixty five countries. Its miles a diversified conglomerate with
general of 75 commercial enterprise organised around 4 underneath mentioned
regions.

Cargill is one of the first-rate food processing industries in the international. Its miles
a usual manufacturer and marketer of meals, agriculture, economic and commercial
products and services. Cargill India, the Indian subsidiary of US-based food
processing company. It is a biggest private organisation claimed by William Wallace
Cargill in 1865 in US. Cargill entered the Indian market in 1987 and has business
involves refined oils, nourishment fixings, wheat flour, grain and oilseeds, sugar,
creature sustenance and cotton exchange and organised back. It refines and showcases
driving buyer brands of consumable oils, for example nature new, Gemini, sweeker,
rath and sunflower Vanaspati brands of hydrogenated fats. It likewise advertise
bundled wheat flour and under nature fresh-chakki Atta mark.

Cargill is first corn milling in India which provide a market for local farmers while
meeting the demand from the food, beverage and animal feed industry. It commercial

7
director for starches and sweetness in India but there is lots of potential as far as food
processing is concerned.

Cargill has set-up a new wet corn milling plant in January 19, 2015 located at Belludi
village, Harihar taluk, Davangere district in the southern state of Karnataka. The corn
milling plant built on 44.5-acre site which is at the centre of growing areas at
Davangere. The corn mill was developed with an investment of approximately $100
million. It is having 173 employees and also having more than 400 contract
employees.

The facility will process 80 tonnes of corn a day and 300000 tonnes a year which has
an annual turnover of about 9000 crore. It has different processing areas like corn
intake, wet mill, refinery, boiler, RWTP, FWTP and finished product area and others.

The mill processes the corn to produce modified starch, high quality glucose syrup,
maltose syrups and infant grade maltodextrin powder which can be used as thickeners,
sweeteners and for other purpose such as processed food and pharmaceutical
industries.

Cargill constructed office meets serious worldwide quality and nourishment security
prerequisites. The plant constructed utilizing the most recent water administration
innovation that will have zero waste water release by treating and reusing waste inside
the manufacturing plant, there setting benchmarking for condition maintainability.

Cargill is concentrating on enhancing the job of 5000 ranchers and their families in 23
towns. The more extensive group will profit by rancher preparing, neighbourhood
school improvements, monetary strengthening openings made for the ladies of the
cultivating family units and group engagement through focused mediation in nearby
schools and anganwadis.

8
1.3 Vision, Mission & Quality Policy

Vision statement:

“Our vision is to be the leading player in Indian edible oils market and creating a
distinctive value for all stakeholders”.

Mission statement:

“we will develop and deliver value added products which exceed statutory
requirements to satisfy our internal and external customers by creating a culture of
continuous improvements and will establish dominant position in ours chosen market,
by achieving competitive advantages in all functions and building retaining a high
performing customer-focused team”.

Quality policy:

Cargill will develop through good collaboration with our customer by clearly
understanding of their quality requirements.

Cargill will apply our expertise and knowledge to seek out innovative customer
solutions.

Cargill will have effective quality management systems and controls in place for the
management of product quality in our manufacturing sites, supply chain and
associated external manufacturing operations.

Cargill will develop and train their employees to seek out continuous improvement
through a component and engaged workforce.

9
1.4 Product profile:

Products at Cargill includes:

 Liquid glucose syrups:

It is derived from common corn starch. It is also known as corn syrup. Liquid
glucose is thick and sweet syrup which is mainly used in desserts, cakes,
chocolates, ice-cream, confectionary and occasionally in jam making. Liquid
glucose having less fat content.
 Maltodextrin
It is derived from common corn starch. It is sprayed fried maltodextrin powder.
It provides good solubility, bland flavour and low sweetness which will provide
to infants food.

1.5 Infrastructure facilities:

The Cargill provides good infrastructural facilities for employees. The organisation
has provided and maintained the infrastructure like:

 Firm infrastructure.
 Medical facility
 Transportation facility
 Employee facility
 Weighbridge
 Contractor rest room

1.6 Competitor’s information:

The Cargill is one of the world’s largest companies in food processing industries which
operate globally so they may face some challenges as food processing industry, there
is a scope and demand for the products and services. So, the competitors exist in the
market

The main competitors for Cargill:

 Archer Daniels Midland Company(ADM)

 Ag Processing Inc.
 Kerry group

10
  Tate and Lyle
 Ingredion incorporated

1.7 SWOT analysis:

SWOT analysis of the Cargill India Pvt Ltd;

SWOT analysis is a tool for auditing an organization and its surroundings. It’s miles
the primary stage of planning and helps entrepreneurs to attention on key problems.
SWOT stands for strength, weakness, opportunity and threats.

Strengths:

 high brand equality

 it has centuries of enjoy within the enterprise
 worldwide presence in round 66 nations
 An worker power of round 1, 42,000 people.
 Commercial independence and muscle energy
 Several brand on provide like sweeker, zeros, Gemini, rath, nature clean and so on.,
 Customer based of worldwide calls agencies round the arena
 Technological advantages and expertise in exceptional fields
 Numerous CSR sports to present back to the shareholder
 Strong R and D operation

Weakness:

 Negatively posted on many occasions over allegations of environment troubles,

contaminations, human rights violation and so forth.,
 Presence of many operations manner excessive brand switching.

Opportunity:

 Growing global penetration and tap rural possibilities

 Acquiring of other companies.
 Try to expand the market within the untapped markets
 Markets itself aggressively

11
Threats:

 Fluctuations inside the cost of raw material.

 International economic instability
 Opposition in all segments of operation.

1.8 Future growth and prospects:

 Cargill is committed to the Indian market and they are looking for good investment
opportunities.
 Expansion for 1200 tonnes
 Growing for reliable supply of food safe, quality complaint sweeteners by the food and
beverages.

12
 CHAPTER 2

CONCEPTUAL BACKGROUND AND LITERATURE

REVIEW

2.1 Theoretical background of the study:

At times we are faced with very hard and challenging circumstances that we have to
decide how we have to handle it in an appropriate way without hurting any parties
involved and leaving us with no regrets later on therefore we are required to go through
systematic process of pondering upon the issue and analysing it for its impacts both
positive and negative on self and others who might be affected by the decisions we
arrive at hence wise decisions that we are not sure about are a necessity in our daily
dealings with several issues hence emotional intelligence entails all the above issues
and is a paramount tool in dealing with challenging issues.

The term Emotional Intelligence came to exist way back in the 1990s by Salayo and
Mayer (1990) but it started gaining the current attention it has when it was republished
by Goleman (1996) where he defined it as an individual’s recognize and deal with
their own feelings which is of great importance in later enabling us relate well with
others by being in better position to handle others feelings. In reality, emotions control
our actions and can therefore impact or redirect our behaviours for good or worse thus
the need to handle our emotions and those of others carefully more especially when
faced with very challenging situations (Jonas, 2013).

Any EI models developed over the years, Goleman improved a model that has
been widely adopted and used to date. In his latest publish, Goleman used this model
to define emotional intelligence as the ability to identify and manage our feelings and
those we associate with through appropriate ways of dealing and associating with four
domains of EI which include; self-awareness, self-management, social awareness, and
relationship management which are shared by all the different theories developed by
different researchers, scholars and authors about EI even though vocabulary varies
from one theory to another. Work environment is usually comprised of people from
various ethnic backgrounds, morals, beliefs, profiles and son on thus the differences
between one employee and others and also reflecting on our daily work methods and
all of us have different personalities, want and desires, and exclusive ways of
13
displaying our feelings. Navigating via this all takes tact and cleverness – specifically
if we hope to succeed in lifestyles. That is in which EI turns into important. EI is the
capacity to recognize your emotions, understand what they're telling you, and realize
how your feelings affect people around you. It also includes your notion of others:
when you understand how they experience, this allows you to manipulate relationships
greater successfully accordingly Emotional intelligence is you can be privy to your
personal emotions and its effects on both yourself and others an additionally emotions
of others so as to permit powerful interactions

Emotional intelligence is a troublesome and fast of capacities wherein non-open

fitness and social ability plays out a fundamental capacity in coordinating and
controlling one's emotions toward the work and general execution of n labourer’s
grinding away. Those capacities are the fundamental variables and his ability to
control and deal with his personalities and impulses on the leisure activity. Learning
one's close to home feelings of a man or lady and strategies as they get up, and tuning
one's self to the changed over circumstance, requires the passionate ability,
enthusiastic outset and passionate astuteness which may be required at the work. In a
bit circumstance, general execution of a man representative's depends on running with
association of people with brilliant considerations, proposals, and assessments.
Successful utilization of enthusiastic knowledge offers better gathering congruity.
Pioneers, specifically, require inordinate enthusiastic knowledge, in view of reality
they speak to the association to the customers, they have cooperation with the best
assortment of people inside and outside the business venture and that they set the tone
for specialist resolve.

Pioneers who are having the radical passionate insight can comprehend their
specialist's desires and offer the workers with the awesome remarks. Achievement in
deals involves the passionate knowledge ability to comprehend the customer and offer
organization to buyer. Passionate knowledge develop as used in office permits in
character of a man or lady labourer’s enthusiastic insight degree and its effect on a
worker general execution at the wander. Enthusiastic insight speaks to an immovable
of abilities that perceive, comprehend and adjust feelings in an unmarried-selves and
in others. The ones passionate aptitudes are discovered capacities fundamentally in
light of the level of enthusiastic insight that rationale propelled effectiveness in

14
execution. Each measurement incorporates a hard and fast of enthusiastic capacities
that people should claim to satisfy that variables of a passionate insight.

the elements of emotional intelligence are as follows: Self-cognizance It denotes to

the better and deeper know-how of an one‘s own emotions of an individual in addition
to fortes, flaws, values and motives. Self-management: This represents how nicely we
control or redirect our internal states, impulses and resources. Social-consciousness:
its miles especially about empathy, having understanding and sensitivity to the
emotions, thoughts and conditions of others. social-control: It refers to coping with
specific individual‘s feelings. Applied the proposition that affective dedication in the
direction of different humans is a necessary detail of social interaction and argued that
the displaying of high fine emotions is related to a high probability of success at art
work. Based totally on his very own earlier declaration that optimistic coverage
salesmen might carry out higher than pessimistic salesmen, proposed that EI is straight
away associated with normal standard performance. the ones studies, collectively with
the Goleman‘s declaration that EI is associated with manner conventional overall
performance, result in the number one proposition.

2.2 Literature review:

 Employees with immoderate degree of emotional intelligence sensibly communicate

with others having fruitful objectives and dreams and additionally manage their feelings
extra cautiously and responds in choice to reacting to the situation. of their have a study
the researchers Zeeshan Ahmed1, Sarwat Sabir2, Zia ur Rehman3, Mishal Khosa4,
Anyl Khan.,(2016) acquire the statistics from public and private corporations and
consequently mainly it desires to offer the relevant know-how of emotional intelligence
with admire to the general average overall performance of personnel inside the
companies. They tested that the emotional intelligence in factor and their have a look
at examined the factors of emotional intelligence, its drawback and recommend some
strategies on how establishments can boom their employee’s overall performance.
 The impact of Emotional Intelligence on activity overall performance through the
Arbitrating role of activity satisfaction by the researchers Ivan Vratskikh1, Ra’ed
(Moh’dTaisir) Masa’deh1 (2016) has observed that the Emotional Intelligence is
positively correlated with the task overall performance in addition to process pleasure.

15
 The findings of the look at which also confirms that the mediatory role of process
delight in affiliation among Emotional Intelligence and process overall performance. in
addition they advised that the Emotional Intelligence may be used to forecast process
overall performance and activity pride, consequently the know-how of Emotional
Intelligence principle and its packages may be applied to be promoted for managerial
and human aid practices at some point of public region corporations.
 The impact of Emotional Intelligence on activity overall performance through the
Arbitrating role of activity satisfaction by the researchers Ivan Vratskikh1, Ra’ed
(Moh’dTaisir) Masa’deh1 (2016) has observed that the Emotional Intelligence is
positively correlated with the task overall performance in addition to process pleasure.
The findings of the look at which also confirms that the mediatory role of process
delight in affiliation among Emotional Intelligence and process overall performance. in
addition they advised that the Emotional Intelligence may be used to forecast process
overall performance and activity pride, consequently the know-how of Emotional
Intelligence principle and its packages may be applied to be promoted for managerial
and human aid practices at some point of public region corporations.
 The results on the have a look at on relationship among Emotional Intelligence,
personnel Turnover goal and process delight with the aid of Alireza Zahedi(2015)
cautioned that the extra the functionality to assess, explicit and manage feelings in
themselves and others and green use of staff is excessive, employees can be much less
likely to depart their job however the quantity of emotional intelligence of employees
is high, their personnel' job pride will growth.
 The principle goal of the have a look at by means of U Gunu, R O Oladepo.,(2014)
changed into to have a look at the impact of emotional intelligence on organizational
dedication and personnel’ overall performance inside the manufacturing enterprise and
their observe found out that there has been a extensive courting a few of the worker’s
emotional intelligence, organisational commitment and their overall performance
however manager’s Emotional Intelligence and organizational dedication were now not
notably undoubtedly associated for this reason they advocated that the agencies should
require new employees to take part in an organizational socialization programme which
encompass an emotional intelligence check to evaluate the personnel which will make
up for the lack of revel in of latest personnel to be able to help them growth their overall
performance.

16
 Caroline Ngonyo Njoroge & Rashad Yazdanifard(2014) made a look at the effect
of Social and Emotional Intelligence on worker Motivation in a Multigenerational place
of work which found out that emotional intelligence have the viable to positively affect
personnel’ behaviours with the consequences inclusive of process satisfaction, superb
work attitudes, self-efficacy, and management potential and alternate control. Whilst
human beings with the numerous backgrounds collaborate, creativity for this reason
innovation occurs. The final results from this variety inside the place of work is that
humans discover ways to speak and generate thoughts that commonly creates
immoderate-impact change with low financial and emotional risk and excessive
monetary and emotional benefit.
 Business leaders influence their subordinate performance and the attitudes through their
leader behaviours and the attitudes. The study made by Kerry S. Webb(2014)
discussed the likely impact of leader behaviours through emotional intelligence traits
on employee satisfaction and commitment to their leader and to the organization. It
suggested that the strategies for improving leader behaviours to maximize positive
individual- and organization-level results.
 The paper by means of Sachin Gupta (2013) highlighted at the effect of enthusiastic
insight on the execution of faculty and the following target is to know how to come to
be an EI venture. Passionate Intelligence (EI) alludes to the possibility to see, oversee,
and analyse feelings. by means of their inspect, it wound up presumed that enthusiastic
insight has propelled effect on execution of representatives also a candidly brilliant
association is construct absolutely in light of an authoritative methodology to propel
endeavour execution.
 The purpose of the paper on Emotional Intelligence and powerful control is to find out
the relationship amongst emotional intelligence and powerful management to assess the
tendency of emotional manage of the running people both male and woman at a
managerial degree in a personal and public quarter of Pakistan especially within the
banking sector.A survey of fifty humans became been carried out via Bano Fakhra
Batoo(2013) by way of dispensing and using Random sampling method is used to reply
the instrument of the observe. The end result additionally indicated that the relationship
among management fashion and Emotional Intelligence is wonderful and sizable

17
 Svetlana Lazovic(2012) determined that the managers in preferred have extra than
enough of expert understanding, but they lack of management abilities. Maximum of
them renowned and recognize the position of feelings and use it for a better technique
to resolving conflicts. However, in this place there are nevertheless closing untapped
reserves, suggesting the significance of systematic development of emotional
intelligence.
 The paper by Amjad Ali Chaudhry and Muhammad Iqbal Sai(2012) investigated
that the occurrence of a sense of emotional intelligence (EI) in human beings and the in
all likelihood it is able to offer in organizational settings. The outcomes discovered that
they may be based upon a crucial assessment of the available literature. Their
observations indicated that the life of a sense of EI in human beings. It found out a high
quality function of EI of their professional lives. It confirmed that the worker’s
Emotional Intelligence contributed definitely to enhance their task performance at the
same time as they are running at the assignments personally, together in groups and/ or
in management roles.
 The article with the aid of Mohmmad Shahhosseini, Abu Daud Silong, Ismi Arif
Ismaill, Jegak nak Uli.,(2012) purposes at investigating the impact of emotional
intelligence on the task overall performance of the personnel from a theoretical factor
of view. greater mainly, it boards at the relation among the of emotional intelligence
And the activity overall performance. There had been variables were taken into
consideration of their take a look at which are emotional intelligence and activity
performance. The look at carried out through them also can assist the business
enterprise practitioners to have a higher expertise of the relationship among the
emotional intelligence and task overall performance.
 The conceptual paper by Praveen Raghu Narayan T, Narashiman okay(2012) paper
is conceptual in addition to analytical paper which may supply greater accurate results
consistent with variables and dimensions. The emotional intelligence restraints also are
critical for organization performance, social attention, self-control and self-awareness.
The consequences had been eventually discovered that, it changed into powerful non-
public capabilities which plays a dynamic function in emotional intelligence which in
flip results in activity satisfaction as well as result in organizational commitment that
similarly mains to lower in turnover purpose, thereby improving the price and
performance of the human resources within the business enterprise.

18
 The EQ concept in a research paper with the aid of Kamran Nazari, Mostafa Emami
(2012) argues that IQ, or customary insight is excessively restricted that there are full-
estimate locales of Emotional Intelligence that pronouncement and allow how a win
we're. Achievement calls for additional than IQ (Intelligence Quotient) which has
willing to be the conventional measure of knowledge, disregarding fundamental
conduct and individual components. Every one of them have met people that are
scholastically high calibre but then are socially and between as I would see it clumsy
and that they realized that the notwithstanding owning an over the top IQ rating,
achievement does never again essentially trail.
 Results shown by Amjad Ali Chaudhry and Abid Usma(2011) revealed that there is
a temperately high connection between passionate knowledge and authoritative
citizenship conduct. It was likewise settled that worker's execution can be forecasted
altogether in light of their enthusiastic insight scores. The prognostic energy of
passionate insight for execution proposes the utilization of enthusiastic knowledge
measure as a determination creation by human asset directors.
 The study by Rakesh Kumar (2011) is an endeavour to scrutinize the performance of
an employees working in Himachal Pradesh University. The outcomes of the study
helps in understanding the influence of emotional intelligence on work places and
suggests the way that in what way the performance of the employees can be augmented
at the work place. The result of their study suggested that emotional intelligence role in
order to attain the productivity, performance, teamwork and interpersonal effectiveness.

 Martib kilduff, Dan S. Chiaburu, jochen I. Menges(2010) in their paper they

suggested that high emotional intelligence people benefit from various strategic
behaviour n the organisation which includes focusing on the emotion detections,
discussing and expressing the emotions for the personal gain, using the misattribution
to stimulation and contour the emotions and controlling the stream of emotion-laden
communication.

 In keeping with JORFI, H., JORFI, S., MOGHADAM, ok. (2010) studied on impact of
Emotional Intelligence on the performance of personnel to understand the overall performance
degree of managers and employees in academic administrations of Iran. Their take a look at
fixated on expertise the emotional intelligence of the managers and personnel and its relation

19
 to their ordinary overall performance degree on the activity. Their paper reconnoitred on how
emotional intelligence of the manager and employee are stimulated via the usage of basic
overall performance. They scrutinised that the Emotional intelligence is essential element for
organisation's overall performance and growth and plays a vital function in performance of
these day’s competitive groups. Their take a look at indicated that emotional intelligence has a
superb impact at the general performance diploma of the managers and personnel in educational
administrations of Iran.
 The research paper by Kavita Singh (2010) sets out to examine the connection between
the emotional intelligence of the executives in Indian enterprise establishments with
their personal proficiencies. The result by means of their research paper suggests that
emotional intelligence is notably associated with the non-public proficiencies of
employees and the variables of private competency particularly, human’s fulfilment,
device fulfilment and self-achievement have a prognostic courting with emotional
intelligence.
 The origin and transformation of the notion of Emotional Intelligence and its ultimate
conclusion into the concept of Spiritual Intelligence through the multifactor models.
BIDYUT KR SARKAR(2008) showed that how the cognitive intelligence and
emotional intelligence have worked pointer in pointer to produce fictitious classics in
both the East and the West and how these classics are now being utilized in the
classroom settings to impart managerial skills.

Research gap:

From the literature review study, we are clear that many researches has been done to
understanding of the impacts of emotional acumen on the performance of the
employees at various industries such as information technology, manufacturing,
education pharmaceutical etc., but it is found that research on the impact of emotional
intelligence on performance on an employee’s has been made in less number in the
manufacturing industry. However, we intend to conduct an empirical study on the
impact of an emotional intelligence on the performance of employee’s at Cargill India
Pvt ltd, Harihar (Tq).

20
 Chapter 3

Research Design

3.1 Statement of the problem:

The current study has been entitled as “how Emotional Intelligence impacts on
employee’s performance at Cargill India Pvt Ltd. Harihar

3.2 Need for the study:

This examine ambitions to determine the phenomenon of emotional intelligence on

some of the employees at Cargill India Pvt Ltd. Employees with excessive grade of
emotional intelligence cautiously speak with others who are having the rehabilitative
objectives and goals and also manipulate their emotions more cautiously rather than
countering to the scenario. In this the statistics from employees of Cargill India Pvt
Ltd has been gathered consequently specifically it pursuits to offer the relevant know-
how of emotional intelligence with appreciate to the performance of employees.

3.3 Objectives:

 To study the elements of Emotional intelligence.

 To know the relationship between emotional intelligence and performance of an

employees.

 To understand the impact of emotional intelligence elements on the performance of

employees.

3.4 Scope for the study:

This study examines the phenomena of emotional intelligence on few of the employees
of Cargill India Pvt ltd based totally on their work and gender. This studies gives a
base in exploring and figuring out the emotional intelligence effect related to worker’s
personal growth and future profession success which allows the company to increase
great ideas and caricature appropriate techniques to enhance the emotional intelligence
level some of the employees in the organisation.

21
3.5 Research methodology:

 Research design:

Descriptive research method became used for this look at which was based totally on
survey method.

 Sampling design:

Convenient sampling method has been used for the research study. Overall 100
questionnaires have been administered to the employees of Cargill India Pvt ltd so
sample size for this studies have a look at would be 100.

 Sample Unit:

sample unit for this research look at includes the employees of Cargill India Pvt Ltd
who are working in different departments specially in middle and top level
management.

 sample size:

sample size of this research have a look at consisted of 100 employees who are
operating in top level and middle level management of Cargill India Pvt ltd..

 data collection method(s):

On this studies take a look at each the number one and secondary information
collection strategies have been used for this study. The primary records was amassed
by floating 100 questionnaires amongst top level and middle level management
employees through the direct interview. The secondary data become amassed via using
net and from research articles in one of a kind journals.

22
3.6 Hypothesis:

 H1: there is a significant relationship between recognition of good performance and

satisfaction of employees for working in the company.
H0: there is no significant relationship between recognition of good performance and
satisfaction of employees for working in the company.

 H1: there is a significant relationship between monitoring to customer or client

satisfaction and quality of service in the company.
H0: there is no significant relationship between monitoring to customer or client
satisfaction and quality of service in the company.

 H1: there is a significant relation between interest level of employees in continual

learning and the degree of ability of employees to be innovative.
H0: there is no significant relation between interest level of employees in continual
learning and the degree of ability of employees to be innovative.

3.7 Limitations:

 Further research study can be performed to see emotional intelligence impact

on exclusive established variables like employee morale, organizational
climate, employee training.
 Time limit as employees in the organisation work in a shift basis.

23
 Chapter 4

Analysis and Interpretation

Analysis and interpretations:

1. Gender

Gender
Cumulative
Frequency Percent Valid Percent Percent
Valid male 85 85.0 85.0 85.0
female 15 15.0 15.0 100.0
Total 100 100.0 100.0

Analysis: from the graph it is noted that 85% of the respondents were male while 14%
of them were female.
Interpretations: it is interpreted that majority of the respondents were male.

24
 2. Age
Age
Cumulative
Frequency Percent Valid Percent Percent
Valid 18-29 30 30.0 30.0 30.0
30-39 35 35.0 35.0 65.0
40-49 25 25.0 25.0 90.0
>50 10 10.0 10.0 100.0
Total 100 100.0 100.0

Analysis: it is found that 30% of the respondents were of the age group 18-29, 35%
of them were of 30-39 years of age group, 25% of them were 40-49 years of age group
while10% of the respondents were 50 years of age group.
Interpretation: it is interpreted that highest number of respondents were of the age
30-39 years of age.

25
 3. Education
Education
Valid Cumulative
Frequency Percent Percent Percent
Valid diploma 15 15.0 15.0 15.0
degree 15 15.0 15.0 30.0
post graduate 40 40.0 40.0 70.0
doctorate 30 30.0 30.0 100.0
Total 100 100.0 100.0

Analysis: In this it is noted that 15% of the respondents have done their education in
diploma, 15% of them have completed their degree level education, and 40% of them
have completed their post-graduation where as 30% of the respondents have done their
doctorate level of education.
Interpretations: it is interpreted that majority of the respondents have done their
education at post-graduation level

26
 4. Work experience
Work experience
Valid Cumulative
Frequency Percent Percent Percent
Valid 0-1 17 17.0 17.0 17.0
1-3 33 33.0 33.0 50.0
3-5 37 37.0 37.0 87.0
>5 13 13.0 13.0 100.0
Total 100 100.0 100.0

Analysis: From the above graph it is noted that 17%of the respondents have 0-1 years
of experience of working in the organization, 33% of them have 1-3 years of
experience, and 37% of them have 3-5 years of experience while 13% of them have
more than 5 years of experience
Interpretation: it is interpreted that majority of the respondents have a 3-5 work
experience of working for this company.

27
 5. Employees are usually realistic.
Employees are usually realistic
Valid Cumulative
Frequency Percent Percent Percent
Valid Disagree 5 5.0 5.0 5.0
Neutral 25 25.0 25.0 30.0
Agree 40 40.0 40.0 70.0
strongly agree 30 30.0 30.0 100.0
Total 100 100.0 100.0

Analysis: It is observed that 5% of the respondents did not agreed that employees are
usually realistic, 25% of them have a neutral opinion, 40% of the have agreed and 30%
of them are strongly agreed with the statement.
Interpretations: it is interpreted that 40% of the respondents are agreeing that
employees are usually realistic.

28
 6. Employees typically find time to reflect quietly
Employees typically find time to reflect
Valid Cumulative
Frequency Percent Percent Percent
Valid Disagree 5 5.0 5.0 5.0
Neutral 20 20.0 20.0 25.0
Agree 35 35.0 35.0 60.0
strongly agree 40 40.0 40.0 100.0

Total 100 100.0 100.0

Analysis: It is observed that 5% of the respondents are disagreed that employees

typically find time to reflect quietly, 20% of them have a neutral opinion, 35% of the
respondents are agreed and 40% of them are strongly agreed with the statement.
Interpretations: it is interpreted that majority of the respondents are strongly agreeing
that employees typically find out the time to reflect gently.

29
 7. Employees think things over rather than react impulsively
Employees think things over rather than react thoughtlessly
Valid Cumulative
Frequency Percent Percent Percent
Valid Neutral 10 10.0 10.0 10.0
Agree 40 40.0 40.0 50.0
strongly agree 50 50.0 50.0 100.0
Total 100 100.0 100.0

Analysis: It is interpreted that 10% of the respondents have a neutral opinion on the
statement that employees think things over rather than react impulsively, 40% of them
have agreed where as 50% of them are strongly agreeing with the statement.
Interpretations: it is interpreted that majority of the respondents are strongly agreeing
that personnel assume matters over rather than react impulsively

30
 8. Employees always attempt to manage their disturbing emotions and impulses, to their
advantage
Employees attempt to manage their emotions
Valid Cumulative
Frequency Percent Percent Percent
Valid Disagree 5 5.0 5.0 5.0
Neutral 15 15.0 15.0 20.0
Agree 35 35.0 35.0 55.0
strongly agree 45 45.0 45.0 100.0
Total 100 100.0 100.0

Analysis: It is interpreted that 5% of the respondents are disagreeing, 15% of them

have a neutral opinion, 35% of them are agreeing where as 45% of them are strongly
agreeing with the statement.
Interpretations: it is interpreted that most of the respondents are strongly agreeing
that employees always attempt to manage their stressful emotions and impulses to
their beneficial.

31
 9. Employees who are transparent live their values, and where necessary they openly
admit mistakes and fault.
Employees openly admit mistakes and faults
Valid Cumulative
Frequency Percent Percent Percent
Valid neutral 15 15.0 15.0 15.0
Agree 35 35.0 35.0 50.0
strongly agree 50 50.0 50.0 100.0
Total 100 100.0 100.0

Analysis: It is interpreted that 15% of the respondents have a neutral opinion that
employees who are obvious live their values and where necessary they openly admit
errors and fault, 35% of the respondents are agreeing, where as 50% of them are
strongly agreeing with the statement.
Interpretations: from the survey it is interpreted that 50% of the respondents have
strongly agreeing that employees who are transparent live their values and where
essential the employees openly admit the blunders and faults.

32
 10. Achievement oriented employees are interested in continually learning and want to do
things better
Employees interested in continually learning
Valid Cumulative
Frequency Percent Percent Percent
Valid Agree 35 35.0 35.0 35.0
strongly agree 65 65.0 65.0 100.0
Total 100 100.0 100.0

Analysis: It is interpreted that 35% of the respondents are agreed with the statement
that achievement orientated personnel are interested by usually gaining knowledge of
and need to do things better, where as 65% of them are strongly agreed with the
statement.
Interpretations: according to the survey it is interpreted that 65% of the respondents
are strongly agreeing that employees are interested in continual learning and none of
them have disagreed to the statement.

33
 11. Employees accustom to a wide range of emotional signals, letting them sense the felt,
unspoken, emotions in a person or group
Employees accustom to wide range of emotions
Valid Cumulative
Frequency Percent Percent Percent
Valid neutral 15 15.0 15.0 15.0
agree 20 20.0 20.0 35.0
strongly agree 65 65.0 65.0 100.0
Total 100 100.0 100.0

Analysis: It is noted that 155 of the respondents have a neutral opinion on the
statement, 20% of them have agreed, 65% of them are strongly agreed with the
statement.
Interpretations: from the survey it is interpreted that 65% of the respondents are
strongly agreeing that employees are accustom to extensive variety of emotional alerts
permitting them to feel the felt, unstated feelings in a person or group.

34
 12. Social awareness makes it possible for a employees to get along with people of diverse
backgrounds
Get along with people of diverse background
Valid Cumulative
Frequency Percent Percent Percent
Valid Agree 25 25.0 25.0 25.0
strongly agree 75 75.0 75.0 100.0
Total 100 100.0 100.0

Analysis: It has been observed that 25% of the respondents are agreed with that Social
consciousness makes it viable for a personnel to get together with people of various
backgrounds, where as 75% of they are strongly agreed with the statement.
Interpretations: according to the survey, it is interpreted that 75% of the respondents
have strongly agreeing that it makes it possible for an employee to get along with
people who are of diverse backgrounds and none of them are disagreeing for the
statement.

35
 13. Social awareness enables a employees to monitor customers or clients satisfaction
carefully to ensure that they get what they need

social-awareness enables employees to monitor clients satisfaction

Cumulative
Frequency Percent Valid Percent Percent
Valid disagree 5 5.0 5.0 5.0
neutral 15 15.0 15.0 20.0
Agree 30 30.0 30.0 50.0
strongly agree 50 50.0 50.0 100.0
Total 100 100.0 100.0

Analysis: It is noted that 5% of the respondents are disagreeing with the statement,
15% of them have a neutral opinion, 30% of them are agreeing while 50% of them are
strongly agreeing with the statement.
Interpretations: from the survey it is interpreted that social- attention permits a
employee to display the client or clients cautiously to ensure that they get what they
want.

36
 14. Demonstrates appropriate interactions with the employees of other department.
Demonstrates interactions with the other department employees
Valid Cumulative
Frequency Percent Percent Percent
Valid neutral 50 50.0 50.0 50.0
agree 40 40.0 40.0 90.0
strongly agree 10 10.0 10.0 100.0
Total 100 100.0 100.0

Analysis: it is found that 50% of the respondents have a neutral opinion regarding the
statement, 40% of them are agreeing while 10% of them strongly agreeing with the
statement.
Interpretations: it is interpreted that majority of the respondents have a neutral
opinion that they demonstrates interactions with the employees of other department.

37
 15. Employees are good at cultivating people’s abilities show a genuine interest in those
they are helping along to understanding their goals
Understand their goals
Valid Cumulative
Frequency Percent Percent Percent
Valid neutral 20 20.0 20.0 20.0
agree 30 30.0 30.0 50.0
strongly agree 50 50.0 50.0 100.0
Total 100 100.0 100.0

Analysis: It is interpreted that 20% of the respondents have a neutral opinion that
personnel are desirable at cultivating human being’s talents show a real interest in the
ones they're helping along to knowledge their goals, 30% of them have agreed where
as 50% 0f them are strongly agree with the statement.
Interpretations: according to the survey it is interpreted that 50% of the respondents
are strongly agreeing that they show an honest attention in those assisting along to
understand their goals.

38
 16. In my organization, people openly discuss mistakes in order to learn from them.
Openly discuss mistakes in order to learn from them
Valid Cumulative
Frequency Percent Percent Percent
Valid neutral 15 15.0 15.0 15.0
Agree 35 35.0 35.0 50.0
strongly agree 50 50.0 50.0 100.0
Total 100 100.0 100.0

Analysis: It is noted that 15% of them have neutral opinion that in my organization,
people openly discuss mistakes in order to learn from them, 35% of them have agreed
while 50% of them are strongly agreeing with the statement.
Interpretations: from the survey it is interpreted that 50% of the respondents are
strongly agreeing that they openly discusses the mistakes in order to learn from them.

39
 17. Employees with conflict management skill will have the capability to manage the
conflict successfully, as they are capable to draw out all parties, comprehend the
differing outlooks and then find a shared ideal that everyone will ratify.
Employees have the capacity to manage conflict effectively
Valid Cumulative
Frequency Percent Percent Percent
Valid disagree 5 5.0 5.0 5.0
neutral 25 25.0 25.0 30.0
agree 45 45.0 45.0 75.0
strongly agree 25 25.0 25.0 100.0
Total 100 100.0 100.0

Analysis: it's miles stated that 5% of the respondents did no longer agree that
personnel with conflict management competence have the potential to manage
struggle correctly, as they are capable of draw out all events, recognize the differing
perspectives and then discover a not unusual best that everybody will advocate, 25%
of them have a neutral opinion, 45% of them are agreeing while 25% of them are
strongly agreeing with the statement.
Interpretations: it is interpreted from the graph that majority of them are just agreeing
but completely agreeing that they manage the conflicts effectively and understand the
differing views.

40
 18. Employees arrive for work on time
Employees arrive for work on time
Valid Cumulative
Frequency Percent Percent Percent
Valid agree 25 25.0 25.0 25.0
strongly agree 75 75.0 75.0 100.0
Total 100 100.0 100.0

Analysis: It is noted that 25% of the respondents are agreeing with the statement that
Employees arrive for work on time, while 75% of them are strongly agreeing with the
statement.
Interpretations: from the survey it is interpreted that none of them are disagreeing
with the statement and are majority agreeing that they arrive for the work on time.

41
 19. Good performance is always recognized.
Good performance is always recognized
Valid Cumulative
Frequency Percent Percent Percent
Valid Agree 35 35.0 35.0 35.0
strongly agree 65 65.0 65.0 100.0
Total 100 100.0 100.0

Analysis: It is noted that 35% of the respondents have agreed with the statement that
Good performance is always recognized, 65% of them are strongly agreed with the
statement.
Interpretations: it is interpreted from the survey that the most of the employees are
agreeing that the good performance of an employee is always recognized and are
motivated to perform still better.

42
 20. Employee productivity levels in the company is high as compared to the beginning.
Employee productivity level is high
Valid Cumulative
Frequency Percent Percent Percent
Valid Neutral 10 10.0 10.0 10.0
Agree 30 30.0 30.0 40.0
strongly agree 60 60.0 60.0 100.0
Total 100 100.0 100.0

Analysis: It is observed that 10% of the respondents have a neutral opinion that
Employee productivity levels in the company is high as compared to the beginning,
30% of them have agreed while 60% of the are strongly agreed with the statement.
Interpretations: according to the survey, it is interpreted that 60% of the respondents
are strongly agreeing that employee productivity level is high as compared to the
beginning.

43
 21. The current level of the decision making process in the company is highly formal
Decision making process is highly formal
Valid Cumulative
Frequency Percent Percent Percent
Valid Agree 20 20.0 20.0 20.0
strongly agree 80 80.0 80.0 100.0
Total 100 100.0 100.0

Analysis: It is noted that 20% of the respondents are agreed that the current level of
the decision making process in the company is highly formal where as 80% of them
are strongly agreed with the statement.
Interpretations: according to the survey it is interpreted that 80% of the respondents
are strongly agreeing that current level of decision making process in the company is
highly formal.

44
 22. The quality of the product in the company is high.
Quality of product is high
Valid Cumulative
Frequency Percent Percent Percent
Valid neutral 5 5.0 5.0 5.0
agree 30 30.0 30.0 35.0
strongly agree 65 65.0 65.0 100.0
Total 100 100.0 100.0

Analysis: It is noted that 5% of the respondents have a neutral opinion that The quality
of products in the company is high, 30% of them have agreed where as 65% of the are
strongly agreed with the statement.
Interpretations: from the survey it is interpreted that 65% of the respondents are
strongly agreeing that quality of product in the company is high and none of them are
not disagreeing the statement.

45
 23. Quality of service in the company is high.
Quality of service is high
Valid Cumulative
Frequency Percent Percent Percent
Valid neutral 5 5.0 5.0 5.0
agree 35 35.0 35.0 40.0
strongly agree 60 60.0 60.0 100.0
Total 100 100.0 100.0

Analysis: It is interpreted that 5% of the respondents have neutral opinion that the
quality of services in the company is high, 35% of them are agreed where as 60% of
them are strongly agreed with the statement.
Interpretations: from the survey it is interpreted that 60% of the respondents are
strongly agreeing that quality of service in the company is high and none of them are
disagreeing with the statement.

46
 24. The ability of employees to be innovative is high
Ability of employees to be innovative is high
Valid Cumulative
Frequency Percent Percent Percent
Valid Neutral 15 15.0 15.0 15.0
Agree 25 25.0 25.0 40.0
strongly agree 60 60.0 60.0 100.0
Total 100 100.0 100.0

Analysis: It is observed that 15% of the respondents have a neutral opinion that the
ability of employees to be innovative is high, 25% of them are agreed where as 60%
of them are strongly agreed with the statement.
Interpretations: according to the survey it is interpreted that 60% of the respondents
have strongly agreeing that ability of employees to be innovative is high.

47
 25. All in all, employees are satisfied working with the company.
All in all, employees are satisfied working with the company.
Valid Cumulative
Frequency Percent Percent Percent
Valid Neutral 5 5.0 5.0 5.0
Agree 30 30.0 30.0 35.0
strongly agree 65 65.0 65.0 100.0
Total 100 100.0 100.0

Analysis: It’s noted that 5% of the respondents are neutrally satisfied, 30% of them
are satisfied while 65% of them are highly satisfied with the statement.
Interpretations: according to the survey, it is interpreted that 65% of them are
strongly agreeing that they are satisfied working with the company.

48
Regression analysis
Table: model summary of the association between an emotional intelligence and
the performance of an employee’s.
Model Summary
Adjusted R
Model R R Square Square Std. Error of the Estimate
1 .992a .983 .980 .09581
a. Predictors: (Constant), conflictmanagmnt, crucial social, people ability, open
discuss, helpful, shared mission, self-reflection, continue, manage, accustom,
monitor, diverse background, realistic, transparent, thinking, quietly, strength,
optimistic

Table shows R, R squared, adjusted R squared and the same old blunders. R, which is
the multiple correlation coefficient among the discovered and the anticipated values of
the dependent variable. It suggests the regression consequences among the independent
variable and the structured variable. The model turned into substantial through setting up
a relationship between the variables of emotional intelligence and employee overall
performance with a regression fee of 0.992. The coefficient of determination (R2) is
0.983 which shows that 98.3 percentage of the version in employee performance became
explained through the independent variable. Consequently, its miles concluded that
there's a relationship between the personnel’ emotional intelligence and employee
overall performance.

ANOVAa
Sum of
Model Squares df Mean Square F Sig.
1 Regression 44.256 18 2.459 267.836 .000b
Residual .744 81 .009
Total 45.000 99
a. Dependent Variable: productivity

49
b. Predictors: (Constant), conflictmanagmnt, crucialsocial, peopleability,
opendiscuss, helpful, sharedmission, selfreflection, continue, manage, accustom,
monitor, diversebackground, realistic, transperant, thinking, quitely, strenght,
optimistic

Table 2: coefficient table of affiliation among the emotional intelligence and

employee performance.

Coefficients

Unstandardized Standardized
Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) -1.090 .400 -2.724 .008
realistic .374 .030 .482 12.355 .000
helpful -.939 .068 -1.047 -13.749 .000
selfreflection -.211 .034 -.280 -6.197 .000
quitely -.099 .030 -.132 -3.317 .001
thinking -1.233 .079 -1.219 -15.540 .000
manage .702 .047 .913 14.986 .000
transperant 1.478 .072 1.600 20.447 .000
strenght .742 .038 .964 19.620 .000
continue 1.740 .108 1.238 16.078 .000
optimistic .624 .078 .771 8.005 .000
accustom -1.435 .084 -1.587 -17.111 .000
crucialsocial .292 .052 .361 5.632 .000

50
 diversebackgroun .259 .104 .167 2.492 .015
d
monitor -.200 .033 -.265 -5.991 .000
sharedmission .262 .027 .259 9.636 .000
peopleability -.155 .037 -.181 -4.165 .000
opendiscuss -.842 .056 -.911 -14.961 .000
conflictmanagmn -.112 .032 -.138 -3.515 .001
t
a. Dependent Variable: productivity
table shows the statistics which helped to decide the relative significance of every
variable in the model that is proven with the aid of the independent variables whose
values are under -2 and above +2. With emotional intelligence having a significance
value of 0.000, this explains a good sized relationship among the dependent variable
of worker performance or productivity and independent variable of emotional
intelligence. Consequently it is said that there is a substantial relationship among the
employee’s emotional intelligence and employees’ overall performance, this means
an employee that has good information of his emotion can get alongside along with
his colleagues at work without problems, locating it clean to explicit himself which
makes it exciting and worth to complete his task at working on time, are amongst
others dating variables of personnel’ performance and employee’s emotional
intelligence as captured by way of this version is EP = 0.423 + 0.683EI + U. The
version explains the connection among emotional intelligence and an employee’s
performance.

51
Hypothesis analysis:
 H1: There is a significant relationship between recognition of good performance and
the satisfaction level of employees for working in the company.
H0: there is no significant relationship between recognition of good performance and
satisfaction level of employees for working in the company.

Good performance is always recognised * All in all, employees are satisfied working with
the company. Cross tabulation
Count
All in all, employees are
satisfied working with the
company.
strongly
neutral agree agree Total
Good Agree 0 15 20 35
performance is strongly agree 5 15 45 65
always
recognised
Total 5 30 65 100
Chi-Square Tests
Asymptotic
Value df Significance (2-sided)
Pearson Chi-Square 6.171a 2 .046
Likelihood Ratio 7.659 2 .022
Linear-by-Linear Association .128 1 .721
N of Valid Cases 100
a. 2 cells (33.3%) have expected count less than 5. The minimum expected count is 1.75.
Inference: Based on the results of the test at 95% confidence level and the calculated
value is 0.046 which is lesser than alpha value 0.05 therefore the null hypothesis is
rejected and describes that there may be a substantial relationship between popularity
of exact performance and pleasure of personnel for operating within the corporation.

Out of the total respondents 45% of the respondents are strongly agreeing that good
performance is always recognised and the satisfaction working with the company.

52
  H1: There is a significant relationship between monitoring to customer or client
satisfaction and quality of service in the company.
H0: There is no significant relationship between monitoring to customer or client
satisfaction and quality of service in the company.

Count
Quality of service is high
strongly
neutral agree agree Total
Social-awareness enables disagree 0 0 5 5
employees to monitor clients neutral 0 10 5 15
satisfaction agree 0 15 15 30
strongly agree 5 10 35 50
Total 5 35 60 100
Chi-Square Tests
Asymptotic
Significance (2-
Value df sided)
Pearson Chi-Square 20.635a 6 .002
Likelihood Ratio 23.878 6 .001
Linear-by-Linear Association .057 1 .812
N of Valid Cases 100
a. 6 cells (50.0%) have expected count less than 5. The minimum expected
count is .25.

Inference: Based on the results of the test at 95% confidence level and the calculated
value is 0.002 which is lesser than alpha value 0.05 hence the null speculation is
rejected and describes that there is a full-size courting among monitoring to customer
or consumer pride and nice of carrier in the employer

Out of the total respondents 35% of the respondents are strongly agreeing that social
awareness enables the employees monitoring to customer or client satisfaction and
quality of service in the company.

53
  H1: there is significant relation between interest level of employees in continual
learning and the degree of ability of employees to be innovative.
H0: there is no significant relation between interest level of employees in continual
learning and the degree of ability of employees to be innovative.

Employees interested in continually learning * Ability of employees to be is high Cross

tabulation
Count
Ability of employees to be innovative is
high
strongly
neutral agree agree Total
Employees interested in agree 10 5 20 35
continually learning strongly agree 5 20 40 65
Total 15 25 60 100

Chi-Square Tests
Asymptotic
Significance (2-
Value df sided)
Pearson Chi-Square 9.158a 2 .010
Likelihood Ratio 8.992 2 .011
Linear-by-Linear Association 2.628 1 .105
N of Valid Cases 100
a. 0 cells (0.0%) have expected count less than 5. The minimum expected count is 5.25.

Inference: Based on the results of the test at 95% confidence level and the calculated
value is 0.010 which is lesser than alpha value 0.05 hence the null hypothesis is
rejected and describes that there is a significant relationship between interest level of
employees in continual learning and the degree of ability of employees to be
innovative.

out of the total respondents, 40% of the respondents are strongly agreeing that interest
level of employees in continual learning and the degree of ability of employees to be
innovative.

54
 Chapter 5
Findings, Conclusion and Suggestions
5.1 Findings:

 In our research study, out of 100 respondents, we found that highest percentage of
employees who are working in the organisation usage are males.
 Majority of the respondents who belongs to 30-39 years of age group and most of the
respondents have done their post-graduation and have a 3-5 years of experience
working as employee in the organisation.
 In regards to the impact of emotional intelligence on worker performance, the findings
suggested that people who have strong self-attention are normally sensible, over self-
essential or naively hopeful.
 They generally find time to mirror fast and they assume things over as opposed to react
abruptly. It’s also founded that employees usually try and control their annoying
feelings and impulses hence having a robust self-control.
 It's also founded that the employees have exact social attention have a tendency to make
it viable to get along with people of various backgrounds for this reason detecting the
essential social networks and recognize key power relationships.
 It's also depicted that personnel who have strong social management are excellent at
cultivating the human’s skills show an authentic hobby in those they may be assisting
alongside to understand their goals and that they openly speak mistakes which will
study from them.
 The research turned into additionally able to locate that there's a relationship among
Emotional intelligence and employees’ performance. Employees’ overall performance
may be completed through their intelligence, and also via empowerment of the
employees. Employees who're empowered and are worried in innovation end up greater
satisfied with their jobs and consequently extra productive.

55
5.2 Conclusion:

Emotional intelligence plays an essential function regards to overall performance of

an worker within the business enterprise as it immediately influence the employees
behaviour operating in any organisation, the decision making power and the
capabilities related to deal with the contingency conditions, which may additionally
arise out of despair. Effects of the current observe infer that emotional intelligence
dynamics have direct effect on performance of an employee. This research study found
out that Emotional Intelligence contributes via the method of self-awareness, self-
management, social-awareness and social-control. The outcomes of the winning
observe indicates that there may be an enormous courting amongst emotional
intelligence and the performance of employees in Cargill India Pvt ltd, Harihar.

Suggestions/recommendations:

 From this study it is far hooked up that there is a rapport among emotional intelligence
and employee’s’ performance. consequently, it is recommended the subsequent: that
organisation’s should boom Emotional Intelligence and employee performance through
mounting the skill training to assist in developing mental abilities of man or woman
employee
 An employee must be endorsed to enlarge their social talents which could result in their
extra reputation among their colleagues and subordinates thereby enhancing the work
procedure leading to fulfilment within the enterprise
 Organisation have to make the newly recruited employees to go through an
organizational socialization programme which ought to include an emotional
intelligence assessment to take a look at to tell the employees in their current status and
help them plan out a training program in assistance of their lack of experience.

56
Bibliography

References:

 JORFI, H., JORFI, S., MOGHADAM, K., (2010) Impact of Emotional Intelligence on
Performance of Employees in Postmodern Openings, Year 1, No.4, Vol 4, December, 2010
 Mohmmad Shahhosseini, Abu Daud Silong, Ismi Arif Ismaill, Jegak nak Uli. “The Role of
Emotional Intelligence on Job Performance”, Vol. 3 No. 21; November 2012.
 U Gunu, R O Oladepo. “Impact of Emotional Intelligence on Employees’ Performance and
Organizational Commitment: A Case Study of Dangote Flour Mills Workers”, UNIVERSITY
OF MAURITIUS RESEARCH JOURNAL – Volume 20– 2014.
 Zeeshan Ahmed, Sarwat Sabir, Zia ur Rehman, Mishal Khosa, Anyl Kha. “The Impact of
Emotional Intelligence on Employee’s Performance in Public and Private Higher Educational
Institutions of Pakistan”. Volume 18, Issue 11. Ver. V (November. 2016), PP 63-71.
 Praveen Raghu Narayan T, Narashiman. “Emotional Intelligence and Work Performance: A
Conceptual Study”, IOSR Journal of Mechanical and Civil Engineering (IOSR-JMCE) e-ISSN:
2278-1684, p-ISSN: 2320-334X PP 62-68.

Websites:
 https://www.sciencedirect.com/science/article/abs/pii/S0001879105001260
 http://www.selectinternational.com/blog/is-emotional-intelligence-important-for-job-
performance
 http://article.sciencepublishinggroup.com/pdf/10.11648.j.ajmme.20170104.12.pdf
 https://www.entrepreneur.com/article/292094
 https://www.ukessays.com/essays/management/emotional-intelligence-and-productivity-and-
performance-of-employees-management-essay.php

57
 Annexures

SECTION A: demography

1. Gender

 Male Female

2. Age

 Less than 30 years

 30 to 40 years
 40 to 50 years
 50 to 60 years

3. Educational Level

 Diploma
 Degree Level
 Graduate Level
 Doctorate Level

4. For how long have you worked for the organization?

 0-2 years
 2-5 years
 11-15 years
 above 15 years

SECTION B: EFFECT OF EMOTIONAL INTELLIGENCE ON

EMPLOYEE PERFORMANCE

Indicate the extent to which you agree with the following statements by using a scale
of 1 to 5 where 1= strongly disagree and 5 = strongly agree. Tick the box which best
describes your opinion of the statement

58
A. Self-Awareness

Employee
s are
usually
realistic

Employees
typically find time
to reflect quietly

Employees think
things over rather
than react
impulsively

B. Self-Management

Employees
always
attempt to
manage
their
disturbing
emotions
and
impulses, to
their
advantage

59
Employees
who are
transparent
live their
values, and
where
necessary
they openly
admit
mistakes
and fault

Achievemen
t oriented
employees
are
interested in
continually
learning and
want to do
things better

C. Social-Awareness

Employees
accustom to a wide
range of emotional
signals, letting them
sense the felt,
unspoken, emotions
in a person or group

60
Social
awareness
makes it
possible for
a
employees
to get along
with people
of diverse
background
s

Social awareness
enables a
employees to
monitor customers
or clients
satisfaction
carefully to ensure
that they get what
they need

D. social Management

Demonstrate
s appropriate
interactions
with the
employees
of other
departments

61
Employees are good
at cultivating
people’s abilities
show a genuine
interest in those they
are helping along to
understanding their
goals

In my organization,
people openly
discuss mistakes in
order to learn from
them

Employees with
conflict
management
competence have
the capacity to
manage conflict
effectively, as they
are able to draw out
all parties,
understand the
differing views and
then find a common
ideal that everyone
will endorse

62
D. Employee Performance

Employees
arrive for
work on time

Good
performance
is always
recognized

Employee
productivity
levels in the
company is
high as
compared to
the beginning

The current level of

the decision making
process in the
company is highly
formal

The quality of
products in
the company
is high

The quality of
services in

63
the company
is high

The ability of
employees to
be innovative
is high

All in all am
satisfied
working with
this company

64