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Emotional Intelligence

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Emotional Intelligence

 

 ABSTRACT :  

 India has abundant natural resources in terms of availability of natural fibers like cotton, silk, wool etc. India is the third largest producer of cotton in the world production. The availability of cheap cotton has been the total world and accounts for about 12% of the total world production. The availability of the cheap cotton has been the one of the biggest advantage of Indian exports.The emotional intelligence is one which has been taking into consideration in order to make the workers work more effective, thus the study is done in order to determine the influence of emotions of workers in their organization.

 INTRODUCTION

 The study titled “Emotional Intelligence” was conducted with the workers of SRI RANGAVILAS MILLS, Coimbatore.The study aims to identify the factors influencing emotional intelligence. The introduction deals with the following topics.

                                  -Textile Industry

                                  – Sri RangVilas

                                  – Emotional Intelligence

TEXTILE INDUSTRY

 The textile industry occupies a unique place in our country. It accounts for 14% of the total industrial production contributes to nearly 30% of the total exports and is the second largest employment generator.Textile industry is providing one of the most basic needs of the people it has a unique position as a self-reliant industry from the production of raw material to the delivery of finished products with substantial value-addition at each stage of processing.The textile policy of 2000 aims at achieving the target of textile and apparel exports of US $50 billion by 2010 of which the share of garments will be US$25 billion.

 The textile industry is undergoing a major re-orientation towards non clothing application of textiles known as technical textiles which are growing roughly at twice rate for clothing applications and account for more than half of total textile production.

The processes involved in producing technical textile require expensive equipment and skilled workers and are for the moment concentrated in developed countries. The structure of textile industry is extremely complex with the modern sophisticated and highly mechanized mill sector on the one hand and the hand weaving sector on other in between falls the decentralized small scale power loom sector.Thus textile industry is India’s largest foreign exchange earner and it is the largest employer in the industrial sector. The Indian textile industry is the largest and arguably the best spinning industry in the world. The textile industry is one of the largest employer in private sector and the second largest in the country after the railways provides employment for about 38.10 million people.

 India stands at number six of the fastest growing US market for the exports of textiles and apparel though it only important goods worth $66 million directly from the US in 2004 this increases 27 percent over the 2003. Growth in the first two months of 2005 was 26percent above the level achieved in 2004.The European union has finally decided release a total of 3500 tone of textile products for exports by India shore up its foreign exchange earnings from textile exports by an additional amount of about Rs 300 crore during the year.

 India has abundant natural resources in terms of availability of natural fibers like cotton, silk, wool etc. India is the third largest producer of cotton in the world production. The availability of cheap cotton has been the total world and accounts for about 12% of the total world production. The availability of the cheap cotton has been the one of the biggest advantage of Indian exports.Thus the textile industry is one of the major industries providing ample number of employment opportunities which will increase the welfare of the society. In order to have continuous improvement in the textile industry, every worker should work in efficient manner to make the industry to run in the successful way.

 The emotional intelligence is one which has been taking into consideration in order to make the workers work more effective, thus the study is done in order to determine the influence of emotions of workers in their organization.

 EMOTIONAL INTELLIGENCE

Emotion refers to intense feelings that are directed at some one or something. Emotional intelligence allows us to sense the emotional tone of groups, events and communication. It holds enormous power over learning. Emotional intelligence has been shown to be positively related to jobs performance at all levels. But it appears to be especially relevant in jobs that demand a higher degree of social interaction.

 MEANING OF EMOTIONAL INTELLIGENCE

                        Emotional Intelligence represents an ability to validly reason with emotions and to use emotions to enhance thought. According to Hein Emotional Intelligence is the innate potential to feel use communicate recognize, learn from manage and understand emotions.

 NATURE OF EMOTIONS

All Emotions Share three Key Properties

  1. Emotions always have an object something or some one triggers emotions. For example you may recognize that your boss made you angry when he falsely accused you of making a mistake. In each case there is some one who caused your emotional reaction.
  2. There are six major categories of emotions people do not have an infinite number of different emotions. Rather research has shown that all emotions fall into the following six major categories they are

i)  Anger.

   ii) Fear.

   iii) Joy.

   iv) Low.

   v)  Sadness.

   vi)  Surprise.

  1. Expression of major emotions is universal people throughout the world generally portray the same emotions by using the same facial expressions. In fact, even people fixing in remote parts of the world tend to express the same emotions in the same manner.The idea of emotional intelligence has inspirited research and curriculum development throughout these facilities. Researchers have concluded that people who manage their own feelings were and deal effectively with others is more likely to live content lives.

          In corporations the inclusion of emotional intelligence in training programs has helped employees cooperate better and motivate more thereby increasing productivity and profits.

BRANCH MODEL OF EMOTIONAL INTELLIGENCE

                     The four branch model of emotional intelligence describes four areas of capacities or skill that collectively describes many of area of emotional intelligence more specifically, this model defines emotional intelligence as involving the abilities to

  • Accurately perceive emotions in oneself and others
  • Use emotions to facilities thinking
  • Understand emotional meanings and
  • Manage emotions

(i)PERCEIVING EMOTION

                  The initial most basic area has to do with the nonverbal reception and expression of emotion. Evolutionary biologists and psychologists have pointed out the emotional expression evolved in animal species as a form of crucial social communication. Facial expression such as happiness, sadness, anger, and fear are university recognizable in human beings, emotions researchers, evolutionary biologists, specialists in non verbal behavior and others, have made tremendous inroads into understanding how human beings recognize and express emotions. The capacity to accurately perceive emotions in the face or voice of other provides a crucial starting point for more advanced understanding of emotions

(ii) USING EMOTIONS TO FACILTATE THOUGHT 

The second area appeared every list a basic as the first. This was the capacity of the emotions to enter into and guide the cognitive system and promote thanking for example. Cognitive scientists pointed out that emotion priorities thinking. In other words. Something is responding to emotionally is something that grabs our attention. Having a good system of emotional input there fore should helped direct thinking towards matters that are truly important

 (iii)UNDER STANDING EMOTIONS

Emotion conveys information happiness usually indicated desire  to join  other people, anger indicates desire to attack or harm others, fear indicates desire to escape, each emotions convey its own pattern of possible messages, and action s associated with those messages.

 (iv) MANAGING EMOTIONS

Finally emotions of ten can be managed. A person needs to understand emotions convey information. To the extent that it is under voluntary control, a person may want to remain open emotional signals so long as they are not too painful, and block out chose that are overwhelming. In between within the person’s emotional comfort zone, it becomes possible to regulate and manage one’s own and other personal and social goals. The means and methods for emotional self recreation has become a topic of increasing research in this decade

                  The study aims in identify the influence of emotional intelligence of workers in  the following factors.

  • SELF AWARENESS
  • SELF MOTIVATION
  • EMPATHY
  • MANAGING RELATIONSHIP
  • SELF REGULATION

 SELF AWARENESS:

 Self awareness includes a recognition of our personality, our strength, our weakness, our likes and dislikes, developing self awareness can help us to recognize when we are stressed or under pressure. It is also often a prerequisite for effective communication and interpersonal relation.

SELF MOTIVATION:

There are self motivational competences they are explained below

Achievement Drive:

Strive to improve meet a standard of excellence.

                                                  

OBJECTIVES OF THE STUDY

  • To study influence of emotions and how the workers are controlling their emotions in their work place.
  • To suggest the employees how to improve the emotional intelligence with the help of the model

LIMITATIONSOF THE STUDY

  • This study is applicable to this organization only and it cannot be generalized.
  • Due to time constraint only less number of sample was selected.
  • Limitations of the statistical tools also apply.

  

                    

REVIEW OF LITERATURE

According to Wisconsin a review of literature is a critical analysis of a segment of a published body of knowledge through summary, classification and comparison of prior research studies and theoretical articles.

Mayer and Salovey defines Emotional Intelligence as the ability to perceive emotion, integrate emotion to facilitate thought, understand emotions and to regulate emotions to promote personal growth.

This study aims in determining the Emotional Intelligence of workers employed in Rangavilas, Coimbatore. The past studies can be analyzed with the following chapters.

  • Studies related to Emotional Intelligence
  • Studies related to Emotional Intelligence in textile industry.

STUDIES RELATED TO EMOTIONAL INTELLIGENCE:

Emotional Intelligence is the ability to acquire and apply knowledge from your emotions and the emotions of others.

 Kemper (1982) in his study on “Emotional Intelligence” found that there are two  types of emotional namely.

  • Primary emotion- which have to do with built in human reaction
  • Secondary emotion- which is relate to emotions that emerge when an individual starts making something13

Anderson (1992) in his report on “Emotional Intelligence” found that the person who is good in their performance will have at least five emotional intelligence competencies10.

Goleman (1992) in his study on “Emotional Intelligence” compared star performers with average performers in senior leadership position. Goleman found that nearly 90% of the difference in their performance profiles was attributable to emotional intelligence factors4.

McDowell and Bell (1992) in their research on “Emotional Intelligence” identifies that for a team to have high emotional intelligence.

  • The team should create norms that establish mutual trust among the members.
  • A sense of group identity.
  • A sense of group efficacy.8

Boyatzis R (1994) in his study of “Emotional Intelligence” among 515 senior executives found that those who were primarily strong in emotional intelligence were most likely to succeed than those who were strongest in either relevant previous experience or intelligent quotient3.

Margaret Chapman (1994) in his study on “Emotional Intelligence” found that the contribution of emotional intelligence is twice as important as a success factor as intellect and expertise3.

Atherya (1995) in his report on “Emotional Intelligence” found that hiring individuals with higher level of emotional intelligence will result in higher financial gains in private sector13.

Gardner (1996) in his report on “Emotional Intelligence” identifies high emotional intelligence is an indispensable part of high performance leadership4.

Lord Devader and Alliger (1996) in their report on “Emotional Intelligence” found that the people who have high emotional intelligence will perform well under pressure and also will be a good team player3.

STUDIES RELATED TO EMOTIONAL INTELLIGENCE IN TEXTILE INDUSTRY

Emotional Intelligence refers to knowing and managing our own emotions and those of others for improved performance.

Porras (1981) in his study on “Emotional Intelligence” states that Emotional Intelligence supervisors will be able to listen better and help employees to resolve problems3.

Thamhain (1992) in his report on “Emotional Intelligence” found that the superior with high emotional intelligence tend to use more open communication with their subordinate12.

Caruso (1995) in his study on “Emotional Intelligence” express that the individual with high emotional intelligence will motivate themselves to persist in face of frustration, and keep distress from swamping their ability to think12

Rosenthal (1997) in his study on “Emotional Intelligence” identifies the people who were best in emotional intelligence were more successful in their work as well as in their social lives1.

Thomas (1998) in his study on “Emotional Intelligence” found that there are 6 families of emotions. They are

  • Happy
  • Excited
  • Tender
  • Scared
  • Angry
  • Sad

SUGGESTIONS

 Emotional intelligence of the workers should be seriously examined because it will affect the performance of the workers. So the company should take measures to control the emotions of the workers.

  • The worker should avoid people who invalid them or don’t respect their feelings.
  • The workers should take responsibility for their emotions and their happiness.
  • The workers should examine their feelings rather than the actions or motives of other people.
  • The company can give training programs in order to tackle the fear of unknown.
  • The company should give counseling to the workers how to manage all the situations that are arising in the organization.
  • The management should give awareness about what are the influences that will be arise from the external environment and how it will be tackled.

The management should look after their workers and try to find out their problems and give solutions to them.

CONCLUSION

Emotional intelligence is one which every organization has to take into consideration because it will affect the performance of the workers. The study was conducted on 100 workers in Rang Vilas on emotional intelligence. Thus the emotional intelligence is one which every organization have to take it into consideration .Based on the study workers are managing their emotions effectively. But concentration in certain areas will help the organizations to be a successful way. Thus the management has to concentrate on certain areas would enhance the workers to be emotionally intelligence in their work place certain suggestions are have provided to make it more effective.

                            The management has to look after their workers and try to solve the problems facing by them. The management should give training program in order to avoid the fear of unknown. This will help the workers to be more emotionally in the work place which help both the management and the workers.

BIBLIOGRAPHY

BOOKS:

  • Jerald-Green berg Robert A Baron, Behaviour in organization, eight edition Pearson publication, P. 115.
  • Stephen P. Robbins, Organizational Behaviour, Tenth Edition, Prentice hall of India (P) Ltd, P.111.
  • Robert Kreitner Angsello Kuick, Organizational Behavior, McGraw Hill publishing Company, 1980, Second European Edition, pp.137

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