Role of Emotional Intelligence and Career Growth

Introduction

There are two different types of intelligence: the rational & emotional. We think that our
performance of work is determined by IQ (rational intelligence) only that if a man has high IQ,
its ability of doing work will be more but its not true, as it depends heavily on the emotional
intelligence too. The probability of failure of a person with low EQ will be higher either he has
high IQ.

Emotional intelligence is the capability of someone that how he recognizes and controls his
own emotions and the other persons emotions.

Emotional Intelligence is the concept coined in 1964. It is developed by two researchers Peter
Salavoy and John Mayer but it gain popularity and highly developed by Dr. Daniel Goleman

It gained popularity in 1995 after the eye opening book of Dr. Daniel Goleman. It talks
about four basic quadrants, first one is Self-awareness: Are you well aware of yourself? Do you
know your liking and disliking? This portion claims that if someone is not aware about
him\herself then how he\she can understand the other people. Second quadrant is Self-
Management: It says if you are well aware about your nature, liking, disliking then you can
manage yourself in a better way hence this is the road way to success. The third quadrant talks
about Social awareness: it says in order to compete and behave wisely you need to be socially
aware. Once you are socially well aware means you know well about others, how your boss get
angry or happy etc. then you can manage your relationships in a better way that is the fourth
quadrant of emotional intelligence. As per latest research Emotional Intelligence is the only way
for every human being to succeed in the life, no matter its professional field or personal life. Few
researchers claim its role is more than 90% as compared to IQ.

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According to the Goleman

Emotional Intelligence is the ability to sense, understand, value and effectively apply the power

of emotions as a source of human energy, information, trust, creativity and influence

-DANIEL GOLEMAN

The main principal of EQ for success requires the effective awareness, control and management
of one's own emotions, and those of other people. Emotional intelligence represents two aspects
of intelligence:

Understanding yourself, your goals, intentions, responses, behavior and all.

Understanding others, and their feelings.

There are five key elements/ domains of emotional intelligence

Self-awareness.
Self-regulation.
Motivation.
Empathy.
Social skills

Few researchers believe that the emotional intelligence can be learned and developed by the
experience and practice, while others claim it is an innate specialty.

As per Dr. Daniel Goleman Today companies worldwide routinely look through the lens
of EI in hiring, promoting, and developing their employees. For instance, Johnson and Johnson
(another CREIO member) found that in divisions around the world, those identified at mid-career
as having high leadership potential were far stronger in EI competencies than were their less-
promising peers. CREIO (Consortium for Research on Emotional Intelligence in Organizations)
continues to foster such research, which can offer evidence-based guidelines for organizations
seeking to enhance their ability to achieve their business goals or fulfill a mission.

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History of the organization
Ibrahim Fibers Limited Company was established in 1947 in Faisalabad, Pakistan as a
cloth trading business. Ibrahim Fibres Ltd. Initiated the business in Pakistan in 1947, by the
name of Ibrahim Agencies in Faisalabad, Pakistan. Its initial business was cloth trading. Then
Ibrahim Fibres came under the Companies Ordinance, 1984 and became a public limited
company. And this name Ibrahim Fibres Ltd. got listed in Karachi & Lahore Stock Exchanges of
Pakistan (Now Pakistan Stock Exchange). Then they came into Yarn manufacturing, this
company struck gold into the yarn business. After Yarn manufacturing they went into backward
integration i.e. into the Polyester Manufacturing. They installed their first Polyester plant in 1996
and following the approach of economies of scale and strengthening its value chain Ibrahim
Fibers Ltd installed two more polyester plants in the same premises and now it is the largest
Polyester manufacturer in Pakistan having installed capacity of 1250 tons per day of polyester.
The principal business of the Company is manufacturing and sale of Polyester Staple Fiber and
Yarn. The location of its registered office is 1 A Ahmad Block, New Garden Town, Lahore
moreover the manufacturing units are located at 38KM Faisalabad-Shikhupura Road in the
Province of Punjab.
Plants Detail:
Polyester Plant-1
Polyester Plant-2
Polyester Plant-3
Textile Plant-1
Textile Plant-2
Textile Plant-3
Power Generation
Coal Fire Power Plant
Head office at Faisalabad and other regional offices at Lahore, Islamabad, Multan &
Karachi.

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Statement of problem

This research based on main idea to cover the gap that mentioned in literature in
accordance with the problem identified by research, the objectives of the study is to get the
relationship between Emotional intelligence components and career and professional growth of
employees. To evaluate the Emotional intelligence and its influence on employee career and
professional growth in Ibrahim Fibres Limited.

Specific Objectives

Focus on following specific objectives.

1. To evaluated self-awareness among employees at the Ibrahim Fibres Limited.
2. To linked the self-regulation with career success and professional growth at the Ibrahim
Fibres Limited
3. To identified the problems those are linked with the internal motivation of employees at the
Ibrahim Fibres Limited.
4. To judge the effect of empathy on employee behavior at the Ibrahim Fibres Limited.
5. To check the how much successfully employee use the social skills for their career success
and professional growth in Ibrahim Fibres Limited.

Scheme of Study

The study based on five major chapters. First of all introduction has been placed which
comprises of back ground of the study, define statement of the problem, clarify the objectives of
the study, implication of the study, possibility of the study, operational definitions, and
organization of the study. Literature review present the literature This section comprises on
different theories that are defined in this section, these theories are from previous studies the
third part consist upon theoretical frame work, development of Hypothesis of the study. Fourth
part includes design for research and methodology use in this research also define the data
source, how sample are selected, techniques used to analyzed the data. And model development.
In fifth section of data analysis tools used for analysis and statistical analysis analyzed. In last
chapter summary of the study represented also conclusion and based on these conclusions

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recommendation has been made. Study future implementation also presented and limitation that
restrict the study to make it more comprehensive are presented.

Hypothesis:

H1: There is Positive and meaningful relationship between self-awareness and career growth.

H2 : There is Positive and meaningful relationship between self-regulations and career growth.

H3: There is Positive and meaningful relationship between internal motivation and

career growth.

H4: There is Positive and meaningful relationship between empathy and career growth.

H5: There is Positive and meaningful relationship between social skills and career growth.

H6: There is Positive and meaningful relationship between emotional intelligence and

career growth.

Literature Review:

Currently Emotional intelligence get highly interested topic for the all the public and private
sector. It deals with the emotions of employees and about their knowledge and feeling and use
of these emotions intelligently for their growth and success. In current working environment,
there is no difference in language, races and no biasness in gender and religion. Emotional
intelligence improves the skills of managers to understand the behaviour of worker and
motivation of their subordinates to build an effective team to complete the work successfully.
Study shows the result that it very difficult to cater the generation X and Y together. Researcher
suggests that both the generations trained differently for emotional intelligence elements such as
self-awareness and self-regulations and development of social skills and empathy for their
professional growth[ CITATION Akd15 \l 1033 ].

It is obvious that there are some employees who are better performer as compared to the others.
Those persons get early promotions, rewards and recognition.

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This is because they are more emotionally stable and they can manage and control their emotions
efficiently. Due to this emotional intelligence they can solve the problems and issues more
effectively in their careers. With the use of EQ the employees may enhance their self-awareness,
innovative ability, patience, trust level and honesty. They have better relationship not only with
their peers but also with top level executives within and outside organization. Now a days
emotional intelligence is a basic technique to judge the employee and its play a pivotal role in the
organization culture and environment and also the productivity and effectiveness[ CITATION
Kan15 \l 1033 ].

The main objective is to check that how the employee takes their self-awareness, social
skills and empathy during the job and their knowledge about the emotional intelligence that's
why they are more successful in their carrier growth[ CITATION Kan15 \l 1033 ]

In recent years the cognitive skills that are called IQ is not only required to be successful
in the life and be a good performer. But it is equally important for the managers and all other
employees to analyze their intrinsic feelings, how they express their emotions and strong
commitment through their job and career. Those who have more EQ will be more successful and
competent person. This is the era of knowledge and to live in the society and be good in your job
is heavily depend on the expression of your thoughts and emotions and your flexibility in the
personality. With the emotional intelligence the person will be more creative and problem solver
and build the specific capabilities that are helpful for development of healthy relationship and
effectiveness in the adverse situations in his job. it helps to improve the efficiency and quality
and be successful in the business or job and create a good management system through their
knowledge and expertise[ CITATION Mar15 \l 1033 ].

Emotionally intelligent people must have the ability to understand the emotions of others.
A person who possesses high emotional intelligence also has strong and dynamic leadership
qualities also he has good relations within the organization this may lead to his satisfaction and
success in organization. This study analyze that how high level of emotional intelligence become
the competency and how effectively he leads his team to attain his team tasks. This study also
reveals that how emotional intelligence uses for effective leadership for professional success.
This study also indicates that training in emotional intelligence give the employee success in
their career and attains their professional goals.[ CITATION Ran15 \l 1033 ].

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Elements of Emotional Intelligence

Elements of EI Definition Hallmarks

The ability to recognize and
Self-confidence Realistic self-
understand your moods,
Self-Awareness assessment Self-deprecating
emotions, and drives, as well
sense of humor
as their effects on others
The ability to control or
redirect impulses and moods Trustworthiness and integrity
Self-Regulation The propensity to suspend Comfort with ambiguity
judgment and think before Openness to change
acting
A passion to work for reasons
Strong drive to achieve
that go beyond money or
Optimism, even in the face of
Motivation status A propensity to pursue
failure Organizational
goals with energy and
commitment
persistence
The ability to understand the
Expertise in building and
emotional makeup of other
retaining talent Cross-cultural
Empathy people Skill in treating people
sensitivity Service to clients
according to their emotional
and customers
reactions
Proficiency in managing
Effectiveness in leading
relationships and building
change Persuasiveness
Social Skill networks An ability to find
Expertise in building and
common ground and build
leading teams
rapport
[ CITATION Gol98 \l 1033 ]

Every person have fixed amount of physical and psychological resources due to these fix
resources person cannot fulfill life all domains. Emotional intelligence is a development process
for the persons who use it intelligently. It is important for the organization to understand the
unlike brains, emotional intelligence require extensive time for development and improvement.
Managers who possess high emotional intelligence and good social skills and also reach at
emotional calm capable to solve the problems and lead themselves also lead others in the

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organization. They have focused in their work they are capable to manage their behaviour and
positive mood. Organization and managers must clarify the emotional requirement of every
position in the organization. Every employee has different emotional intelligence level so
[ CITATION Gol98 \l 1033 ]organization assigns them according to their emotional intelligent
level on position so that employee can successful in their personal and professional life.
[ CITATION Buc13 \l 1033 ]

Emotional intelligence comprise the competency to evaluate and express true emotions so
that they can understand other emotion and other can understand their emotions this will
facilitating their thoughts and regulate emotions. Emotional intelligence has been associated
with motivation and access to success. Most of the employee thinks that getting promotion mean
success. The employees in the organizations getting more financial benefits but in actual career
success consist upon objective and subjective goals in personal and professional life.
Emotionally intelligent people have attained the career success and professional strong and they
are less feeling about job insecurity. Emotional intelligent people have high level of job
satisfaction and organizational commitment this will make professional success and
organizational success[ CITATION Sae12 \l 1033 ] .

Theoretical Framework:

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 Self-Awareness

Self-regulation

Emotional Career Success

Internal Motivation
Intelligence

Empathy

Social Skills

Research Methodology:

In this part of the study, procedural definition of research is discuss, after that the concrete
procedure followed to analyze the data, also explained the analysis of data. This study based on a
quantitative design. Quantitative study has experimental objectives, operating variables and
attempt to control natural phenomena, by establishing hypotheses and test these hypotheses to
the data collected. Best suitable technique and approach is used, the study define the study
purpose that elaborated the association level for the variables if exist.
The research also tests the hypotheses which stated that emotional intelligence and its
elements play the role in employee career success and professional growth and verify that
emotional intelligence has some relationship with career success and professional growth.
This portion of the research based on the research design, research procedure, to cover the
research topic, sampling techniques, instrument used in research and analysis by using
descriptive statistical techniques for the data.

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Research Design

Components those comprise the emotional intelligence and use of these components by the
employees for their career success and professional growth in Ibrahim Fibres Limited
determined in this study. The descriptive factor analysis, correlation and regression method will
be used in this study.
This study uncovered the areas of knowledge and quantity of knowledge in different
ways also increases the perception about the emotional intelligence components, which can
affect career success and professional growth of employees in Ibrahim Fibres Limited. Also these
components may take into account while developing a new training and learning for the
organization.
In Pakistan studies available only focusing educational institution but ignored
manufacturing sector and specific industry especially petro chemicals. Female respondents were
ignored in previous studies. Universities have well educated respondents but in manufacturing
sector people belong to different culture and different level of income.

Subject of the Study

The study represents the response of the employees at Ibrahim Fibres Limited. Ibrahim
Fibres Limited has 4000 employees in different cities of Karachi, Lahore, Faisalabad, Multan,
Islamabad and Lahore with 12 working sites in Pakistan. For this study only Executive and staff
has been selected because they are well educated understand the emotional intelligence concept.
The population of the study consists upon 200 executives and 1426 staff. The questionnaire
developed by analyzing different studies relevant to subject. Data were collected by selecting
400 employees randomly from different locations of Ibrahim Fibres and floating 400
questionnaires.

Research Instrument

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 Questionnaire is the main research tool used in the research developed by the researcher
based on checklist. Executive and staff of Ibrahim Fibres Limited providing a set off
questionnaire-checklist developed and constructed for them. The questionnaire consist upon two
sections, First section of questionnaire represent the demographic profile of respondents based
on demographic questions including Age, Gender, Experience, Income Level, cadre
(staff/Executives) and nature of the (Process, Services and Maintenance). The second part
consists of emotional intelligence elements relationship will be evaluated with reference to career
and professional growth.
Emotional intelligence is a strategic part of the organizational human resource development.
Emotional intelligence enhances the employees proficiency and develops their competencies,
polish their skills and distribute the reward in shape of career growth. It is important to explore
this important topic with the objectives to identify the factors that are based on emotional
intelligence and analyze them how much these factors influence the employees emotions for
advancement of their career growth in Ibrahim Fibres Limited. After reviewing different studies
on Emotional intelligence role on career / professional growth, the study adopted the survey
research as a total of 400 questionnaires to be filled from executives and staff of Ibrahim Fibres
Limited by using simple random techniques. Analysis of data based on these 400 questionnaires.
SPSS version 20 is used for factor analysis, correlation and regression to analyze the relationship
between variables and hypothesis testing. This study tries to explore the significant relation
between the variables that are emotional intelligence element self-awareness, self-regulation,
internal motivation, empathy and social skills relation with career and professional growth.

Expected findings:
The study concludes that there is positive and meaningful relationship between self-awareness,
self-regulations, internal motivation, empathy and social skills with career success. So there is
positive and meaningful relationship between emotion intelligence and career success.

The concept of Emotional Intelligence still needs extensive research according to the
results of studies conducted on the same subject its importance within the study of social and
intellectual human competence.

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So this study reveals that it is beneficial and motivating to consider how important the Emotional
Intelligence is for employee to move upward in their career.

Recommendations

The study recommends that training of employee must be carried out for self-awareness
and self-regulation. Managers must be provided training with new and advance era practices to
utilize emotional intelligence for professional and career growth. Also providing them training
by workshops or from some human resource consultancy firms who can arrange seminars and
discussion on different topic.

Finally, emotional intelligence contains a large set of skills that still need to explore
studied by psychologists for many years. Thus, another way to measure emotional intelligence or
competence is through tests of specific abilities.

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Buchko, A., & Koubova, V. (2013). Life Work Balance Emotional Intelligence as a Crucial Componenet of
Achieving both Personal Life and Work Performance . Management Research Review , 36(7),
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Goleman, D. (1998). The Emotional Intelligence of Leaders. Frances Hesselbein Leadership Institute , 10,
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Kannaiah, D., & Dr. R. Shanti. (2015). A study on Emotional Intelligence at work Place . European Journal
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Saeedi, N., Pazvari, M. H., Masouleh, S. A., & Mousavian, S. I. (2012). Studying the Influence of Emotional
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