ANNA UNIVERSITRY SEMINAR-II CONTEMPORARY MANAGEMENT EMOTIONAL INTELLIGENCE & MANAGEMENT TEAM NO-2

MEMBERS : R.VENKATESWARAN K.RAJESH KUMAR C.RAJA V. PREM SIVA SANKAR A.VIGNESHWARAN S.NIRMAL VIJAY CHANDAR

REFERENCES

Training for emotional intelligence Cherniss, C., & Goleman, D. (2001). The emotionally intelligent workplace - In C. Cherniss & D. Goleman (Eds.), (pp. 209-233). San Francisco: Jossey-Bass. Guidelines for best practice; Paper developed for the Consortium for Research on Emotional Intelligence in Organizations - Goleman, D., & Cherniss, C. (n.d.).

CONTENTS
1. What is emotional intelligence ?

2. The Conceptual Model 3.Competencies Framework 4. Seven Deadly ins 5. Indicators of the negative resources in the organization
6. Consequences of the Negative emotions

7. Major threats

8. Positive Emotions 9. Application of Emotional Intelligence 10. Conclusion

WHAT IS EMOTIONAL INTELLIGENCE?

Emotional Intelligence (EI) is the ability to recognize, understand and manage your emotions and behavior effectively Emotions :

1. Primary Emotions- Person feeling at first Example: Before the anger: Feeling of being insulted or forced 2. Secondary Emotions- What a primary emotion leads to Example: Anger Secondary emotion

EMOTIONAL INTELLIGENCE : THE CONCEPTUAL MODEL

. Self Regulation Recognition Others

SelfAwareness

Social Awareness

SelfManagement

Relationship Management
Positive impact on others

EMOTIONAL INTELLIGENCE COMPETENCIES FRAMEWORK

.


Self-Awareness


Social Awareness
Empathy  Organizational awareness  Service

Emotional self-awareness  Accurate self-assessment  Self-confidence

Self -Management
Self-control  Transparency  Adaptability  Achievement  Initiative  Optimism
 

Relationship Management
Influence  Inspirational leadership  Developing others  Change catalyst  Conflict management  Teamwork and collaboration

WHY SHOULD YOU KNOW ABOUT EI?

A Wake-up Call Know-Hows

70% of the reasons for losing clients/customers are EI-related: y Poor service. y Poorly handled complaints. y Unpleasant interactions. y Didnt go the extra mile. y No follow-up. y Lack of human connection.

CAN YOU HEAR ME NOW?

Ask yourself Know-Hows
75%

of the reasons careers get derailed are EI-related:

Unsatisfactory team leadership during challenging times. y Inability to handle interpersonal issues. y Inability to adapt to change. y Inability to elicit trust.
y

ARE YOU UP YET?

Trust Vs Mistrust Know- Hows

50% of time wasted is due to lack of trust.

ANALYZING THE IMPACT OF EMOTIONS IN

THE WORK PLACE Emotions- Either positive or negative differ from person to person based on the gender, racial characteristics

Negatives emotions- Distrust the goal of an organization manifest themselves in the form of spreading rumors, wasting the resources of the organization, hostility towards colleagues Toxic Emotions- If not properly dealt in an organizationCauses the loss of self esteem of the employees in an organization

7 DEADLY INS- DEFINED BY THE FROST

1.Intention 2.Infidelity 3. Incompetence 4. Insensitivity 5. Institutional 6. Inevitability 7. Institutional

INDICATORS OF THE EXISTENCE OF NEGATIVE

RESOURCES IN THE ORGANIZATION

Poor working condition Constant fear of the change in the organization Frequent changes in the organizational structure Very high or low level of the stress Lack of trust in decision in of TOP mgmt Lack of job security Lack of the recognition Lack of team effort Interdepartmental conflicts Poor career prospects Poor supervision

CONSEQUENCES OF THE NEGATIVE

EMOTIONS IN AN ORGANIZATION Low productivity Absenteeism High employee turn over Lack of motivation Increase in the customer complaints Reduction in the product quality Increase in conflicts Loss of the team spirit Loss of the faith in the organization

Corrective measures should be apply before they convert into toxic in an organization.

MAJOR THREATS
Difficult to fulfill these objectives For an organization

Job satisfaction

Job involvement

Organizational Commitment

POSITIVE EMOTIONS

Lead to High Morale, Improved Performance and job satisfaction Tips for keeping organization emotionally Balanced Helping the employees to manage the stress

To attend stress management classes

Team spirit should be increased All employees treated equally by rules& procedure

APPLICATION OF EMOTIONAL INTELLIGENCE

IN THE WORK PLACE

EI and Career Development

y

Career in Hospitality industry-

To maintain good relations with the clients Emotions are managed positively to maintain good relations Recognize the customer needs by the EISelf Awareness Self Control Empathy Social Skills LOreals Selected the sales personal based on the EI Result- Better results and longer job satisfaction

EI AND LEADERSHIP
EI helps to develop leaderships on the following way Awareness

of the emotions of self and also of others Ability to predicts various emotional situations Effective use of identified emotions Management of emotions

EMOTIONAL INTELLIGENCE AND TEAM BUILDING

EI acts as a binding force which connects the members of a group.

The ways to increase the team building Team members should know to each others Negative behavior if occurs, find the reasons for that and make the solution Decision to be known to each and every members in team Goals of the team- fulfill the organizational goal Emotions of team members accepted Problem solving rather than blaming Build good relationship

APPLYING EI IN THE WORK PLACE

Required Skills Application in the Work Force

Ability to identify the emotions Ability to use emotions Ability to understand the emotions

Being aware of ones emotions

e.g. develop the creativity in workplace, develop a healthy environment for that Helps in understanding the points of view of others

Ability to manage the When happy- identify and repeat the behavior emotions When anxious, sad- remove to stop that repeat

EI AND INDIAN ORGANIZATION

EI as a factor for managerial promotions in Tata groupused a matrix tracks the EI and called it energy Cadbury India- People Care Index- PCI evaluates the set of factors that determine the emotional intelligence at work place Johnson & Johnson Consumer &Personal Care groupDevelop Standards of leadership based on the EI

GUIDELINES FOR THE DEVELOPMENT OF EI IN ORGANIZATION

Stage-1 : Preparation
A. B. C. D. E. F.

G.

H.

Evaluate the organizational goal Evaluate each individual based on the required competency Provide the feedback Provide choices to learners Persuade employees to participate Help employees to link objectives of training with their personal goals Help employees to have positive and realistic expectations about outcome Evaluate the readiness of each employee for training

STAGE-2 TRAINING
A.

B.

C. D. E. F. G.

Select trainers who can develop positive relationship with the learners Make the programme tailor made to achieve individual goals Make each participant set clear and challenging goals Divide the goals into achievable steps Encourage trainees to participate Provide feedback to the learners Use training more effective experiments

Stage-3 Application
A. B.

C.

Set an organizational culture that supports learning Encourage use of learned skills to improve the performance Remove restrictions, if any Stage-4 Evaluation

A.

Improvement in performance

CONCLUSION
Origin Of Emotion

When people feel good, they work better, are more creative, and are more productive. Good feelings are like lubrication for the brain -- mental efficiency goes up, memory is sharpened, people can understand directions and make better decisions. Studies have shown this to be especially true when it comes to teams. This is because emotions are contagious. When one or two people are in a good mood, it spreads easily to other members.

Hypothalamus which is named as the emotional thermostat is know to play a vital role in formation of emotion

Thank You