1. IMPACT OF EQ ON
ORGANIZATIONAL
BEHAVIOR
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2. Joy
Fear Disgust
Basic Emotions
Anger
Surprise
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Sad Love

3. WHAT IS EMOTIONAL QUOTIENT?
 EQ is said to be a measure of a person’s emotional intelligence
 The ability to
 Understand the needs and feelings of oneself and other people
 Manage one’s own Feeling
 Respond to others in appropriate way
 EI is largely learnt, developed throughout life and conditioned by life's
experience.
 Improved by training, coaching, experience. 3

4. EMOTIONAL QUOTIENT- THE FIVE DOMAINS
 Daniel Goleman identified the five 'domains' of EQ as:
 Knowing your emotions.
 Managing your own emotions.
 Motivating yourself.
 Recognizing and understanding other people's emotions.
 Managing relationships.
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5. Four major components of EQ
Self OTHERS
Personal competence Social competence
1)Self awareness 2)Social awareness
Emotional self awareness Empathy
Accurate self assessment Service Orientation
Self confidence Organizational awareness
3)Self management 4)Relationship management
Self control Developing others
Trustworthiness Influence
Conscientiousness Communication
Adaptability Conflict management
Achievement Drive Leadership
Innovativeness Building Bonds
Teamwork and collorabation
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6. IQ VS EQ
(Intelligent Quotient Vs Emotional Quotient )
 Two different kinds of intelligence
 Intellectual
 Emotional
GETS YOU FIRED/PROMOTED
GETS YOU HIRED
THE PROFESSIONAL SUCCESS 6

7. IQ VS EQ
(Intelligent Quotient Vs Emotional Quotient )
 A research shows that IQ
can help you to be
successful to the extent of
20 percent only in life.
The rest 80% depends on
EQ .
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8. Survey - EQ Leads To Success In Top Executives Around The
World
 515 senior executives analyzed by the search firm Egon Zehnder
International.
 People with strong EQ were more likely to succeed than those who
were strongest in either relevant previous experience or IQ.
 The study included executives in Latin America, Germany, and Japan, and
the results were almost identical in all three cultures.
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9. EMOTION DIMENSIONS
 Variety of emotions
 Positive
 Negative
 Intensity of emotions
 Personality
 Job requirements
 Frequency and duration of emotions
 How emotions are exhibited
 How long emotions are displayed
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10.  A waitress at a restaurant
is expected to do
emotional work ,such as
smiling and express
positive emotion towards
client .
 A nurse working in a
hospital ,is expected to
express positive
emotions towards
patients , such as
warmth and compassion.
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11. Major Benefits Of EQ
For Organizations
For Individuals
For Coaches and Consultants
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12. Applying EQ in Business Organization
 Human resources planning
 Job profiling
 Recruitment interviewing ,selection and training
 Management Development
 Customer relations and customer service
 Corporate culture
 Emotional support
 Leadership
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13. Characteristics of a low EQ Person
 “If only I had a different job ……..”
 “If only I had finished graduation ……..”
 “If only I had been handsome/beautiful ……..”
 “If only I had been born rich and famous ……..”
 “If only I had good contacts ……..”
 “If only I had better friends ……..”
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14. Healthy Emotional State
 Compassion
 Gratitude
 Attention
 Forgiveness
 Tolerance
 Patience
 Sympathy
 Humility
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15. The Higher Up You Go up the ladder . . .
 Individual Contributor
 Team Lead
 Supervisor
 Manager
 VPs
 CEOs/Chairs
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16. Emotional Competence Managers Should Learn…..
 Emotional Competency
 Emotional Maturity
 Emotional Sensitivity
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17. Emotional Competency
 Tackling Emotional Upsets
 High Self Esteem
 Handling Egoism Emotional Sensitivity
 Handling Inferiority Complex
 Understanding Threshold of
Emotional Stimulation
Emotional Maturity  Empathy
 Improving Inter personal relations
Self Awareness
 Communicability of emotions
Developing Others
Delaying Gratification
Adaptability and Flexibility
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18. High EQ can lead to…….
 Increased productivity
 Enhanced leadership skills
 Improved responsiveness
 Greater creativity
 Create enthusiastic work environments
 Reduce stress levels
 Resolve emotional issues
 Improve the well being of employees
 Improve relationships
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19. Sample EQ Test 1
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20. Sample EQ Scorecard 1
 12 – 24: Your frankness is commendable, but need to work on.
 25 – 34: People in this range often find themselves blowing up at their co-
workers, even their loved ones.
 35 – 44: You have slightly above average EQ – with room to grow.
 45 – 54: You have very high emotional intelligence.
 55 – 60: You have an exceptional EQ. The organizations welcome these
candidates with open arms. 20

21. Sample EQ Test 2
 Question: In my group of friends, I am generally aware of how each person feels about the other people in our
social circle.
o Strongly Agree
o Agree
o Disagree
o Strongly Disagree
 Question: When I am upset, I can usually pinpoint exactly why I am distressed.
o Strongly Agree
o Agree
o Disagree
o Strongly Disagree
 Question: When I make mistakes, I often berate and criticize myself and my abilities.
o Often
o Sometimes 21
o Rarely
o Almost Never

22. Sample EQ Test 2
 Question: I feel uncomfortable in emotionally charged situations.
o Strongly Agree
o Agree
o Disagree
o Strongly Disagree
 Question: I tend to avoid confrontations. When I am involved in a confrontation, I become extremely anxious.
o Strongly Agree
o Agree
o Disagree
o Strongly Disagree
 Question: I feel confident about my own skills, talents, and abilities.
o Strongly Agree
o Agree
o Disagree 22
o Strongly Disagree

23. Examples
 In a national insurance company…….
 Insurance sales agents who were weak in emotional competencies such as self-
confidence, initiative, and empathy sold policies with an average premium of $54,000.
 Those who were very strong in at least 5 of 8 keyemotional competencies sold policies
worth $114,000 (Hay/McBer Research andInnovation Group, 1997).
 In a large beverage firm…
 Using standard methods to hire division presidents, 50% left within two years, mostly
because of poor performance.
 When they started selecting based on emotional competencies such as initiative, self-
confidence, and leadership ,only 6% left in two years.
 Division leaders with these competencies outperformed their targets by 15 to 20
percent. Those who lacked them under-performed by almost 20
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24. Examples
 The Consortium for Research launched a training programme on EI
at American Express.
It found that:
- Managers increased their business by 18.1% as against 16.2% who did
not receive the training
- In tasks involving sales and mechanical skills, employees with high EI
were found to be 12 times more productive than the others
- Insurance professional and account managers with high EI were 127%
more productive
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