ASSIGNMENT ON

EMOTIONAL INTELLIGENCE

NAME: SHRENI JAIN

CLASS: SY B.Sc.Finance
ROLL NO: C046

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Ques.1. What is Organizational Intelligence (OI)? Discuss with real examples taking insights
from Goleman’s theory of Emotional Intelligence (EI). (For better understanding read OI and
EI model uploaded in reading material)?

Ans. According to me, Organisational Intelligence is the company’s ability to adapt itself to
changes and complexities of external environment for which they need good leaders, properly
analysed strategies and a favourable working environment. Earlier, the organisations were all
about products, employees, operations and processes but now they are intelligent systems
designed to manage knowledge with increasing investment in the IT department for better
understanding of the strengths and weakness. In this, the intellectual capital: patents, data bases
etc. are the assets of the organisation. Strategic processes gather information and convert it into
strategic decisions which enables the organisation to meet economic standards of profitability,
market share, etc. McDonalds is one example explaining the concept well. In this, the biggest
fast food chain customized their menu by changing beef burgers with veg burgers, to not to
hurt the emotional views of Indian population who considered cows as God.

2.Listen to the Ted talk of Guy Winch and answer the following question-

a. What are common psychological injuries that we sustain in daily life, discuss steps to
overcome the emotional injuries.

b. Explain how Guy Winch concluded this theory as one of the most relevant in today’s time.
Link- https://www.youtube.com/watch?v=rni41c9iq54

Ans. a) The common psychological injuries that Guy Winch talks about are failure (mind
triggers that you are incapable of doing it due to past setbacks), rejection (feeling of being
excluded) and loneliness (that people around us care much less about us than they show). These
injuries can get worse and have a dramatic effect on our lives if ignored. The only way to cure
these wounds are to decrease the gap between physical health and psychological health through
following steps:

1. Pay Attention to Emotional Pain: you won’t be able to treat it if you don’t know about
it.
2. Emotional Bleeding: once your mind has been convinced about something it is very
difficult to change it. After facing failure, you cannot let your mind get convinced that

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 you cannot succeed, you have to fight the feelings of demoralisation and get a control
over the situation.
3. Protect your Self- Esteem: Rejection and failures hurt our self- esteem, one needs to
revive themselves rather than finding more faults in ourselves.
4. Battle Negative thinking: Whenever there is the urge to ruminate, distract yourself into
another activity until the urge passes.

b) Guy Winch talks about the importance to having emotional hygiene and how people still
chose physical health over psychological health. According to his theory both physical and
psychological health should be treated the same (like twins). By following the above mentioned
steps, you will able to build emotional flexibility and succeed in life. He also mentioned that
when 100 years ago people started to practise personal hygiene, life expectancy increased by
50% in just a few decades. So, if everyone starts to practise emotional hygiene, they would
become more happier, empowered, psychologically healthy; the world would become a better
place to live.

Ques.3. Read the case on Happiness Coaches for Employees (available in reading material)
and answer the questions mentioned in the case study.

a) Do you think happiness coaches are effective? How might you assess their
effectiveness?

Ans. Yes, I think happiness coaches are effective because they help the employees to manage
their emotions in a positive way rather than letting it out on the customers. It motivates them
and would naturally improve their performance at work as a happy and satisfied employee has
a better productivity than an unhappy one. The effectiveness of these Happiness Coaches can
only be found if they are used in an organisation and comparison is made in the performances
from before and after. There are cases that have shown that employees under these coaches
smile more and enable a healthy working environment around them.

b) Should the organization welcome happiness training in their workplace? Why or why
not?

Ans. Yes, I do believe that happiness training should be introduced in every organisation. It
helps the employees to maintain their cool when they are facing a lot of work stress and tend
to get angry and frustrated. This one employee can affect the emotions of employees around

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them. Happiness training would help them to regulate their emotions and boost their morale
whenever they feel low. It would eventually lead to a better performance. Nowadays, human
resource is considered to be the biggest asset of the organisation, therefore happiness training
is important for the welfare of this asset. It contributes highly in the success of the organisation.

c) Some argue that happiness coaches are a way for organizations to avoid solving real
work problems—a diversion, if you will. How might we make this determination?

Ans. Happiness coaches listen to the feelings of employees and help them deal with it. Some
people might give excuses that their short- comings were a result of their emotional turmoil. In
these cases, happiness coaches prove to very beneficial because they help to deal with these
emotional outbursts. According to me, they are not a diversion from solving real work problems
rather a help. Emotional contagion: an employee is feeling negative emotions, then people
around him tend to feel the same so if I seek help from help from happiness coach it would
ultimately improve the work conditions. Its determination can only be found by analysing the
outcome from these sessions.

d) Under what circumstances—if any—is it ethically appropriate for a supervisor to

suggest a happiness coach for a subordinate?

Ans. It is ethically appropriate for the supervisor to suggest a happiness coach for a subordinate
only if they see that the employee’s emotion is considerably affecting his performance at work.
However, they have to be really careful about it as the employee might feel that there is some
kind of discrimination against him or that he not suitable for the job.

Ques.5. “We’ve long known that panic spreads, but experts more recently have come to
understand emotional contagion, the mechanism by which people’s emotions (positive or
negative) “go viral” within groups, influencing our thoughts and actions”. Discuss this taking
reflection from the role social media has played in spreading fake news/ rumours/ information
during current COVID-19 pandemic. (For better understanding re- additional reading material)

Ans. Social media platforms have played a major role in providing seamless connectivity with
our friends and families during this pandemic through phone calls, emails, video calls and other
interactive activities. The passing of emotions and anxiety along with knowledge has helped in
maintaining the psychological health of people, reducing feel of social loneliness and avoiding
negative feelings. Also, it is an important platform to spread awareness about the outbreak and

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precautions to be taken to prevent it. However, these platforms are also used to spread
misinformation and fake news that generate fear amongst people (by passing our negative
thoughts). Also, there are some ignorant users who just pass on the information related to
traditional cures, immunity of a particular caste to COVID-19, implications of lockdown etc.
without checking the credibility of the source. It has affected people like some migrants were
provoked to go to their hometowns against the lockdown conditions; people stood in queues
outside general stores because they believed they wouldn’t get essentials during lockdown and
about ‘Corona Devi’ who can supposedly cure the disease. The government along with these
social media platforms are taking preventive measures to avoid the flow of fake news. Also,
they have come up with “MyGov Corona Helpdesk” platform wherein people can raise their
queries and can get right answers to circulating (mis)information. This would stop the chain of
negative thoughts.

Ques.6. What is the difference between emotions and moods? What are the basic emotions and
moods? Discuss the impact emotional labour have on employees working into various profiles.
Explain with examples.

Ans. a) Emotions: They are the intense feelings caused by a specific event that are directed
towards someone or something.

Moods: They are less intense than emotions, and lack a contextual stimulus developed
generally or are unclear.

b) Basic emotions experienced by people consist of three elements: a subjective feeling; a

physiological change; an overt behaviour. Joy, contempt, enthusiasm, envy, frustration,
disappointment, embarrassment, happiness, hate, hope, jealousy, joy, love, pride, anger,
surprise, interest, disgust, distress, sadness and fear are all classified as basic emotions.
On the other hand, basic moods can be classified into:
• Positive emotions – joy and gratitude – express favourable evaluation or feeling.
• Negative emotions – anger or guilt – express opposite.
c) Emotional labour is when employee expresses organisationally desired emotions during
interpersonal transactions at work. No matter what personal and work issues and
emotions one has to deal with, he has to put on a happy face for excellent job reviews.
employees need to be able to regulate their emotions. People in a service-oriented role

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– hotel workers, airline flight attendants, tour operators, coaches, counselor – often face
the demands of emotional labour.

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