EFFECT OF EMOTIONAL INTELEGENCE ON WORK

PERFORMANCE OF EMPLOYEE

Dissertation Submitted to HEC Group Of Institution

Haridwar Department Of Commerce

For the partial fulfillment of the requirement for the

award Of the Degree of

BACHLOR OF BUSINESS

ADMINISTRATION SUBMITTED BY-:

Divya Damija

BBA 3rd Year

RESEARCH GUIDE
Mrs. Deepshika Bohra
ASSISTANT PROFESSOR
COMPANY NAME- TENHARD INDIA PVT. LTD.
HEC GROUP OF INSTITUTION, HARIDWAR DEPARTMENT
OF BUSINESS MANAGEMENT
DECLARATION
CERTIFICATE
ACKNOLEDGMENT
CHAPTER NO. TABLE OF CONTENTS PAGE
NO.

ACKNOWLEDGEMENT 1
DECLARATION 2
CERTIFICATE 3
CHPATER-1 COMPANY PROFILE 4-7

Introduction Of My Company

Company Information

Human resources (HR) work from

home/internship at Tenhard India pvt.
Ltd.
Executive Summary

CHAPTER-2 INTRODUCTION 8-31

Emotional intelligence is commonly defined by following

attributes

Helps Employees to Move to the Next Level.

Helps Employees Conquer Their Fears, Doubts.

Why EQ Is Important for Success

 Personal And Professional Benefits of Emotional
Intelligence

Advantages and Disadvantages of Trait and ability EI

CHAPTER-3 LITRATURE REVIEW 32-36

Roles and Responsibilities

The vision of the Company

The mission of the Company

Values of the Company

Market Concentration

CHAPTER-4 RESEARCH METHODOLOGY FOR 37-40

EMOTIONAL INTELEGENCE

CHAPTER-5 DATA ANALYSIS AND

INTERPRETATION 41-53

FINDING, SUGGESTION, CONCLUTION 54-58

CHAPTER-6

APENDIX 59-62

References

Questionnaire For Consumers

 LIST OF TABLES

7
CHAPTER 1
 INTRODUCTION OF COMPANY
Tenhard india private limited incorporated with MCA on 20 July 2020. The tenhard india
orivate limited is listed in the class of company and classified as non Govt company. This
company is registeredas registrar of companies(ROC), delhi with an authorized share capital of
Rs.11AC and its paid up capital is

LAC.Tenhard india private limited's last annual general meeting (AGM)was held on NA, and
the date of latest balance sheet available from ministry of corporate affairs(MCA) is NA.The
company has 2 directors /key management personal Ajay kumar singh and Parul puri Tenhard
indiaprivate limited company registration number is 366500 and its corporate identification
number(CIN) provided from MCA is U22300DL2020PTC366500

Tenhard india private limited company's registered office address is 168 laxmi nagar delhi, east
delhi DI110092 in. find other contacts information for tenhard india private limited such as
Email, websites and more below.

The company has reportedly o charges associated and documents available for download.
Current status oftenhard india private limited company is active.

COMPANY INFORMATION

CIN............................................22300DL2020PTC36 6500

COMPANY STATUS.........................ACTIVE

REGISTRATION NUMBER......................................SER745156

TURN OVER...............................................................2cr.PA

4
 About the work from home job/internship

Selected intern's day-to-day responsibilities include:

1.sourcing and screening profiles from different platforms.

2. handling candidates interview& maintaining daily candidates data.

3. providing support to the work of the HR

4. Following up on the interview process status

5. supporting with on-boarding & off-boarding formalities

6. supporting the core team with any other core function activity/task.

SHARE CAPITAL

Authorized capital...................................................Rs. 100,000

Paid up capital………………………………... .Rs.100,000

5
 Human resources (HR) work from

home/internship at tenhard india pvt. Ltd.

Work from home-:

Start Immediately.......................................1 Month

Rs. 5000 /Month

Hiring From.................................................20th Dec 2021

Opportunity Posted…................................10

6
 EXECUTIVE SUMMARY

Executive summary submitted in partial fulfillment of, the requirement of PGPM program of IBS
ORGANIZATION: TENHARD INDIA PRIVATE LIMITED

ADDRESS-:

56/12 BLOCK, STREET ROAD

PHASE 2, INDUSTRIAL AREA, SECTOR 62,

NOIDA, UTTAR PRADESH 201301

Emailid-tenhard.pvt.ltd.com

Contact no-1234567895

7
INTRODUCTION OF EMOTIONAL INTELEGENCE

8
 Introduction

Emotional intelligence (otherwise known as emotional quotient or EQ) is the ability to

understand, use, and manage your own emotions in positive ways to relieve stress, communicate
effectively, empathize with others, overcome challenges and defuse conflict. Emotional
intelligence helps you build stronger relationships, succeed at school and work, and achieve
your career and personal goals.

It can also help you to connect with your feelings, turn intention into action, and make
informed decisions about what matters most to you. The construct of Emotional Intelligence
(EI) is one of the most frequently researched topics in organizational study. EI has been found
to be an important predictor of various enviable organizational outcomes, such as job
performance, job satisfaction, organizational citizenship behavior, and organizational
commitment.

Emotional intelligence involves managing feelings so that they are expressed appropriately,
therefore enabling people to work together towards common goals in a constructive and
transparent environment. When the executive values feelings, so will the employees. Thus, if the
manager feels optimistic, confident, creative, flexible, tolerant, respectful, and compassionate,
the employees will likely mirror these feelings
Organizational commitment (OC) is considered to be an important determinant of organizational
effectiveness. It has been shown by studies that organizational commitment has the potential to
predict a variety of organizational outcomes,
such as increased job performance, reduced turnover and withdrawal cognitions, lower
absenteeism, and increased organizational citizenship behavior (Sinha and Jain, 2004;
Herskovits, Topolnystsky, Stanley, and Meyer, 2002; Meyer
and Allen, 1997; Mathieu and Zajac, 1990).

Moreover, committed employees who are highly motivated to contribute their time and energy
9
to the pursuit of organizational goals are increasingly acknowledged as the primary asset
available

10
to an organization (Pfeffer, 1998).
What competencies of EI contribute to OC and employee performance? Since many
organizations are looking for performance improvement and they desire to carry out economic
activities with maximum efficiency, they should enhance
their employees’ performance in the first step.

Performance is a function of knowledge, skills, capabilities and motivations. Emotional

intelligence is an important capability in today’s organization with changing behaviors and
motivations.

While research has shown there is a significant relationship between emotional intelligence,
organizational commitment, and employee performance (Rangriz and Mehrabi, 2010), literature
does not offer guidance on how the variables of emotional intelligence directly affect the
relationship between organizational commitment and employee performance.

We do not know how the measurement of variables of emotional intelligence can be directly
used to measure managers ‘and employees’ performance. The purpose of this study is to
examine the role that emotional intelligence and organizational commitment play on employees’
performance. Hence, this study examines the relationship between emotional intelligence,
organizational commitment, and employees’ performance. According to Salovey and Mayer,
there are four different levels of emotional intelligence:

 Perceiving emotions
 Reasoning with emotions
 Understanding emotions
 Managing emotions

In the past, emotions and intelligence were often viewed as being in opposition to one another.
In recent decades, however, researchers exploring emotion psychology have become increasingly
interested in cognition and affect.

11
This area explores how cognitive processes and emotions interact and influence the ways that
people think. Consider how emotions and moods such as happiness, anger, fear, and sadness
influence how people behave and make decisions.

Interest in emotion psychology and the concept of emotional intelligence really caught fire with
the 1995 publication of Daniel Goleman's book "Emotional Intelligence: Why It Can Matter
More Than IQ." In the book, Goleman argued that emotional intelligence was critical for
predicting success in life. Emotional competencies, he argued, also played a particularly
important role in the workplace.

The concept quickly attracted the attention of the public, including human resource managers
and business leaders. Researchers have suggested that emotional intelligence influences how
well employees interact with their colleagues, and EQ is also thought to play a role in how
workers manage stress and conflict. It also affects overall performance on the job. Other studies
have linked emotional intelligence with job satisfaction.

Emotional intelligence is commonly defined by following attributes:-

1. Self-management-:

You’re able to control impulsive feelings and behaviors, manage your emotions in
healthy ways, take initiative, follow through on commitments, and adapt to changing
circumstances.

Self-regulation is concerned with how you control and manage yourself and your
emotions, inner resources, and abilities. It also includes your ability to manage your
impulses.

12
 People who have good self-control generally remain calm even when stressed.

They are able to think clearly under pressure and still make good decisions. We
have all reacted badly or inappropriately to events or situations in the past, and we
will all do the same in the future.

Reflective practice, i.e. thinking back over such situations, enables us to analyze and
understand why we acted in the way that we did, and this in turn can help us to
behave more intelligently in the future. When reflecting it is useful to think of
yourself in a positive way.

Don’t think, ‘I have completely messed that up, I’m a failure’ but aim for something
more positive, such as, ‘I can use those experiences to learn and become a better
person’.

2 Self-awareness-:

You recognize your own emotions and how they affect your thoughts and behavior. You
know your strengths and weaknesses, and have self-confidence. The ability to recognize
and understand your own emotions, is a critical emotional intelligence skill. Beyond just
recognizing your emotions, however, is being aware of the effect of your actions, moods,
and emotions on other people.

To become self-aware, you must be capable of monitoring your own emotions,

recognizing different emotional reactions, and then correctly identifying each particular

emotion. Self-aware individuals also recognize the relationships between the things they
feel and how they behave.

These individuals are also capable of recognizing their own strengths and limitations,
are open to new information and experiences, and learn from their interactions with

13
others.

14
 Goleman suggests that people who possess self-awareness have a good sense of humor,
are confident in themselves and their abilities, and are aware of how other people
perceive them.

Self-Awareness Emergence

Studies have demonstrated that a more complex sense of the awareness of the self begins to
emerge at around one year of age and becomes much more developed by approximately 18
months of age. Researchers Lewis and Brooks-Gunn performed studies looking at how self-
awareness develops.2

The researchers applied a red dot to an infant's nose and then held the child up to a mirror.
Children who recognized themselves in the mirror would reach for their own noses rather than
the reflection in the mirror, which indicated that they had at least some level of self-awareness.
Lewis and Brooks-Gunn found that almost no children under one year of age would reach for
their own nose rather than the reflection in the mirror.About 25% of the infants between 15 and
18 months reached for their own noses while about 70% of those between 21 and 24 months did
so.

It is important to note that the Lewis and Brooks-Gunn study only indicates an infant's visual
self-awareness; children might actually possess other forms of self-awareness even at this
early point in life. For example, researchers Lewis, Sullivan, Stanger, and Weiss suggested
that expressing emotions involves self-awareness as well as an ability to think about oneself in
relation to other people.

Self-Awareness Development

Researchers have proposed that an area of the brain known as the anterior cingulated
cortex located in the frontal lobe region plays an important role in developing self-awareness.
Studies have also used brain imaging to show that this region becomes activated in adults
who are self-aware.

15
The Lewis and Brooks-Gunn experiment suggests that self-awareness begins to emerge in
children around the age of 18 months, an age that coincides with the rapid growth of spindle
cells in the anterior cingulated cortex. However, one study found that a patient retained self-
awareness even with extensive damage to areas of the brain including the insula and the anterior
cingulate cortex.4This suggests that these areas of the brain are not required for most aspects of
self- awareness and that awareness may instead arise from interactions distributed among brain
networks.

Levels of Self-Awareness

So how exactly do children become aware of themselves as separate beings? Researchers

suggest that children progress through a series of levels of self-awareness between birth and
approximately age 4 or 5. Self-awareness is observed by how children respond to their own
reflection in a mirror.

Types of Self-Awareness

Psychologists often break self-awareness down into two different types, either public or private.

Public Self-Awareness

This type emerges when people are aware of how they appear to others. Public self-awareness
often emerges in situations when people are at the center of attention, such as when giving a
presentation or talking to a group of friends.

This type of self-awareness often compels people to adhere to social norms. When we are aware
that we are being watched and evaluated, we often try to behave in ways that are socially
acceptable and desirable.

Public self-awareness can also lead to evaluation anxiety in which people become

16
distressed, anxious, or worried about how they are perceived by others.

Private Self-Awareness

This type happens when people become aware of some aspects of themselves, but only in a
private way. For example, seeing your face in the mirror is a type of private self-
awareness.

Feeling your stomach lurch when you realize you forgot to study for an important test or feeling
your heart flutter when you see someone you are attracted to are also examples of private self-
awareness.

Self-Consciousness

Sometimes, people can become overly self-aware and veer into what is known as self-
consciousness.5 Have you ever felt like everyone was watching you, judging your actions, and
waiting to see what you will do next? This heightened state of self-awareness can leave you
feeling awkward and nervous in some instances.

In a lot of cases, these feelings of self-consciousness are only temporary and arise in situations
when we are "in the spotlight." For some people, however, excessive self-consciousness can
reflect a chronic condition such as social anxiety disorder.

People who are privately self-conscious have a higher level of private self-awareness, which can
be both a good and bad thing.

These people tend to be more aware of their feelings and beliefs, and are therefore more likely
to stick to their personal values. However, they are also more likely to suffer from negative
health consequences such as increased stress and anxiety.

People who are publicly self-conscious have a higher level of public self-awareness.

17
They tend to think more about how other people view them and are often concerned that other
people might

be judging them based on their looks or their actions. As a result, these individuals tend to stick
to group norms and try to avoid situations in which they might look bad or feel embarrassed.

How to Improve Self-Awareness-:

 Ask for constructive feedback

 Keep a journal
 Learn new skills
 Meditate
 Pay attention to your thoughts and emotions
 Pursue your passions
 Practice mindfulness
 Reflect on your experiences
 Set goals
 Use positive self-talk
 Work on building a growth mindset

2. Social awareness-:

You have empathy. You can understand the emotions, needs, and concerns of other
people, pick up on emotional cues, feel comfortable socially, and recognize the power
dynamics in a group or organization. Being able to interact well with others is another
important aspect of emotional intelligence.

Having strong social skills allows people to build meaningful relationships with other
people and develop a stronger understanding of themselves and others. True emotional

16
 understanding involves more than just understanding your own emotions and those of
others.

You also need to be able to put this information to work in your daily interactions and
communications.

In professional settings, managers benefit by being able to build relationships and

connections with employees. Workers benefit from being able to develop a strong
rapport with leaders and co-workers. Important social skills include active listening,
verbal communication skills, nonverbal communication skills, leadership, and
persuasiveness.

How to Improve Social Skills-:

 Ask open-ended questions.

 Find icebreakers that will help start conversations.
 Notice other people's social skills.
 Practice good eye contact.
 Practice your social skills.
 Practice active listening.
 Show interest in others.
 Watch your body language.

3. Empathy-:

Empathy, or the ability to understand how others are feeling, is absolutely critical to
emotional intelligence. But it involves more than just being able to recognize the
emotional states of others.

It also involves your responses to people based on this information. When you sense that
someone is feeling sad or hopeless, how do you respond? You might treat them with extra care
and concern, or you might make an effort to buoy their spirits.

17
Being empathetic also allows you to understand the power dynamics that often influence social
relationships, especially in workplace settings. This is important for guiding your interactions
with different people you encounter each day.

Those competent in this area are able to sense who possesses power in different relationships.
They also understand how these forces influence feelings and behaviors. Because of this, they
can accurately interpret different situations that hinge on such power dynamics.

How to Build Empathy-:

 Be willing to share your own feelings.

 Engage in a cause such as a community project.
 Listen to other people.
 Practice loving-kindness meditation.
 Talk to new people.
 Try to imagine yourself in someone else's place.

4. Motivation-:

Intrinsic motivation is another important emotional intelligence skill. People who are
emotionally intelligent are motivated by things beyond external rewards like fame, money,
recognition, and acclaim.

Instead, they have a passion to fulfill their own inner needs and goals.They seek internal
rewards,

experience flow from being totally in tune with an activity, and pursue peak experiences.

Those who are competent in this area tend to be action-oriented. They set goals, have a
high need for achievement, and are always looking for ways to do better. They also tend
to be very committed and are good at taking initiative.

18
How to Improve Motivation-:

 Avoid overusing extrinsic rewards.

 Celebrate your results.
 Focus on setting small, measurable goals.
 Introduce challenges to keep things interesting.
 Set goals to help build intrinsic motivation.
 Work with a friend or co-worker to find accountability.

5. Relationship management-:

You know how to develop and maintain good relationships, communicate clearly, inspire
and influence others, work well in a team, and manage conflict.

The skills in this area are designed to help you strengthen the following abilities:

1. Communicating assertively: engage in assertive, non-defensive communication

that avoids aggressive, passive or passive-aggressive behaviours.
2. Giving and receiving negative feedback: share negative feedback in a constructive and
respectful manner to help minimize your own and others’ negative emotional reactions
and responses.
3. Managing conflict: approach, manage and resolve emotionally charged conflicts
and disagreements effectively.
4. Influencing others positively: understand how to effectively manage the emotional
dynamics of a team or group.When you enhance your relationship management, you
can improve the quality of your relationships. Individuals with strengths in this area are:

19
 Non-defensive

 Clear and respectful in describing their concerns and perspectives to others

 Open to negative feedback from others

 Skilled in giving constructive feedback to others

 Balanced in their view of others’ strengths and weaknesses

 Effective at approaching, managing and resolving conflict

 Calm and confident in difficult or emotionally charged situations

 Proactive in addressing interpersonal difficulties

 Skilled at managing team or group dynamics, personally and at work

 Motivational and inspirational leaders

 Skilled at creating a positive and hopeful mood even during stressful or otherwise
challenging situations

Relationship management assessment statements

Each of the following are related to relationship management and are included in the emotional
intelligence self-assessment .

1. I generally avoid expressing my concerns if I know addressing an issue might

upset someone.
2. I tend to communicate more intensely when I feel I’m not getting my message across.
3. When I’m upset I tend to show, rather than say, how I feel.
4. I tend to immediately defend or justify myself when receiving negative or critical feedback.
5. I’m uncomfortable providing constructive or critical feedback to others.
6. I’ve generally found that others become upset when I give them negative feedback.
7. People would describe me as skilled at resolving conflict.
8. Dealing with conflict is something I find very stressful.

20
 9. I feel I have a good ability to understand others’ views and opinions, even when I disagree.
10. I know how to create a positive mood when those around me are under high stress.
11. Others would describe me as being respectfully direct when the situation calls for it.
12. I’m generally calm and confident in difficult situations.

Improve listening and speaking skills-:

It can be challenging to communicate effectively when emotions are involved. Communication

can be more complex and demanding than in calmer or more neutral situations. A few basic
techniques or tips can improve your communication style when speaking and listening to
someone with negative emotions. See Improve listening and speaking skills to learn more.

Emotionally intelligent emailing-:

Many of us use email to connect with the people in our lives. In many workplaces, emailing is a
necessary part of the job. Although emailing can be an easy and efficient way to deliver
information, there’s a risk the messages will get “lost in translation.” See Emotionally
intelligent emailing to learn more.

Express respect and appreciation-:

People feel good about themselves and proud of their contributions when they get positive
feedback. It can help them feel capable, motivated and valued. It can also boost the person’s
confidence and help them develop a meaningful bond with others. Expressing respect and
appreciation is important to maintaining positive relationships. See Express respect and
appreciation to learn more.

Find action-oriented and reflection exercises that can help you refine your emotional intelligence
skills here: Emotional intelligence for employees and Emotional intelligence for leaders.
Enhance your natural communication style. Think about your interactions with others and

21
how you typically communicate in both relaxed and stressful encounters.
Be honest with yourself and identify a few positive and negative communication traits you
possess. Make a conscious effort to incorporate the positives more and the negatives less.

Take feedback well. Receiving feedback can, at times, be difficult but it is the perfect
opportunity to learn and improve. When receiving feedback, pause and process what the other
person is offering. Use your self-management and don’t jump to a quick response you may
regret.

Don’t avoid the inevitable. There are some people that just simply get under your skin. There
are times you have no choice but to interact with these individuals, especially in a work
environment. Do not avoid the individual or situations that require you to interact with this
person.

Personal And Professional Benefits of Emotional Intelligence

Emotional intelligence has been popular in the business world since 1995, and although 23
years have passed it still plays a huge role in successful businesses. Jeff Bezos, the founder of
Amazon, is a big fan of Emotional intelligence, and has used it in the past to handle criticisms
of working conditions. Ursula Burns, the first black woman CEO to head a Fortune 500
company, also uses this skill in her work to inspire and motivate teams.

There are many benefits to Emotional intelligence, but here are just a few…

1. Helps Employees to Move to the Next Level

What happens when an employee has gone as far as they can go in their current position, but they
don’t seemquite readyfor a leadership position? They may feel frustrated, as thoughtheir career path
has gone stagnant. One way to help pushthem forward is to offer emotional intelligence training.One
of the benefits of emotional intelligence training is that it helps people develop the skills and
characteristics people want to

22
see in leadership. That includes:

 Being calm in a crisis

 Dealing wellwithupset customers and employees

 Exemplifying self-control

 Approaching problems methodically

Withthe proper training, an employee who seems to have peaked could be a future leader.

2. Reduces Stress

It’s perfectly normalfor a workplace to be stressful. That’s a sign of growth, encountering new
challenges, and working towards new goals. Unfortunately, that stress can lead to maladaptive
behaviors and reduced productivity.

Thankfully, this is one more thing that emotional intelligence training can address. Employees witha
high EQ can:

 Managetheir reactions to other’s emotions.

 Recognizeand controltheir own negative feelings.

 Takeresponsibility for their reactions.

 Managetheir expectations.

 Engage in positive interpersonalrelationships.One of the most undeniable benefits of

emotional intelligence training is that teams learn to worktogether under stress.

3. Teaches Employees How to React to Constructive Criticism

Nobodyenjoys receiving negative feedback. It can drive people to become defensive or bite back with
an emotional reaction. That does nothing to improve the performance issue at hand and creates a
hostile atmosphere.

23
Who wants to workwithsomeone who cannot absorbcriticism and improve based on that input? If you
implement an emotional intelligence training program, your team members will learn to avoid acting
and speaking defensively. Instead, theywill better recognize and controlany negative emotions they
mayfeel at the moment.

4. Helps Employees Conquer Their Fears, Doubts.

Everybodyhas setbacks, failed projects, and doubts about themselves fromtime to time. Theyget
upset, disappointed, and anxious. The difference betweentop performers and those that struggle is
emotional intelligence.

Have you ever felt that your teammembers struggled to get past disappointment or let minor setbacks
derail them? If yes, emotional intelligence training can equip them with the competencies they need to
be more resilient and move forward positively.

5. Improves Communication Skills

Whensomeone can’t manage their emotions, theyend up expressing their feelings. That’s not always a
goodthing in a professionalenvironment.Oneof the notable benefits of emotional intelligence training
is that rather thanexpressing emotions (usually negative), your teammembers will learn to:

 Recognizetheir emotions.

 Takeresponsibility for that feeling.

 Communicatewhat theyneed rather than how theyfeel.

Imagine someone on your teamhas helped solve an important problem, but they feel like others have
taken credit for their work. Of course, that’s frustrating. Someone with low EQ might behave passive-
aggressively or send out an angryemail venting their feelings. Of course, that leads to more negative
fallout. Now, imagine someone who has gone through an interactive emotional intelligence training.
That employee
24
would recognize their feelings of frustration, acknowledge why they feel that way, and then plan to
communicate with their teammates. Then, theywould articulate their problemand what theywould
like you to do to resolve the issue.

6. Enhances Social Skills

Betweenthe increasing number of remote teams, recent stay-at-home orders, and a globalized
workforce, employees spend less time interacting with one another

That can harmtheir socialand interpersonalskills. With emotional intelligence training, teams will have
sometools available to them to navigatesocial situations smoothly.

7. Creates a Positive Environment

Most managers have seen it before ㅡ one employee has a negative, emotionalreaction to something,
and theyshare their bad mood with the team. Before long, the negativityspreads. Morale nose-dives.

One of the things that people learnduring emotional intelligence training is awareness. Specifically,
they come to see how their emotions can negatively influence others if theydon’t manage them.
Additionally, they’ll also learn to recognize opportunities to act as positive examples. For example,
rather than participating in a group complaint session over mandatory overtime, someone with high
emotional intelligence will get the teamto focus on staying positive.

8. Increases Frustration Tolerance

Frustration tolerance is the ability to dealwithsetbacks, inconveniences, and irritations without having
an adverse, unproductive reaction. That is a keyskillto develop in anyworkplace, especially when it’s
crucial to deal with other people’s behaviors rationally.

25
Thanks to emotional intelligence skills development, employees can learn skills that will allow them to
react better to frustrations. That will lead to better interactions between employees and improved
customer service.

9. Shows Employees Their Limits

Emotional intelligence training doesn’t serve to eliminate negative emotions. It simplyprovides tools
and techniques for dealing with them. As part of this training, employees learn to recognize their
feelings and their personal limits. Then, they can plan their interactions and activities accordingly. For
example, an employee who realizes that they are irritable may decide to reschedule a potentially
contentious conversationwitha co-worker to avoid becoming too emotional.

10. Helps Employees Deal with Change And Uncertainty

Things can become emotionally charged when change occurs. Employees may experience feelings of
uncertaintyand doubt. Stress canpeak while morale and productivitytake a nosedive. Allof these
feelings intensify if the change is suddenor negative.Since you can’t avoid change 一 especiallynot
in business 一 the only option for dealing with it is healthy emotional intelligence. If employees have
had the proper training, they can accept change, determine the best response, and make beneficial
adjustments. Again, these are all healthy skills that your employees can learn throughemotional
intelligence training.

11. Shows Leaders How to Identify Potential Health Risk

When workplaces become stressful, or conflict is the norm, that can seriously impact employee mental
health. Emotional intelligence isn't a skill only for employees to learn. It should be mandated for
management, as well. These courses can teach leaders to recognize negative emotions, inadequate
coping mechanisms, and other indicators that an employee or even an entire team is struggling.
Whenthis happens, they can offer help and support earlier, before a good employee finds themselves in

26
a bad place or a team

27
can no longer meet its goals.

12. Increases Sense of Accountability

Mistakes happen. Employees fail to meet their goals. Teams work on projects that end up failing
miserably. Sadly, when management fails to support EQ development, the after-effects of these
setbacks often include:

 Defensiveness

 Assigning blame

 Refusal to communicate

 Inability to see thesituation fromdifferent perspectives

 Lack ofempathy

Ultimately, employees with poor emotional intelligence will spend too much time fighting about the
problemor passing blame rather than resolving the issue. On the other hand, employees with
highemotional intelligence are capable of taking responsibility for their mistakes. When failures happen,
it’s easier for them to controltheir emotionalresponses and focus on problemresolution instead.

13. Fosters Better Leadership

Whenteammanagement can use EQ skills to understand employee emotions and responses, theycan
draw intelligent conclusions. Specifically, they can identify things that act as positive motivators for
each team member and other things that discourage employees. That is exceptionally helpful in
identifying things that could increase productivity and engagement.

14. Strengthens Team or Group Cohesiveness

Imagine an environment where people express themselves positively, take responsibility for their
emotions, and deal with negative feelings productively. That is what teams need to communicate with
one another, understand each other’s needs,
28
and avoid being bogged down by confrontation. Whenemployers offer quality emotional intelligence
training, they can achieve that.

15. Improves Client Service

It’s difficult enough to dealwith a customer who is rude or unreasonable. The situation worsens if an
employee becomes flustered or emotional.

You certainly don’t want employees to become so frustrated that they become defensive or attempt to
match wits. Sadly, these are all things that canhappen if someone lacking in emotionalintelligence
faces an angry or simply rude customer.

However, if that employee has had EQ training, theywill know how to:

 Recognizethe customer’s emotions without taking thempersonally

 Identifyand controltheir own negative emotions

 Show empathyfor the customer

 Worktowards asolutionwithout allowing their emotions to takeover

It’s evenpossible for someone to use emotional intelligence to learn to take negative interactions and
move them in a positive direction.

Why EQ Is Important for Success

Interest in emotion psychology and the concept of emotional intelligence really caught fire with
the 1995 publication of Daniel Goleman's book "Emotional Intelligence: Why It Can Matter
More Than IQ." In the book, Goleman argued that emotional intelligence was critical for
predicting success in life. Emotional competencies, he argued, also played a particularly
important role in the workplace.

29
The concept quickly attracted the attention of the public, including human resource managers
and business leaders. Researchers have suggested that emotional intelligence influences how
well employees interact with their colleagues, and EQ is also thought to play a role in how
workers manage stress and conflict. It also affects overall performance on the job. Other studies
have linked emotional intelligence with job satisfaction.

Studies have shown that employees with higher scores on measures of EQ also tend to be rated
higher on measures of interpersonal functioning, leadership abilities, and stress
management.Goleman suggested that while traditional intelligence was associated with
leadership success, it alone was not enough.

It alone was not enough. People who are successful at work aren't just smart—they also have a
high EQ.

But emotional intelligence is not just for CEOs and senior managers. It's a quality that's
important at every level of a person's career, from college students looking for internships to
seasoned employees hoping to take on a leadership role. If you want to succeed in the workplace
and move up the career ladder, emotional intelligence is critical to your success.

If you realize the importance of internal relationships, and you know how much our emotional
intelligence helps to put people at ease, create trust and respect, align people and further a can-
do attitude, then I believe you will appreciate this blog post. If you are not especially familiar
with emotional intelligence and the part it plays in highly effective leadership, I hope you will
read this blog post carefully. Either way, I would certainly welcome your feedback and ideas.

Emotional Intelligence Leads to Personal Achievement, Happiness, and Professional Success It

is widely accepted that soft skills such as active listening greatly affect how people feel and
respond to their boss and senior management. If they feel valued, appreciated, and heard, they
are engaged and motivated to achieve goals set out by leadership. Great leadership is, in fact,
servant leadership: attending to team members with empathy and helping them succeed.

30
Emotional intelligence deepens our empathy—a capacity to sense the feelings of others. Our
ability to use soft skills determines our level of emotional intelligence. However, a
recent Harvard Business Review article reports that the quality that most senior executives lack
is empathy. For this reason, it is essential that all of us understand emotional intelligence.Simply
put, emotional intelligence is that “something” within us that helps us to sense how we feel and
enables us to truly connect with others and form a bond. It gives us the ability to be present and
listen to someone when they most need it. And emotional intelligence is that sense of internal
balance within us that enables us to keep our composure, make good decisions, communicate
successfully, and maintain effective leadership even when under stress.

The four main skills of emotional intelligence are:

 self-awareness – our ability to perceive our emotions and understand our tendencies to
act in certain ways in given situations

 social awareness – our ability to understand the emotions of other people (what others
are thinking and feeling)

 self-management – our ability to use awareness of our emotions to stay flexible and
direct our behavior positively and constructively

 relationship management – our ability to use our awareness of our own emotions and
those of others to manage interactions successfully.

To be sure, it’s our soft skills that put people at ease, helps them feel appreciated, and enable us
to build and maintain solid relationships founded on confidence and trust. And yes, being
friendly and likable matters a lot, too!
We also can all appreciate how much our mood matters. Our mood is contagious. As a leader, if
our mood is positive, it ignites a spirit of trust, good energy, collaboration, pride in our work,

31
respect for senior management, and healthy risk taking. If our mood is bad, well, we can expect
a culture rife with fear, anxiety, high turnover, and poor financial results.

Identifying People in Our Organizations That Have More

Emotional Intelligence-:

In my experience, the most productive organizational cultures are those with women active in
senior management. Why? Women, on average, have an overall emotional intelligence that is
four points higher than that of their male counterparts. In fact, women generally score higher
on self-management.

31
LITERATURE REVIEW

32
 LITERATURE REVIEW

Tenhard India Pvt Ltd., a Delhi based startup started in 2020 by Miss. Parul Puri (CEO of the
company). It brings a unique concept of revolutionizing the reading habits and bringing a one-
stop destination for all. Tenhard’s sole aim is to take digital reading to the next level and provide
you with a one-stop destination for all your reading needs. No more searching for your favourite
magazine or newspaper on different sites. Just read on the go from a myriad of categories.
Tenhard has listed the magazine from every genre to make your search easier. (2) Be it regional
or international; you will find every newspaper on Tenhard’s digital newsstand.

Apart from popular magazines and newspapers, you will be exposed to a wide variety of blogs
and articles from different genres. You can also binge-read on your favorite novels and books
from any corner of the world. We have aligned all the books and novels from renowned authors
into distinctive categories so that you can easily filter them out. Reach out to blog section to go
through our freshly brewed quality blogs on topics that intrigue, excite, and entertain you.
Tenhard has also started its own issue of magazines that will satiate all your reading needs.

From travel, food, business, sports to celebrity and lifestyle, you can find it all here. With the
current pandemic situation, going digital seems to be the ideal way to stay protected. We
believe in digitalization. Hence, we bring you everything you want to read under one roof.
Read, subscribe, shop; Tenhard is your next-door reading buddy that understands all your
needs! 10 Tenhard India Pvt Ltd is a cloud-based digital publishing and distribution platform
that helps publishers, authors, content aggregators, service providers, educational institutions,
and corporate, etc., to produce, import, sell, manage and deliver content across devices in
digitally accessible formats, in a secure environment. Tenhard India supports rich, interactive
content, fixed layout & reflow able pub with rich media content and provides a seamless user
experience in both online and offline modes. Tenhard India is a Digital E-Media reading
platform providing
33
access to various categories such as magazine, books, novel, newspaper, articles, blogs from
every genre, be it business, political, lifestyle, fashion, automotive and many more available at a
reasonable price. The subscription covers over 200 magazines, 100 books and 5 newspapers.
Tenhard has reached 2 lack and more subscribers in which there are 25 thousand and more
regular subscribers.

Roles and Responsibilities-:

I was appointed as management trainee and was allotted different tasks named as Marketing and
sales, Marketing research and strategy making, Social media marketing, marketing analytics
etc. Getting familiar with different departments and their functions in Tenhard. Administrative
support to managers and helping them in completing daily tasks was a inspiring routine.

The vision of the Company-:

Tenhard’s sole aim is to take digital reading to the next level and provide you with a one-stop
destination for all your reading needs. To be the market leader in the digital media industry by
2030.

The mission of the Company-:

 Exceeding expectations of all stakeholders.

 Develop a mutually trusted relationship with business partners.

 Provide superior value compared to competitors.

34
Values of the Company-:

 Team Work
 Excellent Service
 Loyalty
 Integrity
 Ethical Standard

Tenhard India Pvt Ltd Situation Overview: The increasing reading population due to the
pandemic have led to the growth of digital magazine industry and is expected to grow in double
digits in the coming future. Nearly 28% of the population is a vivid reader globally. The
products at Tenhard India are with respect to Indian languages and Tenhard should focus on the
material of Global languages to increase its customer base.

 Competitive Landscape-:
Tenhard India Pvt Ltd is 1 year old startup and it has to go a long way in order to
compete with the firms like Living Media India Ltd, Outlook publishing India Pvt ltd,
Digital 18 Media Ltd, Next gen Publication, Upkar Prakashan, Competition Review Pvt
Ltd, Nine dot nine interactive Pvt Ltd etc

 Intensifying Competition:-

The huge development potential of digital readers is attracting the attention of new national,
local, and regional businesses, while incumbent players are expanding their investment. Because
the sector is price-sensitive, local businesses sometimes compete exceptionally strongly on

price, affecting industry margins.

35
  Market Concentration-:

The digital media business increased its market size from Rs. 13,683 crore in 2019 to Rs.15,782
crore in 2020, a 15.3 percent increase over the previous year. Digital media will expand at a
20% annual rate to a market size of Rs 18,938 crore by 2021, and at a CAGR of 22.47 percent to
a market size of Rs 23,673 crore by 2022.

36
Research Methodology For Emotional Intelligence

37
 Research Methodology For Emotional Intelligence

WHAT ARE THE OBJECTIVES OF RESEARCH?-:

Well-defined Objectives Of research are an essential component Of successful research

engagernent. If you want to drive all aspects of your research methodology such as data
collection. design. analysis and recommendation.
you need to lay down the objectives Of research methodology In other words, the
objectives of research should address the underlying purpose of investigation and analysis.
It should outline the steps you'd take to achieve
desirable outcomes. Research objectives help you stay focused and adjust your
expectations as you progress.

WHAT GOES INTO A RESEARCH PLAN-:

Once you've identified the objectives of research. it's time to organize your thoughts and
streamline your research goals Here are a few effective tips to develop a powerful research
plan and improve your business performance.

1- SET SMART GOALS-:

Your research objectives should be SMART—Specinc, Measurable. Achievable.

Realistic and Time-constrained When you on utilizing available resources and setting
realistic timeframes and milestones easier to prioritize objectives Continuously track your
progress and check whether you need to revise your expectations or targets. This way You
are in greater control over the process.

2- CREATE A PLAN-:

Create a plan that'll help you select appropriate methods to collect accurate information. A well-
structured plan allows you to use 109tcaj and creative approaches towards problem- solving
The complexity of information and your skills are bound to influence your plan which is
why you need to make room for flexiblity. The availability of resources will also play a big
role in influencing your decisions.

38
3- COLLECT AND COLLATE-:

After you've created a plan for the research process. make a list of the data you're going to
collect and the methods you•l' use. Not only Will it help make sense of your insights but
also keep track of your approach.The information you collect should be:-

 Valid:
Logical. rigorous and objective.

 Re liable:
Can be reproduced by other people working on the same
Subject.

 Accurate:
Free of errors and highlighting necessary details.
 Timely:
Current and updated.

. Complete:
Includes everything required to support your
Argument/suggestions.

4- ANALYZE AND KEEP READY-:

Data analysis is the most crucial part of the process and there are many ways in which the
information can be utilized.

5- REVIEW AND INTERPRET-:

Once you’ve collected and collated your data. It’s time to review it and draw accurate
conclusions. Here are a few Ways to improve the review process.

 Identify the fundamental issues. opportunities and problems and make note Of
recurring trends it any.

39
 Make a list Of your insights and check which is the most orthe least common- In
short. keep track of the frequency of each insight.

40
DATA ANALYSIS AND INTERPRETATION

41
 DATA ANALYSIS AND INTERPRETATION

Ques-1 What is your monthely income range?

a) 0-10000
b) 10000-20000
c) 20000-40000
d) 40000 Above

Option 0-10000 10000-20000 20000-40000 40000 Above Total

Response 8 6 4 2 20
Percentage 40 30 20 10 100

Interpretation- According to our survey 40% Employee getting below Rs.10000 Salary
30% Employee are getting between Rs.10000-20000 salary, 20% Employee are getting
between Rs.20000-40000 salary and 10% employee are getting above Rs.40000 Salary.

42
Ques-2 What is your current Employment Status in the organisation?

a) Full Time Employment

b) Part Time Employment
c) Unemplyed
d) Self- Employed

Option Full Time Part Time Unemplyed Self- Employed Total

Employment Employment

Response 8 7 2 3 20
Percentage 40 35 10 15 100

Interpretation- It was found that 40% of the employee are full time employment, 35% are part
time employment, 10% are unemployed and 15% are self employed.

43
Ques-3 How long will you continue wirh the organisation?

a) 5-10 Years
b) 10-15 Years
c) 15-20 Years
d) Till retirement

Option 5-10 Years 10-15 Years 15-20 Years Till Total

retirement

Response 4 2 12 2 20
Percentage 20 10 60 10 100

Interpretation- From the above data 10% of the employees are loyal to work with the same
organisation.

44
Ques-4 What is your daily schedule in the organisation?

a) Excellent
b) Good
c) Average
d) Poor

Option Excellent Good Average Poor Total

Response 7 2 8 3 20
Percentage 35 10 40 15 100

Interpretation- In organisation 85% of the employee are very much satisfied with
their daily schedule while 35% and 10% of employee fall in the category of
excellent and good respectivly only 15% of the surveyed employee are dissartisfied
with their daily working scheduel.

45
Ques-5 Do you feel comfertable while you work look after by HR manager?

a) Yes
b) No

Option Yes No Total

Response 14 6 20
Percentage 70 30 100

Interpretation- According to the survey 70% of the employee are comfertable while working
under the supervision of the HR manager.

46
Ques-6 Your organisation is considered as-:

a) People Oriented
b) Task Oriented
c) Combination of both

Option People Task Combination of Total

Oriented Oriented both

Response 9 5 6 20
Percentage 45 25 30 100

Interpretation- From the above data 45% of the employee think that the organisation is people
oriented 25% of the employee think that the organisation is task oriented whereas 30%
employee think it is a combination of both.

47
Ques-7 Are you satisfied working with organisation?

a) Satisfy
b) Dissatisfy
c) Neutral

Option Satisfy Dissatisfy Neutral Total

Response 11 5 4 20
Percentage 55 25 20 100

Interpretation- According to the survey 55% of the employee are satisfied working with the
organisation 25% of the employee are dissatisfy working with the organisation whereas 20%
employee are neutral.

48
 Ques-8 What Occupation Do You Have?

a) Business
b) Professional
c) Government employee
d) Student

Option Business Professtional Government employee Student Total

Response 12 2 4 2 20
Percentage 60 10 20 10 100

Interpretation- From the above data, 60% employee are business, 10% employee are
professional, 20% employee are government employee and 10% are students.

49
Ques-9 What's your biggest priority right now?

a) Finding a faster way to work

b) Problem-solving

c) Staff development

Option Finding a Problem-solving Staff development Total

faster way to
work
Response 5 9 6 20
Percentage 25 45 30 100

Interpretation- In organisation 25% employee thinks that their bihhest priority is finding a
faster way to work 45% employee problem solving and 30% employee staff development.

50
Ques-10 How many times have you visited Organisation’s website in the past month?

a) None
b) Once
c) More than once

Option None Once More than once Total

Response 4 5 11 20
Percentage 20 25 55 100

Interpretation- It was found that 20% of employee have not visited organisation websitein past
month, 25% visited once in past month and 55% visited more than once in past.

51
 Ques-11 How likely are you to recommend the organization to family, friends, or colleagues?

a) Extremely unlikely

b) Somewhat unlikely

c) Neutral

d) Somewhat likely

e) Extremely likely

Option Extremely Somewhat Neutral Somewhat Extremely likely Total

unlikely unlikely likely

Response 2 6 3 5 4 20
Percentage 11 31 16 21 21 100

Interpretation- It was found that 21% of employee are lilkely to recommended the
organisation to family, frind or colleagues.

52
 Ques-12 What was the ease of your experience with the company?

a) Extremely difficult

b) Somewhat difficult

c) Neutral

d) Somewhat easy

e) Extremely easy

Option Extremely Somewhat Neutral Somewhat Extremely easy Total

difficult difficult easy

Response 4 3 2 5 6 20
Percentage 21 16 11 21 31 100
1

Interpretation- According to our survey 31% employee thinks that their experince with the
company is extremly easy.

53
FINDING, SUGGESTION AND CONCLUTION

54
 FINDINGS

The collected data are analysed and general observation has proven that TENHARD INDIA

PVT.LTD has done remarkable job in its human department The main findings are as follows:

1. In TENHARD INDIA PVT.LTD employees feel that the HR department is good.

2. The recruitment and selection process is decentralized (pune, nagpur and hydrabad)

3. About 80% of the employees are satisfied with the recruitment and selection process

4. Most of the managers prefer personal interviews.

5. Mostly external source of recruitment are considered.

6. About 85% of employees feel that they are comfortable working with the current HR policies

of the company and 15% feel that they need some changes In the policies the policies of the

company is to submit one of the original educational documents and cannot leave the company

for 1 year, if done so then they have to pay a sum of 20,000 to the company to get the

certificate back, which some of the employees find unnecessary and so risky.

55
 SUGGESTIONS

From the finding I can suggest TENHARD INDIA PVT.LTD, Bangluru branch followings

things for the more effectiveness of recruitment and selection process of HR policies:

 Recruitment must be done by analyzing the job firstly which will make it easier and

will be beneficial from the the company's point of view.

 More emphasis should be given on internet and advertisement so that more and more

candidate apply for the jobs and it will be easy to find the right employee among

them

 The recruitment and selection procedure should not be too lengthy and time consuming.

 Company should try to use the internet recruitment process first because it incurs

less cost and act as a motivational factor of the employees.

 Provide training to employees so that they get better knowledge, skills and attitude.

 Company should amend some parts of their HR policies for better effectiveness.

56
 Overall Conclusion

The actions we create in our life are mostly based on our emotions and emotional intelligence. It
makes sense that when individuals have a great sense of communication and organizational
skills, they will be lead to having the ability to make proper decisions and interactions with
others.

What we learn from our own emotions will allow us to pursue the life style we want to live and
create more of what we want in our lives, rather than what we don’t. Emotional intelligence is a
trait that can always be nurtured and strengthened in all of us, but without having a developed
sense of it, the individuals will lack loving friendships, internal happiness and generally be
relegated to living a life of low social functioning. Becoming more aware of the impacts and
differences of EQ and IQ often makes us believe that EQ is sufficiently more important than
ones general intelligence because being true to oneself is the easiest way of living life to the
fullest. In this global age, it is necessary to compile a high sense of emotional awareness.

According to Bandura’s theory of self-efficacy, EI can effectively regulate individual’s emotion

and then promote the formation of self-efficacy. In practice, to enable employees to adapt to
new work environment faster and create better job performance, the manager also begins to pay
attention to the relationship between EI and work performance in recruitment and training. If a
manager improves the EI of employees, they can effectively reduce their job burnout, improve
job performance, and solve the problem of poor enterprise efficiency.

Although some studies have proven the effect of EI on job performance and job burnout, the
related research on how EI affects job performance and job burnout has not been fully certified
and is still waiting for investigation.
Pradhan confirmed the hypothesis that “EI plays a regulatory role between psychological
capital and organizational citizenship behavior.

Moreover, EI and psychological capital can predict job performance and job burnout. On this
basis, the purpose of this paper is to explore the role of psychological capital, which played a
57
mediating role in the relationship between EI and job burnout. This study summarizes the four
structures, gives the hypothesis, and explains the research methods. Finally, it discusses the
contribution to the theoretical development and the possible implications for organization by the
results.

58
 REFRENCES
 https://www.verywellmind.com/what-is-emotional-intelligence-2795423

 https://www.helpguide.org/articles/mental-health/emotional-intelligence-

eq.htm#:~:text=EmotionaL

 https://www.moroccoworldnews.com/2020/06/305235/the-personal-and-professional-

importance-of-emotional-intelligence

 https://www.latrobe.edu.au/nest/why-emotional-intelligence-makes-you-more-

successful/#:~:text=Emotional

 https://hbr.org/2017/01/the-downsides-of-being-very-emotionally-intelligent#

 https://positivepsychology.com/emotional-intelligence-

workplace/#:~:text=Common%20vision%2Dthose%20high%20in,comes%20with%20wo

rking%20in%20business.

 http://www2.psych.utoronto.ca/users/reingold/courses/intelligence/cache/testing_ei.htm#

 New folder

59
 QUESTIONNAIRE FOR CONSUMERS

Ques-1 What is your monthly income range?

e) 0-10000
f) 10000-20000
g) 20000-40000
h) 40000 Above

Ques-2 What is your current Employment Status in the organisation?

e) Full Time Employment

f) Part Time Employment
g) Unemplyed
h) Self- Employed

Ques-3 How long will you continue wirh the organisation?

e) 5-10 Years
f) 10-15 Years
g) 15-20 Years
h) Till retirement

Ques-4 What is your daily schedule in the organisation?

e) Excellent
f) Good
g) Average
h) Poor

60
Ques-5 Do you feel comfertable while you work look after by HR manager?

c) Yes
d) No

Ques-6 Your organisation is considered as-:

d) People Oriented
e) Task Oriented
f) Combination of both

Ques-7 Are you satisfied working with organisation?

d) Satisfy
e) Disatisfy
f) Neutral

Ques-8 What Occupation Do You Have?

e) Business
f) Professional
g) Government employee
h) Student

Ques-9 What's your biggest priority right now?

d) Finding a faster way to work

e) Problem-solving

f) Staff development

61
Ques-10 How many times have you visited Organization’s website in the past month?

d) None
e) Once
f) More than once

Ques-11 How likely are you to recommend the organization to family, friends, or colleagues?

f) Extremely unlikely

g) Somewhat unlikely

h) Neutral

i) Somewhat likely

j) Extremely likely

Ques-12 What was the ease of your experience with the company?

f) Extremely difficult

g) Somewhat difficult

h) Neutral

i) Somewhat easy

j) Extremely easy

62