A STUDY ON

EMOTIONAL
INTELLIGENCE
A . Mamatha
(131218672019)
CONTENTS

 INTRODUCTION
 REVIEW OF LITERATURE
 STATEMENT OF THE PROBLEM
 NEED OF THE STUDY
 SCOPE OF THE STUDY
 OBJECTIVES OF THE STUDY
 DATA COLLECTION
 CHAPTERIZATION
 LIMITATIONS OF THE STUDY
 BIBILOGRAPHY
 WEBILOGRAPHY
 QUESTIONNAIRE
 ABSTRACT
Emotional Intelligence (EQ) is crucial to success in
both professional and personal life. It may be the most
vital quality of all, but it's somewhat abstract, and
therefore tricky to measure hard to teach Emotional
intelligence has raised an increasing interest in
leadership development, and the temporary nature
of projects relates emotions to project management.
As conclusions, it can be said that emotionally
intelligent project managers could enhance project
teamwork by identifying and understanding the
emotions of team members and acting upon them in
regards to what is best for the project and the
individuals as project team members.
Keywords:
Project leadership, emotional intelligence, emotions
,project manager
INTRODUCTION
 Emotional intelligence(EQ) is the capacity of
recognizing our own feelings and those of others
,for motivating ourselves, for managing emotions in
ourselves as well as in our relationships.

 EQ is critical to managing your behavior , moving

smoothly through situations and making critical
choices in life.
 REVIEW OF LITERATURE

Research on EI is focused on establishing EI as a distinct

and independent intelligence , its relationship with job
performance and on how EI influence effective
leadership specifically transformational and
transactional leadership behavior .

EI has been undoubtedly established as an

independent intelligence satisfying the criteria for
intelligence . However , the relationship of EI with
performance is often contradictory with one research
concluding a strongly significant relationship to the other
finding a week relationship between EI and job
performance and same trend is reflected for EI’s effect
on leadership effectiveness.
 STATEMENT OF PROBLEM
In order to educate the employees, the
organization must consider so much more than
academic domains. Organization known and
respect the need to help employees develop this
emotional competency. In order to ensure that
employees are getting what they need, employee
must reflect on their own abilities. Understanding
emotional intelligence in employees, and how this
is related to high quality interactions, can lead
employees and administrators to plan and
implement appropriate professional development.
NEED OF THE STUDY

The need and importance of the study there

are many different components that come
together to determine the success of a project,
and one of these is emotional intelligence.
Emotional intelligence is when you are able to
demonstrate emotions, empathize with others,
and make decisions using multi-level
awareness. In this post, we take a look at
emotional intelligence in regard to project
success in further detail.
 SCOPE OF THE STUDY
Emotional intelligence, more than any other factor, more
than IQ or expertise, accounts for 85% to 90% of success at
work … IQ is a threshold competence. You need it, but it
doesn’t make you a star. Emotional Intelligence can.
While doing some research for one of my classes this
semester, one of the main arguments that was made, and
came up again and again, is that emotional intelligence (EI
or EQ) is one of the most important abilities for an
employees to have. Even in general, though, for people
who are not interested in becoming an employee, EI is very
important since every workplace is comprised of people
with different strengths, personalities, and emotions. All this
can greatly affect the way they work alone as well as
together.
OBJECTIVES OF THE STUDY

 To identify the importance of emotional

balance of work and performance of
organization
 To identify the emotions of subordinates of
organization
 To identify the consequences of lack of
Emotional balances of organization
 To give suggestions for maintenance of
successful emotional balancing in the org
 DATA COLLECTION

To achieve the objective of studying the Emotional

intelligence data has been collected. Research
methodology carried for the study can be two types.
1. Primary
2. Secondary
Primary data :
The data which has being collected for the first time and it is
the original data. In this project the primary data has
been taken from the employees and guide of the project.
The QUESTIONNAIRE was used in the study is closed ended
questionnaire.
Secondary data :
The secondary information is mostly taken from the websites,
books and journals.
CHAPTERISATION

 CHAPTER 1 consists of Introduction of the

study
 CHAPTER 2 consists of Theoretical framework
of the study.
 CHAPTER 3 consists of Industry and company
profile.
 CHAPTER 4 consists of Data analysis and
interpretation of the study.
 CHAPTER 5 consists of Findings, suggestions
and conclusion of the study.
LIMITATIONS OF THE STUDY

 Time period is the major constraint.

 The respondents are not much eager to give
responses
 The study is limited to certain number of
respondents
 It prevents others from using their critical
thinking skills
 BIBILOGRAPHY

1. Association for Project Emotional

intelligence (2012) APM Body Of
Knowledge. 6th edition.
2. Bucking amshiree: Emotional intelligence.
3. Beer, M. and Nohria, N. (2000). ‘Cracking
the code of change’, Harvard Business.
4. Boddy, D. (2002) Managing Projects:
Building and Leading the Team. Harlow:
5. Hayes, J. (2010) The Theory and Practice of
Change Management, UK: Palgrave
Macmillan.
6. Maylor, H, (2010) Project Emotional
intelligence. 4th edition. Essex: Pearson
Education Ltd.
6. Maylor, H, (2010) Project Emotional I
intelligence. 4th edition. Essex: Pearson Education
Ltd.
7.Babsibihari,P ,&Surwade,L.(2006).The effect of
Emotional Maturity on Teacher Effectiveness.
8.Remenyi, D. Williams, B. Money, Swartz,(1998)
Doing Research in Emotional intelligence, An
Introduction to Process and Method. London:
Sage Publications Ltd.
9.Amritha, M.&Kadirgamar, S.(2006).Influence of
Personality on the emotional intelligence.
10.Cherniss, .Goleman, D.(2001). The Emotional
Intelligence workplace san fransico
WIBILOGRAPHY

 www.google.com
 Wikipedia
 www.hrlibrary.com
 www.motivating excellence.com
 http://.ihhp.com
 QUESTIONNAIRE
1.Key factors of emotional intelligence are.
A. Self-awareness
B. Self-management
C. Social awareness
D. All of the above

2. Relationship management includes the interpersonal skills of

being able to communicate clearly and convincingly, build
strong personal bonds.
A. Disarm conflicts.
B. Understand your own moods.
C. Manipulate others.
D. None of the above.
3. A worker high in emotional intelligence would engage in such
behaviors as
1. Recognizing when a coworker needs help but is too
embarrassed to ask.
2. Dealing with the anger of unsatisfied customer.
3. Being able to tell whether a customer’s “maybe” means
“yes” or ”no”
4. All of the above

4.Cognitive components of attitudes are

1. The knowledge or intellectual beliefs an individual may
have.
2. The emotions connected with an object or task.
3. How a person acts.
4. All of the above.
5.The three components of attitudes influence each other and
are combined each other and are combines to create the
attitude an individual holds towards a subject, person, object
or thing. In situations where pieces of knowledge, information,
attitudes, or beliefs are contradictory________ occurs.
A. Cognitive dissonance.
B. Cognitive compliments.
C. Affective dissonance.
D. Affective compliments.

6.Attitudes are formed throughout our lifetime and are often

based on experience. Which of the fallowing experiences
could lead to the development of attitudes?
A. Direct instruction from another individual.
B. Conditioning or making associations.
C. A predisposition for optimism.
D. All the above.
7.A worker with a positive attitude and good performance is
likely to achieve all of the following expect.
A. Being liked by customer.
B. Closing more sales.
C. Jealously form co-workers.
D. Favorable work assignment.

8.The willingness to go beyond your job description to help the

company, even if the act does not lead to an immediate
reward is an employee attitude which is highly valued by
employers. This behavior is often known as.
A. Brown nosing.
B. Organizational citizenship.
C. Management behavior.
D. All of the above.
9.Which of the following is NOT one of the six spheres of life and
happiness?
A. Financial health.
B. Spiritual life of belief system.
C. Work and career.
D. Emotional superficial states.

10.Which of the fallowing is considered to be important in

achieving happiness in life?
A. Being fare, kind, helpful and trusting others.
B. Developing a sense of self esteem.
C. Appreciating the joys to day-to-day living.
D. All the above.
11.Which of the following is considered to be a key to achieving
happiness in life?
A. Energizing yourself through physical fitness.
B. Satisfying your most important values.
C. Leading a meaningful life.
D. All of the above.

12.The five principles of psychological functioning include all of

the fallowing except.
A. Future thinking.
B. Separate psychological realities.
C. Mood.
D. Feeling.
13.Emotional intelligence refers to qualities such as
understanding your own feelings ,empathy for others,
A. possessing above average verbal and math skills.
B. the ability to manage emotions.
C. having a good sense of humor.
D. understanding human relations research.

14.which of the following is NOT a component of attitudes ?

A. cognitive
B. affective
C. negative
D. Behavioral
THANK YOU