Emotional Intelligence

Agenda
• What is Emotional Intelligence?
• Why is it important for the workplace?
• How can we measure Emotional Intelligence?
• Is it really worth while?
• Different job types utilizing Emotional
Intelligence
• Advantages and Disadvantages
• Conclusion
• Questions and Answers
 What is Emotional Intelligence?

IQ – “School Smarts”

• Measure of intellectual, analytical, logical and

rational abilities
• Retaining/recalling information, problem solving,
manipulating numbers, etc.
• Cannot and does not predict success in life
• Predicts 1-20 percent of success in a given job
 What is Emotional Intelligence?

EI – “Street Smarts”

• “the ability to perceive emotions, to access and

generate emotions so as to assist thought, to
understand emotions and emotional meanings,
and to reflectively regulate emotions in ways that
promote emotional and intellectual growth”
– Salovey & Mayer
 What is Emotional Intelligence?

4 Components – Daniel Goleman

Self-Awareness
Self-Awareness Self-Management

Social Awareness Self-Management

Social Awareness Social Skills

Social Skills
 Important Elements of EI

Bar-On Model
INTRAPERSONAL INTERPERSONAL

STRESS MANAGEMENT ADAPTABILITY

GENERAL MOOD

EFFECTIVE PERFORMANCE
 What is Emotional Intelligence?

EI – “Street Smarts”

• Not aptitude, vocational interest, or personality

• Can be improved by coaching, training and
experiences
 EI Importance to the Workplace
•80% of a person’s success
based on EI (CPA Journal)
•Profitability linked to quality
of work life
•Profitability linked to
employee feelings about their
job, colleagues, and
company
•Ex. Trios Training Centres
 EI Importance to the Workplace

• Enhance cognitive
processes
• Decision Making
• Encouraging flexibility and
change
• Organizational culture
management
• Shift to team based
workplace
 Real Life Examples

L’Oreal Results
• $91,370 more in sales
• Net revenue increase of $2,558,360
• 63% less turnover

Manufacturing Plant Findings

• LTA decreased by 50%
• Grievences reduced from 15 to 3
• Production increased by 17%
 Tools for Measuring EI

• 4 Tools
1. Bar-On Emotional Quotient
Inventory
2. Emotional Competence
Inventory 360
3. EQ Map
4. Multifactor Emotional
Intelligence Scale
 Bar-On Emotional Quotient Inventory
• First scientifically validated Emotional Quotient
measure in the world
• Created by Dr. Reuven Bar-On who completed 14
years of testing worldwide
• Measures both social and emotional intelligence
• Uses 133 questions which are answered using a 5
point scale
• Delivers a quantitative measure of readiness for
change
• Compare an applicant’s scores to average results of
employees who currently work in similar jobs
 Bar-On Emotional Quotient Inventory
Bar-On EQ-i Test Components
Intrapersonal Interpersonal Adaptability Stress Management General
Skills Scales Scales Scales Mood Scales

Self Regard Empathy Reality Testing Stress Tolerance Optimism

Emotional Self Social Flexibility Impulse Control Happiness

Awareness Responsibility

Assertiveness Interpersonal Problem

Relationship Solving

Independence Stress Tolerance

Self Actualization Impulse Control

 Emotional Competence Inventory

• ECI 360 is a well-known tool developed

by Daniel Goleman
• Frequently used for internal recruiting
and promotion candidates
• Up to 15 other assessors are utilized to
develop one candidate’s score
• Encompass both personal and social
competencies
 Emotional Competence Inventory
• Measures the user on Emotional Competence Inventory
360
30 work-related Personal Social
competencies in 5 Competence Competence
categories
• Uses 110 questions on 1. Self Awareness-
knowing one’s
1. Empathy –
awareness of
a six point scale internal states,
preferences,
other’s feelings,
needs, and
describing the degree resources and
intuitions 2.
concerns
Social Skills –
to which a statement 2. Self Regulation-
managing one’s
adeptness at
inducing
characterizes the internal states,
impulses and
desirable
responses in
candidate in question 3.
resources
Motivation –
others.

emotional
tendencies that
guide or facilitate
reaching goals
EQ Map

• Developed by Esther Oriolo and Robert K

Cooper
“Unique non-judgmental, interactive
approach to assessing many areas
including emotional intelligence, stress,
self-esteem, resiliency, and creatively.”
(Cherniss, Goleman 2001, 118)
• Does not result in any sort of numeric
score
• Best suited for personal development
EQ Map

Building
Trusting Success
Relationships

Increasing Energy and

Creating the Future
Effectiveness Under
Innovation
Pressure
Unique Potential

Initiative
 Multifactor Emotional Intelligence Scale

• MEIS was developed by Salovey and Mayer in

1990
• Specifically looks at the internal concept of EI
 Perception, Appraisal and Expression of
Emotion
 Emotional Facilitation of Thinking
 Understanding and Analyzing Emotions;
Employing Emotional Knowledge
 Reflective Regulating Emotions
• Uses music, pictures, stories, and a wide variety
of other situational exercises to evaluate the
user
 Reliability
• Cronbach’s alpha 1

measures the 0.9

degree to which 0.8

scores are free of 0.7

errors of 0.6
measurement for a 0.5
LOW ALPHA
given group 0.4 HIGH ALPHA

• Is a measurement 0.3

of internal 0.2

consistency 0.1
0
BAR ECI 360 MEIS EQ
ON MAP
 Validity
• The degree to which evidence and theory
support the interpretations of test scores
entailed by proposed uses of tests
• All four models support both content and
construct validity
• Bar-On has undergone over 4000 normative
studies
• Both MEIS and EQ Map have less statistical
analysis and require more to be scientifically
recognized
• ECI 360 has higher levels of analysis, it omits
elements such as tolerance, testing and
happiness that are included in Bar-On
 Different Jobs & EI
• Different jobs require different attributes of EI

Sales Accountant Surgeons Lawyers Engineers Social

Workers
Self- Problem Independence Self- Self- Independence
Actualization Solving Actualization Actualization

Assertiveness Interpersonal Stress Happiness Happiness Stress

Relationships Tolerance Tolerance

Happiness Happiness Empathy Stress Optimism Assertiveness

Tolerance

Optimism Self-Regard Impulse Assertiveness Empathy Impulse

Control Control

Self-Regard Emotional Self Flexibility Social Interpersonal Optimism

Awareness Responsibility Relationships
 Recruiters & EI
Case Study of U.S. Air Force recruiters

• High rate of turnover = high costs

• Administered the Bar-On EQ test
• 5 most successful factors:
- assertiveness
- empathy
- happiness
- self-awareness
- problem-solving
 Recruiters & EI
SO WHAT?

• Base of operations, sex, ethnicity, education, age or #

hrs worked no direct relation to success
• Reorganized the recruiter training program to
emphasize its critical success factors
• Air Force recruiters 2x more productive than other
recruiters
• Retention rates increased by 92%
• Cost savings of $2,700,000
 Predicting Job Performance
 Directly responsible for 27 to 45% of job success
• Study of 2M employees at 700 companies found that
employee retention is determined by their
relationship with co-workers and supervisors
• Studies on engineers have shown that EI
components are the best predictor of success
accounting for 35% of work performance variance
• Scientifically proven that EI is a better predictor of
workplace success than IQ
• 80% of a person’s success based on EI
- CPA Journal
 Disadvantages of Using EI

• EI dependent on situational factors

• Assumes stability across all situations
• Length of testing – sufficient proof?
• Congruency between self-evaluation and
recruiter evaluation
• Certain jobs not dependent on level of
Emotional Intelligence
 Advantages of Using EI

• Paper appearances can be deceiving

• Candidates aware of emphasis placed on
emotional intelligence within the
organization
• IQ can indicate what profession an
individual can hold, EQ will be a more
powerful predictor of performance
 Conclusion
• Different EI components are more relevant
depending on specific job requirements
• Training can be used as a way to increase EI of
employees
• Bar-On provides the only statistically proven
method of determining an individual’s EI, therefore
choose methods wisely
• Must consider that EI is a relatively new method for
predicting job performance, and longer studies
may be required to confirm validation of methods
 What do you think???

Is EI a fad or is it here to stay?

 What do you think???

Would you use certain EI tools over others?

 What do you think???

Is there a difference between personality and EI?

 What do you think???

Would you use it for recruiting all job types, or

just specific ones?
 What do you think???

Is Emotional Intelligence worth using in

recruitment and selection?