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. Remenyi, D. Williams, B. Money, A. Swartz,(1998) Doing
Research in Emotional intelligence, An Introduction to Process
and Method. London: Sage Publications Ltd.
7. Maylor, H, (2010) Project Emotional intelligence. 4th edition.
Essex: Pearson Education Ltd.
8. Babsibihari,P ,&Surwade,L.(2006).The effect of Emotional
Maturity on Teacher Effectiveness.
9. Amritha, M.&Kadirgamar, S.(2006).Influence of Personality
on the emotional intelligence.
10. Cherniss, .Goleman, D.(2001). The Emotional Intelligence
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