References: `Emotional intelligence' a new hiring criterion, The Bonston Globe
Emotional intelligence trumps technical know-how, The Globe and Mail
EQ and benefits of EI
EQ comprises a collection of so-called "soft" skills, including self-awareness, an understanding of how your mood and behavior affect others; impulse control, including how you manage stress on the job; initiative, whether you can be counted on to report to work on time, manage your own time, and meet expectations; and the ability to motivate and lead others. Empathy is also included. (Source: `Emotional intelligence' a new hiring criterion)
The latter article used as reference is the application of the theories as shown in the former article. The latter article shows clearly that a lot of employers are " better off hiring for attitude and then training for skill”. People with EI are more flexible and can assume various roles, making it effiecient for the company. The difference between the 2 articles is that while the former focuses on explaining EI, the latter shows the practical use in a company.
Commonly, people are deemed to have 2 intelligences, IQ (intelligence quotient) and EQ (emotional quotient). In the past, IQ was used as an indispensable yardstick in evaluating whether an individual is an asset to the company. Nowadays, as the education level of most candidates have raised, Emotional Intelligence (measured by EQ) is the main factor employers look out for.
IQ tests can only calculate linguistic, logical, and spatial intelligence, while the EQ test includes intrapersonal and interpersonal intelligence. (Source: http://www.kidswebindia.com/iqeqtreasures.php)
"Many businesses utilize EQ tests to help their employees determine and measure their emotional responses to various situations." (http://www.wisegeek.com/what-is-an-emotional-quotient-eq.htm)
Research has shown too that "Not only does emotional intelligence greatly contribute to job performance and leadership skills, it has also been found to increase profits". (Source: http://www.ihhp.com/what_is_eq.htm)
Limitations of EQ
A person’s EQ can be measured using any one of a number of assessments, including one developed by the aforementioned Salovey and Mayer. Some assessments utilize self-given responses while others are peer-given responses. (http://www.wisegeek.com/what-is-an-emotional-quotient-eq.htm)
Like all other assessments, there would always be the issue of human variability through the time the person is assessed at. Some people display different responses even towards identical events, depending on their mood, energy levels and various factors. Also, some people may not remember certain incidents when asked to take a questionnaire-type assessment, and thus the accuracy of such assessments will always be at doubt.
EQ focuses on intrapersonal and interpersonal intelligences, while there are generally two types of "social" people: introverted and extroverted. The former kind of people are usually strong in intrapersonal while being weak in interpersonal intelligences, and vice-versa. The big question is how do we make full use of people's strengths and weaknesses in the workplace, as finding people who are strong in both intelligences may be tedious.
Another aspect of EQ is that people tend to have different situations in which they are more comfortable. Examples would be the place they work, the colleagues they have, and the type of work they are in. Adaptability is a point worth considering, although there are limitations in that aspect too. Depending on various personalities, some people's EQ may change over time if they face too many setbacks and hostile elements, thus blurring EQ's usefulness.
Empathy is more complex, as it requires first-hand experience or similar encounters for people to utilize effectively. It also depends on whether the individual is willing to spend time and effort understanding other people's situations. A simple EQ test has little ability in testing an individual's true worth of empathy, as every individual may be useful in various situations.
Conclusion
EI is a good theory, which is used to cover up some obviously lacking aspects of IQ. However, the measurement of EQ remains an issue, and EQ may also fluctuate over time. I thereby conclude that the best way to find out of a individual's true capabilities and compatibility in the workplace is simply to "put him/her to work".
Extra food for thought:
IQ tests can only calculate linguistic, logical, and spatial intelligence, while the EQ test includes intrapersonal and interpersonal intelligence.
Since every person has a creative, unique brain, the limits to which we can push the brain's potential depend entirely on how we activate and stimulate it.
(Source: http://www.kidswebindia.com/iqeqtreasures.php)
By Kwee Peng
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