Annotation This book focuses on emotional intelligence, which has emerged as a factor in superior on-the-job performance and ability to lead an effective life. Based on an emerging country, namely India, the book deviates from traditional approaches by focusing on non-cognitive rather than cognitive skills to explain and predict performance and achievements. It finds that those with strong intrinsic non-cognitive skills, like trustworthiness, conscientiousness, adaptability, initiative and commitment have a better chance of becoming effective leaders with enhanced service-orientation, empathy and conflict management skills -traits desired by any organization striving for efficiency. It also demonstrates that while such imponderable, intrinsic skills matter, they cannot replace discernible psycho-social factors and hence, effective hiring strategies must focus on behavioural competence along with cognitive skills. The book also discusses organizations' desire to ensure a working environment that is vibrant and positive in an attempt to prevent unconstructive or disruptive factors and to ensure improved performances over time. The book is a valuable resource for corporate personnel, as well as for researchers and practitioners in the field

Chakrabarti, Gagari, Chatterjea, Tapas

Springer Science + Business Media Singapore Pte Ltd

Singapore: Springer Singapore

Springer Nature Singapore

Palgrave pivot, Gateway East, Singapore, 2018

1st edition 2018, Singapore, 2018

Palgrave pivot, Singapore, 2017

New York : Secaucus, Aug. 2017

Singapore, Singapore

1st ed. 2018, 2017

Aug 02, 2017

2, 20170801

Source title: Employees' Emotional Intelligence, Motivation & Productivity, and Organizational Excellence: A Future Trend in HRD

1 online resource (320 pages)
This book focuses on emotional intelligence, which has emerged as a factor in superior on-the-job performance and ability to lead an effective life. Based on an emerging country, namely India, the book deviates from traditional approaches by focusing on non-cognitive rather than cognitive skills to explain and predict performance and achievements. It finds that those with strong intrinsic non-cognitive skills, like trustworthiness, conscientiousness, adaptability, initiative and commitment have a better chance of becoming effective leaders with enhanced service-orientation, empathy and conflict management skills -traits desired by any organization striving for efficiency. It also demonstrates that while such imponderable, intrinsic skills matter, they cannot replace discernible psycho-social factors and hence, effective hiring strategies must focus on behavioural competence along with cognitive skills. The book also discusses organizations' desire to ensure a working environment that is vibrant and positive in an attempt to prevent unconstructive or disruptive factors and to ensure improved performances over time. The book is a valuable resource for corporate personnel, as well as for researchers and practitioners in the field
Includes bibliographical references and index
Print version record
Foreword; Preface; Contents; List of Graphs; List of Tables; 1 Prologue; Abstract ; References; 2 Intelligence? ... Emotions? ... or, the Emotional Intelligence: Theories and Evidence in Global Context; Abstract ; 2.1 Introduction; 2.2 Models for Analysing Emotional Intelligence; 2.2.1 The Bar-On Model of Emotional Intelligence; 2.2.2 The Ability-Based Model: Mayer and Salovey; 2.2.2.1 Measuring Emotional Intelligence in Mayer and Salovey Model; 2.2.3 The Mixed Model of Emotional Intelligence: Goleman's Model; 2.2.4 The Trait Based Model of Emotional Intelligence
2.2.4.1 "Big Five" Personality Factor Model2.2.4.2 Trait Model of Emotional Intelligence; 2.2.5 Other Models and Measures of Emotional Intelligence; 2.2.5.1 The Levels of Emotional Awareness Scale (LEAS); 2.2.5.2 The Self-Report Emotional Intelligence Test (SREIT); References; 3 Indicators of Emotional Intelligence: Determinants and Interconnections; Abstract ; 3.1 Introduction; 3.2 The Survey and the Questionnaire; 3.3 Respondents Classified According to Gender, Age, Income, Occupation and Education; 3.3.1 Classification According to Gender; 3.3.2 Classification According to Income
3.3.3 Classification According to Age3.3.4 Classification According to Occupation; 3.3.5 Classification According to Educational Qualification; 3.3.6 Cross Tabulation According to Gender, Age, Income, Occupation and Education; 3.4 Respondents Classified According to Their Responses Towards EI Dimensions; 3.4.1 Respondents Excelling in Terms of EI Dimensions and EQ; 3.4.2 Rank Correlation Among the Emotional Intelligence Dimensions; 3.5 EI Dimensions, EI Competences and Their Determinants: Self Regulation; 3.5.1 Self Regulation Across Age, Income, Gender, Occupation and Education
3.5.2 Cross Tabulation Among Self Regulation, Other EI Dimensions and the EQ Index3.5.3 Rank Correlation Among Self Regulation, Its Constituents, Other EI Dimensions and EQ; 3.5.4 Relationship Between Broad Emotional Intelligence Dimensions and Self Regulation; 3.5.4.1 EQ and Self Regulation; 3.5.4.2 Self Regulation and Self Awareness; 3.5.4.3 Self Regulation and Self Motivation; 3.5.4.4 Self Regulation and Social Awareness; 3.5.4.5 Self Regulation and Social Skills
3.5.4.6 Relationship Between Self Regulation and Other EI Dimensions Across Gender, Age, Income, Occupation and Education Structures3.5.5 Self Regulation, the Emotional Intelligence Items Under It and Their Determinants; 3.5.5.1 Trustworthiness and Its Determinants; 3.5.5.2 Conscientiousness and Its Determinants; 3.5.5.3 Self Control and Its Determinants; 3.5.5.4 Adaptability and Its Determinants; 3.5.5.5 Innovativeness and Its Determinants; 3.6 EI Dimensions, EI Competences and Their Determinants: Self-Awareness; 3.6.1 Self-Awareness Across Age, Income, Gender, Occupation and Education
3.6.2 Cross Tabulation Among Self-Awareness, Other EI Dimensions and the EQ Index

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Erscheinungsdatum: 15.08.2017

2023-06-28