This power point presentation describes about Emotional Intelligence.

2. EMOTIONAL INTELLIGENCE
DR. R. SASIPRIYA
ASST. PROFESSOR IN PHYSICAL SCIENCE
V.O.C. COLLEGE OF EDUCATION
THOOTHUKUDI

5. EMOTION
‘emovere’ (Latin word )-‘to move’
or
‘to put in motion’.

6. “Emotion is that mental
condition in which a person
becomes intensely excited.
There is so much disturbance
in the mind of the person at
the time of emotion that his
whole behavior is turned
upside down.”

7. EMOTION
• Positive emotion
• Negative emotion

8. • Joy
• Trust
• Fear
• Surprise
• . Sadness
• Disgust
• Anger
• Anticipation
BASIC EMOTION - ROBERT PLUTCHIK
(1980)

10. INTELLIGENCE
Intelligence is a kind of mental
energy in the form of cognitive or
mental abilities that enable one to
handle one’s environment in terms
of adaptation to face new
situations as effectively as
possible.

11. Intelligence is characteristic of the
thought process which tends
• To take and maintain a definite direction
• To make adaptation for the purpose of desired
ends.
• To exercise the power of auto criticism.

12. INTELIGENT QUOTIENT
M.A. = MENTAL AGE
C.A. = CRONOLOGICAL AGE

13. EMOTIONAL
INTELLIGENCE

14. “Emotional Intelligence means
being intelligent about emotions
or being smart. It is the ability to
acquire and apply knowledge
from one’s emotions and the
emotion of other in order to be
successful and a fulfilling life”

15. DIMENSIONS OF EMOTIONAL
INTELLIGENCE - GOLEMAN (1995)
• Self-awareness
• Self-regulation
• Motivation
• Empathy
• Social Skills

16. BANTAM’S
EMOTIONAL
INTELLIGENCE
INTRA PERSONAL
COMPETENCE
INTER PERSONAL
COMPETENCE
Self Awareness Self Motivation
Self Regulation Social Awareness Social Skills
Emotional
Awareness
Self Confidence
Self Accurate
Assessment
Self Control
Trust Worthiness
Innovativeness
Adaptability
Conscienti-
ousness
Achievement
Drive
Optimism
Initiative
Commitment
Empathy
Political
Awareness
Leveraging
Diversity
Developing
Others
Service
Orientation
Influence
Team
Capabilities
Collaboration &
Co-Operation
Building Bonds
Conflict
Management
Change
Catalyst
Leadership
Communication

17. BANTAM’S EMOTIONAL
INTELLIGENCE
• INTRA PERSONAL COMPETENCE
OR
PERSONAL COMPETENCE
• INTER PERSONAL COMPETENCE
OR
SOCIAL COMPETENCE

18. PERSONAL COMPETENCE
OR
INTRA PERSONALCOMPETENCE
• Self – Awareness
• Self-Regulation
• Self- Motivation

19. A) Self – Awareness
• Emotional awareness
• Accurate self-assessment
• Self- confidence

20. EMOTIONAL AWARENESS
Recognizing one’s emotions and their effects .
People with this competence:
– Know which emotions they are feeling and why.
– Realize the links between their feeling and what they think,
do, and say.
– Recognize how their feelings affects their performance.
– Have a guiding awareness of their values and goals.

21. ACCURATE SELF
ASSESSMENT
Knowing one’s strengths and limits
People with this competence are
– Aware of their strengths and weaknesses.
– Reflective, learning from experience.
– Open to feedback, new perspective about themselves.

22. Self - confidence
Surety about one’s self-capabilities
People with this competence
• Present themselves with self-assurance; have “presence”
• Can voice views that are unpopular and go out on a limb for what
is right.
• Are decisive, able to make sound decisions despite uncertainties
and pressures.

23. B) SELF -
REGULATION
• Self –control
• Trust worthiness
• Conscientiousness
• Adaptability
• Innovativeness

24. Self – control
managing disruptive emotions and
impulses.
People with this competence
• Manage their impulsive feelings and distressing emotions well
• Stay composed, positive and unflappable even in trying
moments.
• Think clearly and stay focused under pressure.

25. Trust worthiness
Maintaining standards of honesty and integrity.
People with this competence
• Act ethically and are above reproach.
• Build trust through their reliability and authenticity.
• Admit their own mistakes and confront unethical actions
in others.
• Take tough, principled stands even if they are unpopular

26. Conscientiousness
Taking responsibility for personal performance
People with his competence
• Meet Commitments and keep promises.
• Hold themselves accountable for meeting their objectives.
• Are organized and careful in their work.
:

27. Adaptability
Flexibility in handling change
People with this competence
• Smoothly handle multiple demands, shifting priorities, and
rapid change.
• Adapt their responses and tactics to
fit fluid circum stances.
• Are flexible in how they see events.

28. Innovativeness
Being comfortable with and open to
novel ideas and new information
People with this competence
• Seek out ideas from a wide variety of sources.
• Entertain original solutions
to problems.
• Generate new ideas.
• Take fresh perspectives and
risks in their thinking.

29. C) Self - Motivation
• Achievement drive
• Commitment
• Initiative
• Optimism

30. Achievement drive
Striving to improve or meet a standard of excellence.
People with this competence
• Are result-oriented, with a high drive to meet their objectives and
standards.
• Set challenging goals and take calculated risks.
• Pursue information to reduce uncertainty and
find ways to do better.
• Learn how to improve their performance

31. Commitment
Aligning with the goals of the group or organization.
People with this competence
• Readily make personal or group sacrifices to meet a larger
organizational goal.
• Find a sense of purpose in the larger mission.
• Use the group’s core values in making decisions and clarifying
choices.
• Actively seek out opportunities to fulfill the group’s mission.

32. Initiative
Readiness to act on opportunities.
People with this competence
• Are ready to seize opportunities.
• Pursue goals beyond what’s required or expected of them.
• Cut through red tape and bend the rules when necessary to get
the job done.
• Mobilize others through unusual, enterprising efforts.

33. Optimism
Persistence in pursuing goals despite obstacles
and setbacks
People with this competence
• Persist in seeking goals despite obstacles and setbacks.
• Operate from hope of success rather than fear of failure.
• See setbacks as due to manageable circumstance rather than a
personal flaw.

34. INTER PERSONAL
COMPETENCE
OR
SOCIAL COMPETENCE
• Social-Awareness
• Social Skills

35. Social - Awareness
Empathy
Service orientation
Developing others
Leveraging diversity
Political awareness

36. Empathy
Sensing other’s feelings and perspective,
and taking an active interest in their
concerns.
People with this competence:
• Are attentive to emotional cues and listen well.
• Show sensitivity and understand other’s perspectives.
• Help out based on understanding other people’s needs and
feelings

37. Service orientation
Anticipating, recognizing and meeting customers’
needs.
People with this competence
• Understand customer’s needs and match them to services or
products.
• Seek ways to increase customer’s satisfaction and loyalty
• Gladly offer appropriate assistance.
• Grasp a customer’s perspective, acting as a trusted advisor

38. Developing others
Sensing what others need in order to develop
and bolstering their abilities
People with this competence
• Acknowledge and reward people’s strength, accomplishments
and development.
• Offer useful feedback and identify people’s needs for
development.
• Mentor, give timely coaching, and offer assignments that
challenge and grow a person’s skills.

39. Leveraging diversity
Cultivating opportunities through diverse people
People with this competence
• Respect and relate well to people from varied background.
• Understand diverse worldviews and are sensitive to group
differences.
• See diversity as opportunity, creating an environment where
diverse people can thrive.
• Challenge bias and intolerance.

40. Political awareness
Reading a group’s emotional currents and
power relationships.
People with this competence
• Accurately read key power relationships.
• Detect crucial social networks.
• Understand the forces that shape views and actions of clients,
customers, or competitors.
• Accurately read situations and organizational and external
realities

41. Social Skills
• Influence
• Communication
• Leadership
• Change catalyst
• Conflict management
• Building bonds
• Collaboration and co-operation
• Team capabilities

42. Influence
Wielding effective tactics for persuasion.
People with this competence:
• Are skilled at persuasion.
• Fine-tune presentations to appeal to the listener.
• Use complex strategies like indirect influence to build
consensus and support.
• Orchestrate dramatic events to effectively make a point

43. Communication
Sending clear and convincing message
People with this competence
• Are effective in give-and-take, registering emotional cues in
attuning their message.
• Deal with difficult issues straightforwardly.
• Listen well, seek mutual understanding, and welcome sharing
of information fully.
• Foster open communication and stay receptive to bed news as
well as good.

44. Leadership
Inspiring and guiding groups and people
People with this competence
• Articulate and arouse enthusiasm for a shared vision and
mission.
• Step forward to lead as needed, regardless of position.
• Guide the performance of others while
• holding them accountable.
• Lead by example.

45. Change catalyst
Initiating or managing change.
People with this competence:
• Recognize the need for change and remove barriers.
• Challenge the status quo to acknowledge
• the need for change.
• Champion the change and enlist others
• in its pursuit.
• Model the change expected of other

46. Conflict management
Negotiating and resolving disagreements.
People with this competence:
• Handle difficult people and tense situations with diplomacy and tact.
• Spot potential conflict, bring disagreements into the open, and help de-
escalate.
• Encourage debate and open discussion.
• Orchestrate win-win solutions.

47. Building bonds
Nurturing instrumental relationships
People with this competence
• Cultivate and maintain extensive informal network.
• Seek out relationships that are mutually
beneficial.
• Build rapport and keep others in the loop.
• Make and maintain personal friendships
among work associates.

48. Collaboration and co-operation
Working with others toward shared goals
People with this competence
• Balance a focus on task with attention to relationships.
• Collaborate, sharing plans, information, and resources.
• Promote a friendly, cooperative climate.
• Spot and nurture opportunities for
collaboration.

49. Team capabilities
Creating group synergy in pursuing
collective goals
People with this competence
• Modal team qualities like respect, helpfulness and co-
operation.
• Draw all members into active and enthusiastic participation.
• Build team identity, esprit de corps and
commitment.
• Protect the group and its reputation; share
credit.

50. FRAMEWORK OF EMOTIONAL COMPETENCIES
Self (Personal Competence ) Other (Social Competence)
Recognition Self-awareness
•Emotional self-awareness
•Accurate self-assessment
•Self confidence
Social Awareness
•Empathy
•Service orientation
•Organisational awareness
Regulation Self Management
•Self control
•Trustworthiness
•Conscientiousness
•Adaptability
•Achievement drive
•Initiative
Relationship Management
•Developing others
•Influence
•Communication
•Conflict management
•Leadership
•Change catalyst
•Building bonds
•Teamwork & collaboration

51. IMPORTANCE
• EI is the capacity for recognizing one’s own
feelings and those of others
• lack of EI end up working for people who have
lower IQs.
• People with this type of intelligence have a
defined thinking process, which in turn promotes
creativity and productivity
• . It is basic to joy and enthusiasm for life and
fundamental to one’s ability to love others.

52. Need
• The Present generation of children is more
emotionally troubled than the last. On an
average they are growing more lonely and
depressed, more angry and unruly, more nervous
and prone to worry, more impulsive and
aggressive need to address the emotional health
of our children and adolescents.

53. •People with well-developed emotional skills are more
likely to be content and effective in their lives,
mastering the habits of mind that foster their own
productivity.
Across various job levels, Emotional Intelligence
matters PAY twice as much as technical and analytic
skill combined.
Emotional Intelligence greatly contribute to job
performance and leadership, but it has also been found
to increase profits.
.

54. EMOTIONAL INTELLIGENT
QUOTIENT
Measurement for emotiomal intelligence
scientifically testable ‘intelligence’.
• Bar on’s EQ-1
• Multi factor EI scale
• Emotional competence inventry
• EQ Map

55. Educational implications
• Children with high EQ are more
confident, are better learners, have higher
self-esteem, have fewer behavioral
problems, are more optimistic and
happier.
• to be a truly effective teacher E.Q. Is to
be developed

56. Raising EQ – Peter salovey
• Knowing emotions
• Regulating emotions
• Motivating oneself
• Cultivating empathy
• Managing relationships

57. How it works

58. INDIAN VIEW POINT OF
EMOTIONAL INTELLGENCE
• The Indian self -‘we’,‘our’,‘us’
• western self - ‘I’, ‘my’
• life-long process

59. •It Is In Our
Tradition,religion,philosiphy, Family
& Society
• Yoga and other ways of meditation
• Karma (deeds)
• Jitendriya (person who is able to
manage and regulate one’s emotions)
• Dharma (duty)
• Vratas (ordinances)

60. CONCLUSION
EI is not the opposite of
intelligence. It is a unique
combination of both head and heart.
It combines affect with cognition,
emotion with intelligence. EL, is
the ability to use one’s emotions to
help solve problems and live an
effective life

67. FLASH BACK
• EMOTION
• POSITIVE EMOTION
• NEGATIVE EMOTION
• 8 BASIC EMOTION – ROBERT PLUTCHIK (1980)
• INTELLIGENCE
• 8 MULTIPLE INTELLIGENCE
• EMOTIONAL INTELLIGENCE
• 5 DIMENSIONS OF EMOTIONAL INTELLIGENCE – GOLEMAN (1995)
• BANTAM’S MODEL OF EMOTIONAL INTELLIGENCE
• INTRAPERSONAL COMPETENCE
• INTERPERSONAL COMPETENCE
• IMPORTANCE OF EMOTIONAL INTELLIGENCE
• NEED
• EMOTIONAL QUOTIENT
• RAISING EQ
• HOW IT WORKS
• INDIAN VIEW POINT OF EMOTIONAL INTELLGENCE
• CONCLUSION