2 million more in profit annually. Further, high EQ partners consistently showed a 139% gain in profit. (Kreitner: 2005).
Goleman also bases his argument on the study of an international soft-drink corporation. In this study it was found that division leaders with developed EQ competencies regularly outperform their goals by more than 15%. On the other hand, division leaders who did not develop their EQ regularly missed their targets by 15%. (Goleman: 2000).
Finally, Goleman also points to the results produced by an independently conducted study by L'Oreal. According to this study, L'Oreal realized a $91,370 increase per person for salespeople hired based on EQ skills. The company also experienced a 63% decrease in turnover in their EQ hired sales staff. (Goleman: 2000).
On the other hand, as is clearly argued by the Kreitner text and only briefly touched upon by Goleman, critics point out that business can misuse EI assessments, utilizing the tests as a means of unethical discrimination to applicants and current employees. (Kreitner: 2005). It is found that workers and individuals with introverted personalities, including individuals suffering from depression or abusive backgrounds, are typically discriminated against based on EI. EI assessments and review screenings also create obstacles against people with various disabilities. (Mayer: 1993).
Based on a comprehensive reading and comparison of both texts as they apply to emotional intelligence, it can be seen that emotional intelligence is a power tool and character trait when applied to the professional world. On the one hand, corporate executives and managers, especially human resource directors, can utilize the theory of emotional intelligence when making hiring, evaluation and promotion decisions.
According to the research presented in both texts, emotional intelligence unarguably offers a telling method of both measuring and predicting an employee's performance level and thus success. Since an emotionally intelligent person exhibits certain characteristics, ones that correlate with high performance levels, when an employer is making a hiring, evaluation or promotional decision, they will want to look towards these characteristics. Those employees who exhibit the characteristics most often associated with an emotionally intelligent or emotionally competent individual will be, according to the research presented in the texts, more productive and more successful for the corporation. For these reasons, these emotionally competent...
Emotional Intelligence What am I going to do when I learn that a classmate has basically stolen my story idea and is winning a contest using my story? What should I do if I discover that a classmate had used the plot and theme of a story I wrote a few months ago, and simply changed the names of my original characters and changed the place in which my story was
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