BU121 Lecture Notes - Lecture 9: Peter Salovey, Mayer-Salovey-Caruso Emotional Intelligence Test, Applied Psychology

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6 Mar 2017
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DISC and Emotional Intelligence:
What is emotional intelligence:
- An array of non-cognitive capabilities, competencies, and skills that influence one’s
ability to succeed in coping with environmental demands and pressures
- The ability to perceive emotions to access and generate emotions so as to assist thought
to understand emotions and emotional meanings and to reflectively regulate emotions in
ways that promote emotional and intellectual growth
- Emotional intelligence is a set of emotional and social skills that influence the way we
perceive and express ourselves, develop, and maintain social relationships, cope with
challenges, and use emotional information in an effective and meaningful way
- Involves perceiving, understanding, and regulating emotions
Models/measures of EI:
- Encyclopedia of applied psychology suggest that there are 3 major EI measures:
o Peter Salovey and John Mayer’s MSCEIT
o Reuven Bar-On’s EQI which is the first scientifically validated and most widely
used
o Daniel Goleman’s ECI
The EQI 2.0 model:
Well being indicator:
- Happiness is an indicator of emotional health and well being, satisfaction, contentment,
and the ability to enjoy life:
- Not directly included in your total EQI 2.0 score
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- Impacts overall EI:
o Self regard
o Optimism
o Interpersonal relationships
o Self actualization
5 composite scales:
- Self perception
- Self expression
- Interpersonal
- Decision making
- Stress management
Pay attention to what the subscales mean:
- Self regard vs self esteem
- Assertiveness vs aggressiveness
- Empathy vs sympathy
- Impulse control vs spontaneity
How to interpret your EI:
- The score is not the objective:
o Low scores are opportunities
- Balance is key:
o Rule of 10 where impulse control and empathy, flexibility, and assertiveness
- High scores can give low results:
o Independence
o Interpersonal
o Assertiveness
Why does it matter:
- Emotional competencies were twice as prevalent among distinguishing competencies as
where technical skills and purely cognitive abilities combined for individuals in
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leadership positions for jobs of all kinds where 85% of their competencies were in the EI
domain
- 71% of hiring managers in the US value EI in an employee more than IQ with recent
study of 2662 by career builder:
o Ability to remain calm under pressure
o Ability to resolve conflict effectively
Impact of EI on human resources:
- Two decades of research show that emotional intelligence contributes to bottom line
performance because it leads to:
o More successful hiring
o Reduced training costs
o Decreased attrition rates
o Higher levels of productivity and success
o Greater individual performance
o Better leaders and managers
o Stronger relationships with employees and customers
Building the EI of groups:
- Group emotional intelligence establish group norms that create awareness and regulation
of emotions at the individual and group level
Group Emotional
Intelligence
Mutual Trust,
Group Identity,
Group Efficacy
Participation,
Cooperation,
Collaboration
Better Decisions,
More Creative
Solutions,
Higher
productivity
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