Abstract
The main investigation of this research was impact of Emotional Intelligence on job performance and how they are related to each other in working environment. This research was conducted to know how people with high EI are doing best in their working environment because now days EI has become an important concept in modern business world to succeed. Secondary method was used to obtain data. The result showed that employees with high EI are likely to perform well.
Keywords- job performance, emotional intelligence,

Introduction
In this era of globalization, where there is free movement of resources such as labour and capital why some organization are successful and others are not. Success of companies depends on many factors such as having employees with high qualification, moral values, skills etc. Then question arises why there are many organization that possess all these employees still unsuccessful. Now experts and researchers have stressed the concept of EI which was introduced by Daniel Goleman in 1996. In today’s business world, the main factor for any organization to be successful is to have employees with high EI as people with high EI as positive alliance with job performance. According to Jung ; Yoon, emotional intelligence is essential because human relations in organizations are affected by emotional factors more than by rational factors. Researcher has shown people with high EI are able to manage their emotions feelings as well as other and motivate others. Their emotions do not affect their performance in organization.

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Literature Review
Emotional Intelligence – Emotional Intelligence is the capability of one’s identifying, understanding, interpreting, controlling, managing, and monitoring their emotions and feelings as well as others. This concept was advocated by two researchers Peter Salovey and John Mayer in 1990. Later it was popularized by Psychologist Daniel Goleman.

Job Performance- job performance is the way employees perform their work. An employee’s performance is determined during job performance reviews, with an employer taking into account factors such as leadership skills, time management, organizational skills and productivity to analyse each employee on an individual basis.

Methodology
As I am a student, I used secondary method such as articles, websites to collect all the data. The data was of other researchers, who gathered data by using questionnaire, interviews, observing and emails.

Data Collection and Analysis
Whenever intelligence has been discussed, many people think IQ is one of the best ways of assessing someone’s intelligence and no doubt people with high IQ are predicted to have better understanding of learning and high performance but at the same time many people are unaware of emotional intelligence. Emotional Intelligence made its first debut by Peter Salvoes and John D. Mayer in 20th century. Later Daniel Golman came emotional intelligence with 5 skills like self – awareness, self –motivation, empathy and motivation. According to the researchers, people who have high EI have greater career achievement, job performance, cultivate stronger personal relations, have more adequate administration skills, and are beneficial than those with High IQ but low emotional intelligence.
Now days, people with high IQ and low emotional intelligence are unsuccessful because they are not able to manage their emotions and keep their personal life away from work environment. As a result, it affects their performance and people around in organization. It will also affect the working environment and companies may face problem to achieve their business goals.
Researchers have emphasised that managers should also assess EI while recruiting employees as High EI shows gives organization many benefits.
Following are the advantages of high EI emplyees :-
• Better team work – Employees work better in team work as well as they openly communicate with all the team members. They also share ideas and have good mutual understanding with their co-workers than those people with low EI.

• Better office environment- When organizations have staffs that have greater EI, it gives an advantage of strong company cultural bond as well as it helps in boosting moral values and makes co-workers respect each other .It also aid in creating job satisfaction. As a result, there will be less absenteeism and better customer services.

• More self- awareness – EI helps labourer understand their own strengths and weaknesses. These employees take feedback in a positive way and they try to improve themselves whereas people with high low EI will blame others, or they will take feedback in negative way. This will result creating negative emotions for them and will make them perform low.

• More self- control- Running a business is not easy task. It involves dealing with up and downs occurred by market conditions. According to analyst, people with greater emotional intelligence are capable of taking rational decision in tough time and they know how to handle tenacious situations. Moreover, business department such as sales department require people with high EI because there are situations where customers are unhappy and not satisfied. Here, employees are requires to stay calm and represent themselves as a very happy person. People with low EI can make customers more upset as well as they can create tension and stress for themselves. People who have high EI understand that it will be irrational to act in a negative way. Kim (2010), investigated how salespersons’ emotional intelligence affects adaptive selling and positive emotional expression during the process of interaction with customers, and how such adaptive selling and positive emotional expression affects the quality of service perceived by customers. The results show those greater salespersons’ emotional intelligence results in better adaptive selling and positive emotional expression. He found that a person with positive emotional intelligence in work has better sales.

• More Motivation- Workers who have immense emotional intelligence are optimistic. They are always working towards their goals whether it’s their professional or personal. These kinds of individuals are always ready to face any obstacle and accept challenges. Moreover, they don’t need to be motivated because they have inner ambitions that they want to achieve. Plus the way they are also motivate and encourage other people to be positive.

All the above factors are related to job performance. So the fact is that high EI is connected with high job performance. As EI is considered more than IQ in business world and it has become one of the concept to be taught in school and universities.
There are numerous research conducted to know the relationship between EI and job performance.
One of the researches was conducted by Islamic Azad University in Iran
The participants were 200 executives elected by purposive sampling from north, south, east and west of organizations. 73% were males and 27% were females having either graduation degree in engineering or master’s degree in management. Majority of the participants were in the age range of 40-60 years old and some were between 20-30 years.
The data was collected by questionnaires and Persian version of the Schulte Emotional Intelligence Scale was used. In this study, job performance was considered as dependent variable and emotional intelligence as independent variable. The questionnaire contained 33 questions using a 5-point Likert scale where 1 = strongly disagree and 5 = strongly agree.

The items of the scale are related to the concept of emotional intelligence as it includes self-awareness, empathy, emotional stability, managing relations, integrity, value-orientation, commitment
To test the relationship between EI and performance, T-tests, ANOVA, and Regression was performed. The result of this research showed that there is positive correlation between EI and job performance.
Results
ANOVA test showed that there was positive relationship between employees EI and job performance as it was measured by Job Performance. It also supports the hypothesis. Among the executives the emotional intelligence showed positive influence on the job performance. As compared to other counterparts, the executives had emotional intelligence show better quality of job performance. Emotional intelligence is considered as an effective determinant of job performance.

Conclusion
Emotional intelligence involves managing ones emotion and others. EI have direct connection with job performance. Employees who have high EI are predicted to success in careers as well as their personal life. Managers of HRM should assess all the people with EI test while recruiting employees as this will affect organization aims and goals. It will also affect the working environment. People with greater EI are optimistic, willing to work and this result in greater job performance.

References
Abstract
The main investigation of this research was impact of Emotional Intelligence on job performance and how they are related to each other in working environment. This research was conducted to know how people with high EI are doing best in their working environment because now days EI has become an important concept in modern business world to succeed. Secondary method was used to obtain data. The result showed that employees with high EI are likely to perform well.
Keywords- job performance, emotional intelligence,

Introduction
In this era of globalization, where there is free movement of resources such as labour and capital why some organization are successful and others are not. Success of companies depends on many factors such as having employees with high qualification, moral values, skills etc. Then question arises why there are many organization that possess all these employees still unsuccessful. Now experts and researchers have stressed the concept of EI which was introduced by Daniel Goleman in 1996. In today’s business world, the main factor for any organization to be successful is to have employees with high EI as people with high EI as positive alliance with job performance. According to Jung & Yoon, emotional intelligence is essential because human relations in organizations are affected by emotional factors more than by rational factors. Researcher has shown people with high EI are able to manage their emotions feelings as well as other and motivate others. Their emotions do not affect their performance in organization.

Literature Review
Emotional Intelligence – Emotional Intelligence is the capability of one’s identifying, understanding, interpreting, controlling, managing, and monitoring their emotions and feelings as well as others. This concept was advocated by two researchers Peter Salovey and John Mayer in 1990. Later it was popularized by Psychologist Daniel Goleman.

Job Performance- job performance is the way employees perform their work. An employee’s performance is determined during job performance reviews, with an employer taking into account factors such as leadership skills, time management, organizational skills and productivity to analyse each employee on an individual basis.

Methodology
As I am a student, I used secondary method such as articles, websites to collect all the data. The data was of other researchers, who gathered data by using questionnaire, interviews, observing and emails.

Data Collection and Analysis
Whenever intelligence has been discussed, many people think IQ is one of the best ways of assessing someone’s intelligence and no doubt people with high IQ are predicted to have better understanding of learning and high performance but at the same time many people are unaware of emotional intelligence. Emotional Intelligence made its first debut by Peter Salvoes and John D. Mayer in 20th century. Later Daniel Golman came emotional intelligence with 5 skills like self – awareness, self –motivation, empathy and motivation. According to the researchers, people who have high EI have greater career achievement, job performance, cultivate stronger personal relations, have more adequate administration skills, and are beneficial than those with High IQ but low emotional intelligence.
Now days, people with high IQ and low emotional intelligence are unsuccessful because they are not able to manage their emotions and keep their personal life away from work environment. As a result, it affects their performance and people around in organization. It will also affect the working environment and companies may face problem to achieve their business goals.
Researchers have emphasised that managers should also assess EI while recruiting employees as High EI shows gives organization many benefits.
Following are the advantages of high EI emplyees :-
• Better team work – Employees work better in team work as well as they openly communicate with all the team members. They also share ideas and have good mutual understanding with their co-workers than those people with low EI.

• Better office environment- When organizations have staffs that have greater EI, it gives an advantage of strong company cultural bond as well as it helps in boosting moral values and makes co-workers respect each other .It also aid in creating job satisfaction. As a result, there will be less absenteeism and better customer services.

• More self- awareness – EI helps labourer understand their own strengths and weaknesses. These employees take feedback in a positive way and they try to improve themselves whereas people with high low EI will blame others, or they will take feedback in negative way. This will result creating negative emotions for them and will make them perform low.

• More self- control- Running a business is not easy task. It involves dealing with up and downs occurred by market conditions. According to analyst, people with greater emotional intelligence are capable of taking rational decision in tough time and they know how to handle tenacious situations. Moreover, business department such as sales department require people with high EI because there are situations where customers are unhappy and not satisfied. Here, employees are requires to stay calm and represent themselves as a very happy person. People with low EI can make customers more upset as well as they can create tension and stress for themselves. People who have high EI understand that it will be irrational to act in a negative way. Kim (2010), investigated how salespersons’ emotional intelligence affects adaptive selling and positive emotional expression during the process of interaction with customers, and how such adaptive selling and positive emotional expression affects the quality of service perceived by customers. The results show those greater salespersons’ emotional intelligence results in better adaptive selling and positive emotional expression. He found that a person with positive emotional intelligence in work has better sales.

• More Motivation- Workers who have immense emotional intelligence are optimistic. They are always working towards their goals whether it’s their professional or personal. These kinds of individuals are always ready to face any obstacle and accept challenges. Moreover, they don’t need to be motivated because they have inner ambitions that they want to achieve. Plus the way they are also motivate and encourage other people to be positive.

All the above factors are related to job performance. So the fact is that high EI is connected with high job performance. As EI is considered more than IQ in business world and it has become one of the concept to be taught in school and universities.
There are numerous research conducted to know the relationship between EI and job performance.
One of the researches was conducted by Islamic Azad University in Iran
The participants were 200 executives elected by purposive sampling from north, south, east and west of organizations. 73% were males and 27% were females having either graduation degree in engineering or master’s degree in management. Majority of the participants were in the age range of 40-60 years old and some were between 20-30 years.
The data was collected by questionnaires and Persian version of the Schulte Emotional Intelligence Scale was used. In this study, job performance was considered as dependent variable and emotional intelligence as independent variable. The questionnaire contained 33 questions using a 5-point Likert scale where 1 = strongly disagree and 5 = strongly agree.

The items of the scale are related to the concept of emotional intelligence as it includes self-awareness, empathy, emotional stability, managing relations, integrity, value-orientation, commitment
To test the relationship between EI and performance, T-tests, ANOVA, and Regression was performed. The result of this research showed that there is positive correlation between EI and job performance.
Results
ANOVA test showed that there was positive relationship between employees EI and job performance as it was measured by Job Performance. It also supports the hypothesis. Among the executives the emotional intelligence showed positive influence on the job performance. As compared to other counterparts, the executives had emotional intelligence show better quality of job performance. Emotional intelligence is considered as an effective determinant of job performance.

Conclusion
Emotional intelligence involves managing ones emotion and others. EI have direct connection with job performance. Employees who have high EI are predicted to success in careers as well as their personal life. Managers of HRM should assess all the people with EI test while recruiting employees as this will affect organization aims and goals. It will also affect the working environment. People with greater EI are optimistic, willing to work and this result in greater job performance.

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