Intelligent Quotient v/s Emotional Quotient: What is Needed Today

Posted in Human Resources Articles, Total Reads: 1950 , Published on 08 January 2015

Intelligent quotient (IQ) and Emotional quotient (EQ) are the two most debateable things in today’s business world. IQ involves test that are used as an indicator of logical reasoning ability and technical intelligence. On the other side we have EQ which is a way to measure how a person recognizes emotions in him or her and others, and manages these emotional states to work better as a group or team.

In the olden days IQ was considered much more significant than EQ. Albert Einstein’s IQ was 160, just an indicator of his intelligence. Probably in olden days IQ was solely considered for your success in the corporate world. But human beings being social animal emotions become an integral part and thus comes emotional quotient into the picture. In today’s corporate world EQ is considered very significant in determining an individual’s success. It becomes a major part in organization behavioural techniques.

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In a recent Forbes article: “Research by Carnegie Institute of Technology shows 85 percent of financial success is due to skills in human engineering, ability to communicate, negotiate and lead. Also a research by Nobel prize winning Israeli American psychologists, Daniel Kahneman, found that people would rather do business with a person they like or trust rather than with someone they don’t, even if the likable person is offering a lower quality product or service at a higher price.” Studies have also proved that leaders with EQ were able to create a good environment in their organization wherein the productivity of the company/organization increases. The reason of using the EQ is necessary for creating a favourable environment for the employees. The companies hiring today look for managers with a good EQ along with a high IQ. EQ does not alone satisfy need but it complements the factors in becoming a successful manager or to climb the ladder of success in the corporate world.

EQ in general includes perceiving emotions, using the emotions to help you think, understanding emotions and also managing emotions. The above mentioned are the four factors given by John Mayer. Just to support the significance of EQ here is an example of Martin Luther King Jr. using his EQ to give spellbinding speech. Adolf Hitler did the same. Using EQ to an extent not only helps in increasing productivity but in the process also engages the employees rather than making them satisfied with their job. When employees are engaged they tend to be more loyal to the organization.

Psychologists Dana Joseph of the University of Central Florida and Daniel Newman of the University of Illinois analysed every study done on emotions for a total of thousands of employees and 191 different jobs. They found that people with high EQ did well in jobs like that of salespeople, real estate agents, call centre representatives, counselling whereas the case was reversed in case of jobs including that of mechanics scientists and accountants.

There is nothing wrong or right and we cannot simply conclude if EQ either good or bad. EQ is neither good nor bad. But just as we say this we need to have an EQ or develop a good EQ depending on the profile or sector an individual wants t work in.

This article has been authored by Sunil S. Damniwal from SIESCOMS


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