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INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS
This is a simplified model for emotional intelligence and it complements various other
similar frameworks in business settings as well (Law et al., 2004). Mayer and Salovey
(1997) have argued that emotional intelligence abilities contribute to improvement in
relationships in the work settings. Many authors including Cherniss (2001) agreed with
their observations, who explained that emotional intelligence has a role in organizational
effectiveness through improvement in teamwork of employees. Furthermore, Lopes et al.
(2005) has found positive association between emotional intelligence and interpersonal
sensitivity as well as pro-social propensities in teams, whilst in 2004 Jordan and Troth
have found that emotional intelligence has significant impact on performance of team.
Emotional intelligence plays important role in ameliorating workplace relationships,
which is an important element in effective leadership as well (Graen and Uhl-Bien,
1995).
Emotional intelligence has following dimensions:
Self-awareness: Ability of understanding our feelings, strengths and weaknesses.
Self-management: Ability of management of our feelings.
Motivation emotions: Ability to motivate and encourage ourselves.
Empathy: Ability to get awareness regarding feelings of others and to comprehend
other‘s feelings.
Social skills: Ability of handling a group of people and to manage conflicts too.
In our research model we have selected following three dimensions:
Motivating Emotions: According to Salovey and Mayer's (1990), last applications of
emotional intelligence refers to motivation in chase of one's objectives and goals,
confining characteristics of drive, determination, initiative, aspiration and aim.
Individual who is self motivated is a self-starter, challenges work, and seeks to surmount
hurdles in order to achieve goal.
COPY RIGHT © 2011 Institute of Interdisciplinary Business Research
JANUARY 2011
VOL 2, NO 9
548