Emotional Intelligence of Women in Chennai

8/8/2019 Emotional Intelligence of Women in Chennai

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CONTENTSS.No PARTICULARS PAGE No.

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LIST OF TABLES

LIST OF CHARTS

INTRODUCTION

NEED FOR STUDY

SCOPE OF THE STUDY

OBJECTIVES OF THE STUDY

LIMITATIONS OF THE STUDY

RESEARCH METHODOLOGY

CONCEPTUAL REVIEW

DATA ANALYSIS AND

INTERPRETATION

SUMMARY OF FINDINGS

SUGGESTIONS

CONCLUSION

QUESTIONNAIRE

BIBLIOGRAPHY

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LIST OF TABLES

TABLENO. LIST OF TABLES PAGENO.

4.1

EXHIBIT THE AGE GROUP OF THE

RESPONDENTS 30

4.2EXHIBIT THE INCOME LEVEL OF THE

RESPONDENTS32

4.3EXHIBITING THE EDUCATIONAL

QUALIFICATION OF RESPONDENTS34

4.4 EXHIBITING RELATIONSHIP WITHCOLLEAGUES

36

4.5

EXHIBITING RELATIONSHIP WITH

SUPERVISOR 38

4.6DO YOU OFTEN GET WORRIED ABOUT YOUR

PROBLEMS?40

4.7EXHIBITING THE OBSTACLES OFTEN FACED

BY WOMEN FROM REACHING THEIR GOALS.42

4.8

I FEEL UNEASY IN SITUATIONS WHERE I AMEXPECTED TO DISPLAY AFFECTION. 44

4.9DO YOU AGREE - IT IS BETTER TO REMAIN

COLD AND NEUTRAL UNTIL YOU REALLY GET

TO KNOW A PERSON?

46

4.10

I WORRY ABOUT THINGS THAT OTHER

PEOPLE DON'T EVEN THINK ABOUT.

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4.11

EXHIBITING THE LEVEL OF SATISFACTION

OF PROMOTIONAL ACTIVITIES 50

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LIST OF CHARTS

CHARTNO.

LIST OF CHARTS PAGENO.

4.1

EXHIBIT THE AGE GROUP OF THE

RESPONDENTS 30

4.2EXHIBIT THE INCOME LEVEL OF THE

RESPONDENTS32

4.3EXHIBITING THE EDUCATIONAL

QUALIFICATION OF RESPONDENTS34

4.4 EXHIBITING RELATIONSHIP WITH

COLLEAGUES

36

4.5

EXHIBITING RELATIONSHIP WITH

SUPERVISOR 38

4.6DO YOU OFTEN GET WORRIED ABOUT YOUR

PROBLEMS?40

4.7EXHIBITING THE OBSTACLES OFTEN FACED

BY WOMEN FROM REACHING THEIR GOALS.42

4.8

I FEEL UNEASY IN SITUATIONS WHERE I AM

EXPECTED TO DISPLAY AFFECTION. 44

4.9DO YOU AGREE - IT IS BETTER TO REMAIN

COLD AND NEUTRAL UNTIL YOU REALLY GET

TO KNOW A PERSON?

46

4.10

I WORRY ABOUT THINGS THAT OTHER

PEOPLE DON'T EVEN THINK ABOUT.

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4.11

EXHIBITING THE LEVEL OF SATISFACTION

OF PROMOTIONAL ACTIVITIES 50

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1.Introduction

2. Need of thestudy

3. Scope of the

study

4. Objectives ofthe study

5. Limitations ofthe study


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INTRODUCTION

The term Emotional Intelligence is only a few years old. It was coinedby Daniel Goleman, who wrote the pioneering book on the subject. He

actually co-authored it with his wife, Tara, triggered by sitting through

many frustrating business meetings with her, particularly of boards they

both sat on.

He was only too aware that for some reason they weren't working well.

But it was his wife who was able to tune in to the emotional currents

beneath the surface of those meetings and identify the ones that

diverted the group's focus and energy, keeping them from getting theirbusiness done. So how do we define Emotional Intelligence? Here's one

attempt, by Robert Cooper and Ayman Sawaf, in their excellent book

called Executive EQ (here that EQ stands for Emotional Quotient, Just

like IQ stands for Intelligence Quotient).

It is the ability to sense, understand and effectively apply emotions as

a source of human energy, information, connection and influence.

When we display high EQ we are able to maneuver through human

interactions in such a way that good things happen for all concerned.Not just for you, at someone's expense, but for everyone. No one ever

said that going for win-win was easy, but that's what high EQ people

aim at. Now let me ask a question: do women have higher EQ than

men?

Why it wouldn't be unreasonable to expect women to have had to

develop higher EQ than men, simply in order to survive. We have to

manage without bulging biceps and in the absence of holding positions

of authority, whether in the family or beyond. And we have had to

become masters, or mistresses, of multi-tasking, involving all the

emotional strength which that requires. A key requirement for a high-

EQ person is excellent self-knowledge. And haven't we found that the

more powerful someone becomes, the more they risk getting out of

touch with who they really are and how they come across? And what

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do powerful people have in common? Most of them are men! As people

become more powerful, those around them increasingly tell them what

they want to hear. The powerful think they're in touch. They imagine

their EQ is high. But it is not.

In today's organisations, life is highly disciplined. Managers have done

everything possible to make life rational and predictable, with

strategies and plans, structures and systems, procedures and rules. And

of course information technology has greatly enabled this approach. No

room for emotions here. Then, when we enter today's organisations we

enter a man's world, or to put it more precisely, a macho world. It is a

world where we focus ruthlessly on tasks. We're always in such a rush

that there's simply 'no time' to worry about the people who perform the

tasks. And because life is desperately competitive, we're perpetuallyaiming to get one up on our colleagues which we are deliberately

encouraged to do so by incentive schemes that reward individuals

rather than teams.

In this rat race if I win, I do so at your expense. There ain't room for the

two of us on the winner's podium. Little wonder that the environment

encourages us to work ever-longer hours, fly ever more miles to attend

ever more meetings. And then of course we expect to swap tales of our

heroic exploits over a few beers. No emotions here either. Just hardguys doing hard things. Hard guys like Arnie 'the Governator' of

California, who described some of his opponents as 'girlie men' when

they failed to confront a tough political issue to his satisfaction. This

aversion to emotions in not just implicit. Managers have easily spelt out

why emotions are bad. They interfere with efficiency, reasoning and

judgement; are time wasting; and hold people back from taking the

necessary hard decisions. Rightly, in this sense, they say that emotions

get in the way of organisational effectiveness. Women and men

please note. But the challenges, the stresses and strains, are great in this

21st century of ours. Wall Street and its equivalents around the world

demand permanent growth of profits; and so corporate leaders keep

upping the ante on their people. Revenues must increase even as costs

continue to be squeezed.

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NEED FOR THE STUDY

Working women are no longer a rarity and are now accepted

as an integral part of the working force. Organizations have

experienced a steady increase in the number of women

employees and this pattern is bound to continue in the future

as well.

The need of the study is to find out the EQ level of

women specially working women.

To evaluate number of alternative solution and to choose

the most appropriate solution for tackling with emotions.

To find out the womens attitude towards the emotions.

To identify the problems faced by the women.

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SCOPE OF THE STUDY

This survey is about the perception & the emotional satisfaction

level of women in chennai.

The sample size of project is 50 respondents

The topic of the project is a study on womens EQ.

The area covered by the researcher is a part of Chennai city only.

The duration given to the researchers to conduct the survey was

limited (i.e.) 15 days.

The technique used to select the sample was non-probability

sampling (i.e.) convenience sampling.

The data have been collected through questionnaire and analyzed

by constructing tables and diagram.

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OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVES:

The primary objective of the study is to know THE ROLE OF

EMOTIONAL INTELLIGENCE OF WOMEN.

SECONDARY OBJECTIVES:

To prove that the level of EMOTIONAL INTELLIGENCE IN

WOMEN IS EQUALLY IMPORTANT.

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LIMITATIONS OF THESTUDY

The study is based on the opinions of the respondents and thus

they are not the respondents of the all the women.

Survey conducted was restricted within the city of Chennai

due to time constraint .

The number used to indicate satisfaction level is subjective. The

interpretation differs from women to women. The index will

have to be accepted with an understanding of womens

psychology some of the factors have to be checked with the same

women over a period of time to understand satisfaction levels.

The result of the study is subjected to personal bias of women.

Time is major constraint.

Time was a major constraints , so sample size was restricted

to 50 women.

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RESEARCH METHODOLOGY

The purpose of research methodology is to describe research procedure.

It comprises defining and redefining problems, formulating hypothesis

or suggested solution. Collecting, organizing and evaluating data,

making deduction and reaching conclusions and at last carefully testing

the conclusions to determine whether they fit the formulating

hypothesis.

RESEARCH DESIGN:

Research design is an arrangement of conditions for collection

and Analysis of data in a manner that aims to combine relevance to the

research purpose with economy in procedure. It constitutes the blue

print for the collection, measurement and analysis of data.

DESCRIPTIVE RESEARCH:

Descriptive research includes surveys and fact-findings inquiries

of different ways. The major purpose of descriptive research is

description of state of affairs, as it exists at present. The main

characteristics of this method are that the researcher has no control over

the variables, he can only report that has happened. The methods ofresearch are survey methods of all kinds, including comparitive and co-

relational methods. The researcher has adopted descriptive method.

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SAMPLING METHOD:

The sampling technique used is simple random sampling.

Simple random sampling refers to that sampling technique in which

each and every unit of the population has an equal opportunity of beingselected in the sample .In simple random sampling which items get

investigator doesnt influence the solution .It should be noted that

word random doesnt mean haphazard or hit-or-miss. Its

rather means that the selection process is that the selection process is

that the chance only determines which item shall be included in the

sample.

SAMPLE SIZE:

The sample size consists of 50 women.

TOOLS OF DATA COLLECTION:

The researcher should keep in mind two types of data while

collecting data viz, primary data and secondary data.

COLLECTION OF DATA THROUGHQUESTIONNAIRE:

The method of data collection is quite

popular. A questionnaire consists of a member of question sprinted or

typed in a definite order on a form or a set of forms. The questionnaire

is given to the respondents with a respect to answer the questions ontheir own.

CONCEPTUAL REVIEW

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The Five Components of Emotional Intelligence of women

Self-Awareness

People with a healthy sense of self-awareness are "comfortable

in their own skin." They understand their strengths, weaknesses,

emotions, and impact on others. One of the most telling signs ofself-awareness is how well a person responds to constructive

criticism.

Self-Regulation

Not only do the emotionally intelligent understand their

emotions, but also they can demonstrate maturity and restraint

when revealing them. They do not squelch their feelings, instead

expressing them in a manner that shows a high level of judgment

and control.

Motivation

Managers generally are ambitious. However, emotionally

intelligent leaders are motivated by a strong inner drive, not

simply money or titles. They are resilient and optimistic in the

disappointments. It takes a lot to break their spirit or thwart their

confidence.

Empathy

Managers with empathy are not necessarily easy on their staffs.

They do, however, possess the compassion and understanding of

human nature that enables them to connect emotionally with

others. Empathy allows them to provide stellar customer service

and respond genuinely to an employees frustration or concern.

People Skills

Emotionally intelligent managers are widely respected by their

bosses, peers, and employees. They like people and are savvy

enough to know what makes them tick. Their ability to quicklybuild rapport and trust with those on whom they depend seems

almost second nature.

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DataAnalysis

andInterpretation


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Table 4.1

Exhibiting the age group of the respondents

S.NO PARTICULARS

NO. OFRESPONDENTS PERCENTAGE

1 15-30 years 9 152 30-45 years 18 45

3 45-60 years 12 24.6

4 60- 75 years 11 15.4

TOTAL 50 100

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CHART 4.1

THE AGE GROUP OF RESPONDENTS

0

10

20

30

40

50

15-30 years 30-45 years 45-60 years 60- 75 years

AGE GROUP

NO.O

FRE

SPONDENTS

NO. OF RESPONDENTS

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Table 4.2

Exhibiting the income level of the respondents

S.NO PARTICULARSNO. OFRESPONDENTS PERCENTAGE

1 Below Rs.30000 7 15

2 Between Rs.30000-Rs50000 21 43

3Between Rs.50000-

Rs.150000 17 37

4 Above Rs.150000 5 10

TOTAL 50 100

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CHART 4.2

15

4337

10

0

10

20

30

40

50

NO.OF

RESPOND

ENTS

THE INCOME GROUP OF RESPONDENTS

Below Rs.30000 Between Rs.30000- Rs50000

Between Rs.50000- Rs.150000 Above Rs.150000

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Table 4.3

Exhibiting the educational qualification of

respondents

S.NO PARTICULARS NO. OFRESPONDENTS PERCENTAGE

1 10 + 2 5 2

2 Diploma 10 20

3 UG 20 40

4 PG 15 38

TOTAL 50 100

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CHART 4.3

PERCENTAGE

2%

20%

40%

38% 10 +Dipl

UG

PG

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Table 4.4

Exhibiting the relationship with colleagues


1 Good 10 242 Excellent 20 34

3 Poor 15 22

4 Very poor 5 20

TOTAL 50 100

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CHART 4.4

24

34

2220

0

5

10

15

20

25

30

35

40

PERCENT

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Table 4.5

Exhibiting Relationship with supervisor


1 Good 10 24

2 Excellent 20 34

3 Poor 15 22

4 Very poor 5 20

TOTAL 50 100

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CHART 4.5

23

2 2

0

2 0

4 0

P E R C E N T A G E

R E L A T I O N W I T H S U

G o o d E x c e l l e n t

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Table 4.6

Do you often get worried about your problems?

S.NO PARTICULARS

NO. OF

RESPONDENTS PERCENTAGE1 Regularly 18 36

2 Often 17 34

3 Rarely 10 20

4 Almost never 5 10

TOTAL 50 100

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Table 4.7

Exhibiting the obstacles often faced by women from

reaching their goals.


1 Regularly 18 36

2 Often 17 34

3 Rarely 10 20

4 Almost never 5 10

TOTAL 50 100

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CHART 4.7

3 6

3 4

2 0

1 0

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Table 4.8

I feel uneasy in situations where I am expected to

display affection.


1 Regularly 5 10

2 Often 9 18

3 Rarely 26 52

4 Almost never 10 20

TOTAL 50 100

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CHART 4.8

0

1 0

2 0

3 0

4 0

5 0

6 0

R e g u l a r l O f t e n R a r e l y A l m o s t n

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Table 4.9

Do you agree - It is better to remain cold and

neutral until you really get to know a person?

S.NO PARTICULARS

NO. OF

RESPONDENTS PERCENTAGE1 Strongly Agree 10 20

2 Agree 15 30

3 Disagree 20 40

4 Strongly Disagree 5 10

TOTAL 50 100

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CHART 4.9

0

1 0

2 0

3 0

4 0

5 0

S t r o n A g r e D i s a g r S t

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Table 4.10

I worry about things that other people don't even

think about.


1 Regularly 11 222 Often 14 28

3 Rarely 17 34

4 Almost never 8 16

TOTAL 50 100

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CHART 4.10

2

2

3

1

R e g u l a r l y

O f t e n

R a r e l y

A lm o s t n e v e r

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Table 4.11

I am not satisfied with my work unless someone else

praises it


1 Very true 12 24

2 Mostly true 13 26

3 Mostly not true 18 36

4 Not true at all 7 14

TOTAL 105 100

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CHART 4.11

0

2 0

4 0

6 0

8 0

1 0 0N o t t r

M o s t l

M o s t l

V e r y

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SUMMARY OF FINDINGS

1. The study show that a maximum of 45% of respondents fall under

the age group of 30- 45years.

2. 41.5% of respondents that are under the income group of Rs 30,000

Rs 50,000.

3. The study shows that most of the respondents are either graduates or

post graduates.

4. Majority of 35% of the respondents have very good friendly relationwith their colleagues.

5. From the study it is interpreted that a 32.4% of respondents have a

frank and friendly relation with their supervisors.

6. Most of the women get often worried about their problems.

7. 51.5% of the total women face obstacles and find difficulty in

reaching their goals as compared to men.

8. majority of women rarely feel uneasy in displaying affection.

9. A majority of 38% of respondents perceive that the price of Franch

Herb product is nominal.

SUGGESTION andRECOMMENDATIONS

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1. Label your feelings, rather than labeling people or

situations.

2. Distinguish between thoughts and feelings

3. Take responsibility for your feelings.

4. Use their feelings to help them make decisions.

5. Show respect for other people's feelings.

6. Feel energized, not angry.

7. Validate other people's feelings.

8. Practice getting a positive value from their negative

emotions.

9. Don't advise, command, control, criticize, judge orlecture to others.

10. Avoid people who invalidate them, or don't respect

their feelings

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CONCLUSION

It can therefore be concluded that if women are proficient in

these competencies, their higher emotional intelligence scores might

reduce the discrimination they face during attempts to rise in

management positions, and instead advertise women as skilled leaders.

However, this could become possible if the organization takes

proactive decision and formulates policies, which promote participation

and progress of women. The first question arises as to whether the

organizations, in which females are working for, are treating them

equal and giving them their rights. The biggest obstacle to any

corporate change is the reluctance of leaders to see the need for this

change. When an organization acknowledges and accepts that women

should be full participants in the management of the organization,

implementing a solution is neither difficult nor expensive.

WOMENS CHRISTIAN COLLEGE

DEPARTMENT OF MANAGEMENT STUDIES

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I am a first year M.A. HRM student undertaking a survey of

"EMOTIONAL INTELLIGENCE OF WORKING WOMEN" in

"CHENNAI". This exercise is a part of the project towards fulfilling the

requirement of M.A. HRM course. I could be obliged if you provide me

with some of your time to answer a few questions, which will bestrictly confidential purely used for academic purpose.

QUESTIONNAIRE

1. Name :

2. Age :

a) 15-30 years c) 45-60 years

b) 30-45 years d) 60- 75 years

3. Income:

a) Below Rs.30000

b) Between Rs.30000- Rs50000

c) Between Rs.50000- Rs.150000d) Above Rs.150000

4. What is your educational qualification?

a) 10 + 2 b) UG c) Diploma d) PG

5. Relationship with colleagues?

a) good b) excellent

c) poor d) not in touch

6.Relationship with supervisor?

a) good b) excellent

c) poor d) average

7. Do you often get worried about your problems?

a) Regularly b) Often

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c) Rarely d) Almost never

8. When I resolve to achieve something, I run into obstacles that keep me

from reaching my goals.



9. I feel uneasy in situations where I am expected to display affection.



10. It is better to remain cold and neutral until you really get to know a

person

a) strongly agree b) Agree

c) disagree d) strongly disagree

11. I worry about things that other people don't even think about.



12. I am not satisfied with my work unless someone else praises it.

a) Very true b) Mostly true

c) Mostly not true d) Not true at all

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BIBLIOGRAPHY

Dan Goleman

THE EMOTIONALLY INTELLIGENT WORKPLACE

Jeanne Segal

PRACTICAL GUIDE

Authorstream.com

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Emotional Intelligence of Women in Chennai