CONTENTS

S.No 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 PARTICULARS 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 26 27 28 29 31 PAGE No. 2 3 5 7 8 9 10 11 13 14

1

LIST OF TABLES
TABLE NO.
4.1 4.2 4.3 4.4

LIST OF TABLES
EXHIBIT THE RESPONDENTS EXHIBIT THE RESPONDENTS AGE GROUP OF THE

PAGE NO.
30

INCOME LEVEL OF THE

32 34 36

EXHIBITING THE EDUCATIONAL QUALIFICATION OF RESPONDENTS EXHIBITING RELATIONSHIP WITH COLLEAGUES EXHIBITING RELATIONSHIP WITH SUPERVISOR DO YOU OFTEN GET WORRIED ABOUT YOUR PROBLEMS? EXHIBITING THE OBSTACLES OFTEN FACED BY WOMEN FROM REACHING THEIR GOALS. I FEEL UNEASY IN SITUATIONS WHERE I AM EXPECTED TO DISPLAY AFFECTION. DO YOU AGREE - IT IS BETTER TO REMAIN COLD AND NEUTRAL UNTIL YOU REALLY GET TO KNOW A PERSON? I WORRY ABOUT THINGS THAT OTHER PEOPLE DON'T EVEN THINK ABOUT. EXHIBITING THE LEVEL OF SATISFACTION OF PROMOTIONAL ACTIVITIES

4.5 4.6 4.7 4.8 4.9

38 40 42 44 46

4.10 4.11

48 50

2

LIST OF CHARTS
CHART NO.
4.1 4.2 4.3 4.4

LIST OF CHARTS
EXHIBIT THE RESPONDENTS EXHIBIT THE RESPONDENTS AGE GROUP OF THE

PAGE NO.
30

INCOME LEVEL OF THE

32 34 36

EXHIBITING THE EDUCATIONAL QUALIFICATION OF RESPONDENTS EXHIBITING RELATIONSHIP WITH COLLEAGUES EXHIBITING RELATIONSHIP WITH SUPERVISOR DO YOU OFTEN GET WORRIED ABOUT YOUR PROBLEMS? EXHIBITING THE OBSTACLES OFTEN FACED BY WOMEN FROM REACHING THEIR GOALS. I FEEL UNEASY IN SITUATIONS WHERE I AM EXPECTED TO DISPLAY AFFECTION. DO YOU AGREE - IT IS BETTER TO REMAIN COLD AND NEUTRAL UNTIL YOU REALLY GET TO KNOW A PERSON? I WORRY ABOUT THINGS THAT OTHER PEOPLE DON'T EVEN THINK ABOUT. EXHIBITING THE LEVEL OF SATISFACTION OF PROMOTIONAL ACTIVITIES

4.5 4.6 4.7 4.8 4.9

38 40 42 44 46

4.10 4.11

48 50

3

1. Introduction 2. Need of the study 3. Scope of the study 4. Objectives of the study 5. Limitations of the study

4

of multi-tasking. We have to manage without bulging biceps and in the absence of holding positions of authority. but that's what high EQ people aim at. connection and influence. understand and effectively apply emotions as a source of human energy. And we have had to become masters.INTRODUCTION The term Emotional Intelligence is only a few years old. 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. in their excellent book called Executive EQ (here that EQ stands for Emotional Quotient. 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. He actually co-authored it with his wife. ”It is the ability to sense. at someone's expense. involving all the emotional strength which that requires. whether in the family or beyond. So how do we define Emotional Intelligence? Here's one attempt. It was coined by Daniel Goleman. triggered by sitting through many frustrating business meetings with her. Not just for you. A key requirement for a highEQ person is excellent self-knowledge. who wrote the pioneering book on the subject. Tara. simply in order to survive. particularly of boards they both sat on. keeping them from getting their business done. Just like IQ stands for Intelligence Quotient). No one ever said that going for win-win was easy. information. but for everyone. or mistresses. He was only too aware that for some reason they weren't working well.” When we display high EQ we are able to maneuver through human interactions in such a way that good things happen for all concerned. by Robert Cooper and Ayman Sawaf. 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 5 .

But it is not. This aversion to emotions in not just implicit. are time wasting. No room for emotions here. There ain't room for the two of us on the winner's podium. and hold people back from taking the necessary hard decisions.do powerful people have in common? Most of them are men! As people become more powerful. We're always in such a rush that there's simply 'no time' to worry about the people who perform the tasks. It is a world where we focus ruthlessly on tasks. those around them increasingly tell them what they want to hear. Hard guys like Arnie 'the Governator' of California. life is highly disciplined. procedures and rules. No emotions here either. reasoning and judgement. Managers have easily spelt out why emotions are bad. They interfere with efficiency. a macho world. And of course information technology has greatly enabled this approach. Wall Street and its equivalents around the world demand permanent growth of profits. fly ever more miles to attend ever more meetings. Just hard guys doing hard things. structures and systems. with strategies and plans. I do so at your expense. In this rat race if I win. Little wonder that the environment encourages us to work ever-longer hours. They imagine their EQ is high. In today's organisations. Revenues must increase even as costs continue to be squeezed. And then of course we expect to swap tales of our heroic exploits over a few beers. they say that emotions get in the way of organisational effectiveness. Then. we're perpetually aiming to get one up on our colleagues – which we are deliberately encouraged to do so by incentive schemes that reward individuals rather than teams. and so corporate leaders keep upping the ante on their people. 6 . The powerful think they're in touch. who described some of his opponents as 'girlie men' when they failed to confront a tough political issue to his satisfaction. But the challenges. Rightly. are great in this 21st century of ours. Women – and men – please note. in this sense. Managers have done everything possible to make life rational and predictable. when we enter today's organisations we enter a man's world. the stresses and strains. And because life is desperately competitive. or to put it more precisely.

♦ ♦ 7 . ♦ ♦ To evaluate number of alternative solution and to choose the most appropriate solution for tackling with emotions. To identify the problems faced by the women.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. To find out the women’s attitude towards the emotions. The need of the study is to find out the EQ level of women specially working women.

) 15 days. • The data have been collected through questionnaire and analyzed by constructing tables and diagram.) convenience sampling. The duration given to the researchers to conduct the survey was limited (i. 8 . • • • • The sample size of project is 50 respondents The topic of the project is a study on women’s EQ.SCOPE OF THE STUDY • This survey is about the perception & the emotional satisfaction level of women in chennai.e. The area covered by the researcher is a part of Chennai city only. • The technique used to select the sample was non-probability sampling (i.e.

SECONDARY OBJECTIVES: To prove that the level of EMOTIONAL INTELLIGENCE IN WOMEN IS EQUALLY IMPORTANT.OBJECTIVES OF THE STUDY PRIMARY OBJECTIVES: The primary objective of the study is to know THE ROLE OF EMOTIONAL INTELLIGENCE OF WOMEN. 9 .

LIMITATIONS OF THE STUDY  The study is based on the opinions of the respondents and thus they are not the respondents of the all the women.   Time is major constraint. The interpretation differs from women to women. so sample size was restricted to 50 women. The index will have to be accepted with an understanding of women’s psychology some of the factors have to be checked with the same women over a period of time to understand satisfaction levels.  Survey conducted was restricted within the city of Chennai due to time constraint .  The number used to indicate satisfaction level is subjective.  Time was a major constraints . 10 . The result of the study is subjected to personal bias of women.

It constitutes the blue print for the collection.RESEARCH METHODOLOGY The purpose of research methodology is to describe research procedure. organizing and evaluating data. The researcher has adopted descriptive method. making deduction and reaching conclusions and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis. DESCRIPTIVE RESEARCH: Descriptive research includes surveys and fact-findings inquiries of different ways. The main characteristics of this method are that the researcher has no control over the variables. measurement and analysis of data. 11 . he can only report that has happened. including comparitive and corelational methods. 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. formulating hypothesis or suggested solution. The methods of research are survey methods of all kinds. It comprises defining and redefining problems. as it exists at present. Collecting. The major purpose of descriptive research is description of state of affairs.

The questionnaire is given to the respondents with a respect to answer the questions on their own. It’s 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. primary data and secondary data. CONCEPTUAL REVIEW 12 .SAMPLING METHOD: The sampling technique used is “simple random sampling”.In simple random sampling which items get investigator doesn’t influence the solution . TOOLS OF DATA COLLECTION: The researcher should keep in mind two types of data while collecting data viz. COLLECTION OF DATA THROUGH QUESTIONNAIRE: The method of data collection is quite popular. SAMPLE SIZE: The sample size consists of 50 women. A questionnaire consists of a member of question sprinted or typed in a definite order on a form or a set of forms. Simple random sampling refers to that sampling technique in which each and every unit of the population has an equal opportunity of being selected in the sample .It should be noted that word “ random “ doesn’t mean “haphazard“ or “ hit-or-miss”.

instead expressing them in a manner that shows a high level of judgment and control. and impact on others. Motivation Managers generally are ambitious. Self-Regulation Not only do the emotionally intelligent understand their emotions. emotionally intelligent leaders are motivated by a strong inner drive. They are resilient and optimistic in the disappointments. They do. however. and employees. Empathy allows them to provide stellar customer service and respond genuinely to an employee’s frustration or concern. It takes a lot to break their spirit or thwart their confidence. However. emotions." They understand their strengths. They like people and are savvy enough to know what makes them tick. One of the most telling signs of self-awareness is how well a person responds to constructive criticism. Their ability to quickly build rapport and trust with those on whom they depend seems almost second nature. Empathy Managers with empathy are not necessarily easy on their staffs. possess the compassion and understanding of human nature that enables them to connect emotionally with others. People Skills Emotionally intelligent managers are widely respected by their bosses. but also they can demonstrate maturity and restraint when revealing them. They do not squelch their feelings. not simply money or titles. weaknesses.The Five Components of Emotional Intelligence of women • Self-Awareness People with a healthy sense of self-awareness are "comfortable in their own skin. • • • • 13 . peers.

Data Analysis and Interpret ation 14 .

6 11 15.4 50 100 15 .Table 4. OF RESPONDENTS PERCENTAGE 9 15 18 45 12 24.N O 1 2 3 4 PARTICULARS 15-30 years 30-45 years 45-60 years 60.1 Exhibiting the age group of the respondents S.75 years TOTAL NO.

OF RESPONDENTS 16 . OF RESPONDENTS THE AGE GROUP OF RESPONDENTS 30-45 years 45-60 years 60.1 50 40 30 20 10 0 15-30 years NO.75 years AGE GROUP NO.CHART 4.

2 Exhibiting the income level of the respondents NO.30000Rs50000 2 Between Rs.Table 4.150000 3 Above Rs.NO PARTICULARS Below Rs.150000 4 TOTAL PERCENTAGE 15 43 37 10 100 17 .30000 1 Between Rs.50000Rs. OF RESPONDENTS 7 21 17 5 50 S.

CHART 4.Rs.30000 Between Rs.150000 Between Rs.Rs50000 Above Rs.30000. OF 50 40 30 20 10 0 RESPONDENTS THE INCOME GROUP OF RESPONDENTS 43 37 15 10 Below Rs.2 NO.50000.150000 18 .

Table 4.NO 1 2 3 4 PARTICULARS 10 + 2 Diploma UG PG TOTAL 19 .3 Exhibiting the educational qualification of respondents NO. OF RESPONDENTS PERCENTAGE 5 2 10 20 20 40 15 38 50 100 S.

3 PERCENTAGE 2% 20% 38% 1 +2 0 Diploma UG PG 40% 20 .CHART 4.

Table 4.4 Exhibiting the relationship with colleagues NO. OF S.NO PARTICULARS RESPONDENTS 1 Good 10 2 Excellent 20 3 Poor 15 4 Very poor 5 TOTAL 50 PERCENTAGE 24 34 22 20 100 21 .

CHART 4.4 40 35 30 25 20 1 5 1 0 5 0 24 22 20 34 P ERC ENTAGE 22 .

5 Exhibiting Relationship with supervisor NO.Table 4. OF S.NO PARTICULARS RESPONDENTS 1 Good 10 2 Excellent 20 3 Poor 15 Very poor 4 5 TOTAL 50 PERCENTAGE 24 34 22 20 100 23 .

CHART 4.5 R E L A T IO N W IT H S U P E R V IS O R 40 20 0 Good Poor PERCENT AG E E x c e lle n t V e ry p o o r 34 24 22 20 24 .

NO 1 2 3 4 PARTICULARS Regularly Often Rarely Almost never TOTAL NO.6 Do you often get worried about your problems? S. OF RESPONDENTS PERCENTAGE 18 36 17 34 10 20 5 10 50 100 25 .Table 4.

6 40 30 20 10 0 36 34 20 10 PERCENT AG E R e g u la r ly f te n R a r e lyA lm o s t n e v e r O 26 .CHART 4.

Table 4. OF RESPONDENTS PERCENTAGE 18 36 17 34 10 20 5 10 50 100 27 . S.7 Exhibiting the obstacles often faced by women from reaching their goals.NO 1 2 3 4 PARTICULARS Regularly Often Rarely Almost never TOTAL NO.

CHART 4.7 10% 20% 36% 34% R e g u la r ly ft e n R a r e lyA lm o s t n e v e r O 28 .

NO 1 2 3 4 PARTICULARS Regularly Often Rarely Almost never TOTAL NO. OF RESPONDENTS PERCENTAGE 5 10 9 18 26 52 10 20 50 100 29 .Table 4. S.8 I feel uneasy in situations where I am expected to display affection.

8 60 50 40 30 20 10 0 R e g u la r ly O fte n 18 R a re ly 52 A lm o s t n e v e r 20 P E R C E N T A G E1 0 30 .CHART 4.

NO 1 2 3 4 PARTICULARS Strongly Agree Agree Disagree Strongly Disagree TOTAL 31 .Table 4.It is better to remain cold and neutral until you really get to know a person? NO.9 Do you agree . OF RESPONDENTS PERCENTAGE 10 20 15 30 20 40 5 10 50 100 S.

9 50 40 30 20 10 0 S t r o n g l yA g r e e D i s a g r eSe t r o n g l y 30 40 10 2 P E R C E N T A G 0E 32 .CHART 4.

NO 1 2 3 4 PARTICULARS Regularly Often Rarely Almost never TOTAL NO.10 I worry about things that other people don't even think about.Table 4. S. OF RESPONDENTS PERCENTAGE 11 22 14 28 17 34 8 16 50 100 33 .

10 A lm o s t n e v e r R a r e ly O fte n R e g u la r ly 16 34 28 22 PERCENTAGE 34 .CHART 4.

NO PARTICULARS RESPONDENTS PERCENTAGE 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 35 . OF S.Table 4.11 I am not satisfied with my work unless someone else praises it NO.

CHART 4.11 100 80 60 40 20 0 PERCENT AG E N o t tr u e a t a ll M o s t ly n o t t r u M o s t ly tr u e V e r y tr u e 36 .

5% of respondents that are under the income group of Rs 30.000. Most of the women get often worried about their problems.45years. The study shows that most of the respondents are either graduates or post graduates. 7. 6. 2. The study show that a maximum of 45% of respondents fall under the age group of 30. 51.4% of respondents have a frank and friendly relation with their supervisors. 9. Majority of 35% of the respondents have very good friendly relation with their colleagues. From the study it is interpreted that a 32. 5. SUGGESTION and RECOMMENDATIONS 37 . 8.000 – Rs 50. majority of women rarely feel uneasy in displaying affection. 4.5% of the total women face obstacles and find difficulty in reaching their goals as compared to men. 41. A majority of 38% of respondents perceive that the price of Franch Herb product is nominal.SUMMARY OF FINDINGS 1. 3.

not angry. 10. Don't advise. Avoid people who invalidate them. Distinguish between thoughts and feelings 3. control. 9. Feel energized. 2.1. 5. Practice getting a positive value from their negative emotions. judge or lecture to others. Use their feelings to help them make decisions. 7. Label your feelings. Take responsibility for your feelings. command. rather than labeling people or situations. 6. criticize. or don't respect their feelings 38 . 4. Validate other people's feelings. Show respect for other people's feelings. 8.

in which females are working for. are treating them equal and giving them their rights.CONCLUSION It can therefore be concluded that if women are proficient in these competencies. However. which promote participation and progress of women. When an organization acknowledges and accepts that women should be full participants in the management of the organization. WOMEN’S CHRISTIAN COLLEGE DEPARTMENT OF MANAGEMENT STUDIES 39 . The first question arises as to whether the organizations. The biggest obstacle to any corporate change is the reluctance of leaders to see the need for this change. implementing a solution is neither difficult nor expensive. this could become possible if the organization takes proactive decision and formulates policies. 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.

which will be strictly confidential purely used for academic purpose. Do you often get worried about your problems? a) Regularly b) Often 40 . This exercise is a part of the project towards fulfilling the requirement of M.30000 b) Between Rs.Relationship with supervisor? a) good b) excellent c) poor d) average 7.30000.Rs50000 c) Between Rs.50000. HRM course. I could be obliged if you provide me with some of your time to answer a few questions. Income: a) Below Rs.A. Name : 2. QUESTIONNAIRE 1. Age : a) 15-30 years b) 30-45 years c) 45-60 years d) 60.Rs.I am a first year M.150000 d) Above Rs. Relationship with colleagues? a) good b) excellent c) poor d) not in touch 6.75 years 3. HRM student undertaking a survey of "EMOTIONAL INTELLIGENCE OF WORKING WOMEN" in "CHENNAI".150000 4.A. What is your educational qualification? a) 10 + 2 b) UG c) Diploma d) PG 5.

I feel uneasy in situations where I am expected to display affection. a) Very true b) Mostly true c) Mostly not true d) Not true at all 41 .c) Rarely d) Almost never 8. a) Regularly b) Often c) Rarely d) Almost never 9. I run into obstacles that keep me from reaching my goals. I worry about things that other people don't even think about. a) Regularly b) Often c) Rarely d) Almost never 10. a) Regularly b) Often c) Rarely d) Almost never 12. I am not satisfied with my work unless someone else praises it. 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. When I resolve to achieve something.

com  Slideshare.BIBLIOGRAPHY Dan Goleman THE EMOTIONALLY INTELLIGENT WORKPLACE  Jeanne Segal PRACTICAL GUIDE  Authorstream.net 42 .

Sign up to vote on this title
UsefulNot useful