Dhivya Final

"A STUDY ON EMOTIONAL INTELLIGENCE”
A Summer Project Report submitted to the

University of Madras
In partial fulfillment of the requirements for the award of the degree
MASTER OF BUSINESS ADMINISTRATION
Submitted by
DHIVYA R
(Reg.No.711800331)
Under the guidance of
Mrs. Dr. B. LATHA LAVANYA M.B.A., M.Phil. PGDWT., PhD.

Associate Professor
MEASI INSTITUTE OF MANAGEMENT

(Approved by AICTE & Affiliated to University of Madras)
#87, Peters Road, Royapettah, Chennai - 600 014.
AUGUST - 2019
MEASI INSTITUTE OF MANAGEMENT
(Approved by AICTE & Affiliated to University of Madras)
#87, Peters Road, Royapettah, Chennai - 600 014.
BONAFIDE CERTIFICATE
This is to certify that the project report titled “A STUDY ON EMOTIONAL

INTELLIGENCE” submitted by Ms. DHIVYA R (Reg.No.711800331) in partial
fulfillment of the requirements of the Post Graduate Degree course in MASTERS OF
BUSINESS ADMINISTRATION (M.B.A) for the year 2018-2020 is the original
work of the above candidate.
Mrs. Dr. B. LATHA LAVANYA

Assistant Professor
PROJECT GUIDE
&
ASSOCIATE PROFESSOR DIRECTOR
DECLARATION
I, Ms. DHIVYA R (Reg.No.711800331) Bonafide student of Business Studies, MEASI
Institute of Management, affiliated to University of Madras hereby declare that
Summer Project entitled “A STUDY ON EMOTIONAL INTELLIGENCE” was
Prepared towards the partial fulfillment of Master of Business Administration
(M.B.A) first year Degree course from the University of Madras. The report was
prepared by my own effort and it has not been submitted earlier either to this
university or to any other university / Institution for the award of any degree or
diploma.
DATE Signature
(DHIVYA R)
PLACE: Chennai – 14
ACKNOWLEDGEMENT
First and the foremost wishes, I would like to thank the ALMIGHTY for the blessings to
complete this project successfully.
I owe my sincere thanks to our beloved Director DR. D. NISAR AHMED, MEASI Institute of
Management, Chennai for his advice to carry out this project.
I express my deep sense of gratitude to my guide Mrs. Dr. B. LATHA LAVANYA
(Associate professor), MEASI Institute of Management for his valuable guidance and who
has always been the source for visualization and presentation for this project.
I owe my sincere thanks to Management & teaching as well as non-teaching staff of MEASI
Institute of Management for their constant encouragement and guidance through-out the
project.
I would like to express my deepest sense of gratitude to my family members and my best
friends, who remain constant source of encouragement and inspiration throughout my life and
academic career.
TABLE OF CONTENTS
CHAP.NO CONTENTS PAGE.NO
CHAPTER-1
1.1 INTRODUCTION
1.2 INDUSTRY PROFILE
1.3 COMPANY PROFILE
1.4 STATEMENT OF THE PROBLEM

1.5 OBJECTIVES OF THE STUDY
1.6 NEED FOR THE STUDY
1.7 SCOPE OF THE STUDY
CHAPTER-2
2.1 REVIEW OF LITERATURE
CHAPTER-3
3.1 RESEARCH DESIGN

3.2 SAMPLING METHODOLOGY
3.3 DATA COLLECTION METHODS
3.4 HYPOTHESIS & STASTICIAL TOOLS
3.5 LIMITATIONS OF THE STUDY
CHAPTER-4
4.1 DATA ANALYSIS AND INTERPRETATION
CHAPTER-5
5.1 SUMMARY OF FINDINGS
5.2 SUGGESTIONS
5.3 CONCLUSION
ANNEXURE - BIBILIOGRAPHY
LIST OF TABLES
TABLE.NO TITLE PAGE.NO
4.1.1 DESCRIPTIVE STATISTICS
4.1.2 RELIABILITY STATISTICS

4.2.2 SCALE STATISTICS FOR RELIABILITY
4.3.1 COMMUNALITIES OF FACTOR ANALYSIS
4.3.2 KAISER MEYER OLKIN TEST
4.3.3
TOTAL VARIANCE
4.4.1 ONE SAMPLE t-TEST
4.5.1 ONE WAY ANOVA
4.5.1 ONE WAY ANOVA
4.6.1 CHI SQUARE TEST
4.7.1 NON PARAMETRIC TEST
4.8.1 MULTILAYER PERCEPTRON

4.9.1 MULTIPLE REGRESSION ANALYSIS
ABSTRACT
Employees are among an organization’s most important resources and coined as most
valuable assets. This study emphasizes on understanding employees emotions, its underlying
factors and issues in Kohinoor Printers private ltd. A descriptive approach is adopted for this
research to describe the existing employee emotions at Kohinoor Printers. The study includes
questionnaire-based survey design to find out employee emotions, its underlying issues and
factors at Kohinoor Printers.
The ground aspect of this study is to analyze the Emotional Intelligence at Kohinoor
Printers. Primary data collection was conducted by undertaking convenient sampling which
may have affected the accuracy of results. The number of questionnaires distributed were
100, out of which there were 77 respondents. The Emotional Intelligence were found by
statistical testing of formulated hypothesis. In the research conducted it was identified that
employee intelligence that are followed in the organization had a direct impact on the
Performance of employees in the organization

CHAPTER 1
INTRODUCTION
A STUDY ON EMOTIONAL INTELLIGENCE
1. INTRODUCTION
Emotional intelligence was described formally by Salovey and Mayer (1990). They
defined it as ‘the ability to monitor one’s own and others’ feelings and emotions, to
discriminate among them and to use this information to guide one’s thinking and actions’ (p.
189). They also provided an initial empirical demonstration of how an aspect of emotional
intelligence could be measured as a mental ability (Mayer, DiPaolo, & Salovey, 1990). In both
articles, emotional intelligence was presented as a way to conceptualize the relation between
cognition and affect. Historically, ‘emotion’ and ‘intelligence’ were viewed as being in
opposition to one another (Lloyd, 1979). How could one be intelligent about the emotional
aspects of life when emotions derail individuals from achieving their goals (e.g., Young,
1943)? The theory of emotional intelligence suggested the opposite: emotions make cognitive
processes adaptive and individuals can think rationally about emotions.
Emotional intelligence refers to the capability of a person to manage and control his or
her emotions and possess the ability to control the emotions of others as well. In other words
they can influence the emotions of other people also.
Peter Salovey, John Mayer and Dan Goleman in his 1996 book described that EI or EQ as
the ability to recognize, understand and manage our own emotions. Recognize, understand
and influence the emotions of others. EI refers to the ability to identify and manage one’s own
emotions, as well as the emotions of others.
Emotional intelligence is generally said to include at least three skills: emotional

awareness, or the ability to identify and name one’s own emotions; the ability to harness
those emotions and apply them to tasks like thinking and problem solving; and the ability to
manage emotions, which includes both regulating one’s own emotions when necessary and
helping others to do the same.
CHARACTERISTICS OF EMOTIONAL INTELLIGENCE
• Self- awareness
• Self- regulation
• Motivation
• Empathy
• Social Skills
SELF AWARENESS
The ability to recognize and understand your moods and emotions, and how they affect
others.
SELF REGULATION
The ability to control impulses and moods, and to think before acting.
MOTIVATION
Being driven to pursue goals for personal reasons, rather than for some kind of reward.
EMPATHY
The ability to recognize and understand others’ motivations, which is essential for
building and leading teams successfully.
SOCIAL SKILLS
The ability to manage relationships and build networks.
GENDER DIFFERENCES IN EMOTIONAL INTELLIGENCE

Competing evidence exists surrounding whether or not males and females differ
significantly in general levels of emotional intelligence. Daniel Goleman (1998) asserts that
no gender differences in E.I. exist, admitting that while men and women may have different
profiles of strengths and weaknesses in different areas of emotional intelligence, their overall
levels of E.I. are equivalent. However, studies by Mayer and Geher (1996), Mayer, Caruso,
and Salovey (1999), and more recently Mandell and Pherwani (2003) have found that women
are more likely to score higher on measures of emotional intelligence than men, both in
professional and personal settings. After administering assessments to 4500 men and 3200
women, a testing organization found that women score higher than men on measures of
empathy and social responsibility, but men outperform women on stress tolerance and self-
confidence (Murray, 1998). In other words, women and men are both intelligent in measures
of emotional ability, but they are strong in different areas. Since patterns of emotional
intelligence are not fixed, men and women can boost their over-all skills by building their
abilities where they lack them (Goleman 2002)
FLOW CHART OF THE STUDY
EMOTIONAL INTELLIGENCE AT WORKPLACE
Emotions are all-pervasive in an organization. These emotions can either be positive

and negative. Both these types of emotion will have an effect on the behavior of employees
and this is in turn will affect the total organizational culture.
NEGATIVE EMOTIONS IN WORKPLACE
Many organizational problems such as absenteeism, high employee turnover,
decreased productivity etc., can have their roots in the negative emotions in the organization to
which authorities have not paid attention. Some of the indicators for the existence of negative
emotions at the workplace are the following:
Poor working conditions

Lack of job security
Lack of team effort
Poor career prospects
Employees are not suited for the job
Very high or low levels of stress
Constant fear of change in the organization
Negative emotions that are not recognized can become toxic in an organization. If
Unchecked, these emotion can lead the organization into serious trouble, affecting the normal
work-flow of the organization. Some of the existence of negative emotions of the workplace
are:
Low productivity
Absenteeism
High employee turnover
Lack of motivation
Increase in conflicts
Loss of team spirit
Loss of faith in organization
Reduction in production quality
Increase in customer complaints
POSITIVE EMOTIONS IN WORKPLACE

Positive emotions in the workplace are those which helps in achievements of
organizational goals. They can lead to high morale, improved performance, and better job
satisfaction. People who have positive emotions can think better and do their work more
effectively. Healthy employees are the asset of organization as there will be reduced absenteeism
due to sickness and as a result reduced on spending on medical benefits.
1.2 INDUSTRY PROFILE – MANUFACTURING INDUSTRY

Manufacturing is the production of products for use or sale using labor and machines,
tools, chemical and biological processing or formulation. The term may refer to a range of
human activity, but is most commonly applied to industrial design, in which raw materials are
transformed into finished goods on a large scale. Such finished goods may be sold to other
manufacturers for the production of other, more complex products, such as aircraft, household
appliances, furniture, sports equipment, or sold to wholesalers, who in turn sell them to
retailers, who then sell them to end users and consumers.
Manufacturing is the process of converting raw materials and or parts into finished
goods that can be sold in wholesale or retail markets or exported for sale in other countries. It
covers a wide range of industries, from food and beverages to pharmaceuticals, iron and steel
to textiles, as well as lumber, tobacco, automobiles, aerospace, and petrochemicals.
Manufacturing consists of two categories: Durable and nondurable goods. Durable

goods, such as cars, airplanes, and large household appliances, may be used for a long time.
Nondurable goods, such as food, cosmetics, and clothing, are consumed more rapidly.
1.3 SCOPE OF MANUFACTURING INDUSTRY
There are several purposes of manufacturing industry which are:
Achieving growth and profitability while meeting customer expectations against

competition.
Continually strive for to grow and to be profitable
Improve process efficiencies and product quality.
Satisfying the customer demands and regulatory requirements.
Drive to optimize manufacturing processes in order to increase agility and to ride the
efficiency curve to serve the customer better.
1.4 INDIAN SCENARIO OF MANUFACTURING INDUSTRY
Manufacturing has emerged as one of the high growth sectors in India. Prime Minister of
India, had launched the ‘Make in India’ program to place India on the world map as a
manufacturing hub and give global recognition to the Indian economy. India is expected to
become the fifth largest manufacturing country in the world by the end of year 2020*.
Under the Make in India initiative, the Government of India aims to increase the share of the
manufacturing sector to the gross domestic product (GDP) to 25 per cent by 2022, from 16
per cent, and to create 100 million new jobs by 2022. Business conditions in the Indian
manufacturing sector continue to remain positive.
INVESTMENTS
With the help of Make in India drive, India is on the path of becoming the hub for hi-tech
manufacturing as global giants such as GE, Siemens, HTC, Toshiba, and Boeing have either
set up or are in process of setting up manufacturing plants in India, attracted by India's market
of more than a billion consumers and increasing purchasing power.
Cumulative Foreign Direct Investment (FDI) in India’s manufacturing sector reached US$
46.62 billion During April 2000-December 2018.
India has become one of the most attractive destinations for investments in the manufacturing
sector. Some of the major investments and developments in this sector in the recent past are:
• India’s manufacturing PMI stood at 52.6 in March 2019, indicating an expansion. Firms
remain confident about strong underlying demand, successful advertising and the receipt
of bulk orders, all of which are supporting sales growth.
• As of December 2018, premium smartphone maker One Plus is anticipating that India
will become its largest Research and Development (R&D) base within the next three
years.
• As of October 2018, Filatex India, a polymer manufacturer, is planning to undertake

forward integration by setting up a fabric manufacturing and processing unit.
• As of August 2018, IISC’s Society of Innovation and Development (SID) and
WIPRO 3D are collaborating to produce India’s first industrial scale 3D printing
machine.
• For its Commercial Vehicles, Ashok Leyland is utilizing machine learning algorithms and
its newly created telematics unit to improve the performance of the vehicle, driver and so
on.
1.5 GLOBAL SCENARIO OF MANUFACTURING INDUSTRY
The next era of global growth and innovation, presents a clear view of how manufacturing
contributes to the global economy today and how it will probably evolve over the coming
decade.
Manufacturing's role is changing: The way it contributes to the economy shifts as nations
mature. In today's advanced economies, manufacturing promotes innovation, productivity,
and trade more than growth and employment. In these countries, manufacturing also has
begun to consume more services and to rely more heavily on them to operate.
It is a diverse sector with five distinct groups of industries, each with specific drivers of success.
Manufacturing is entering a dynamic new phase. As a new global consuming class

emerges in developing nations, and innovations spark additional demand, global
manufacturers will have substantial new opportunities—but in a much more uncertain
environment.
1.6 SWOT ANALYSIS OF MANUFACTURING INDUSTRY
STRENGTHS
It includes a strong brand, futuristic designs.

It also includes loyal customers, high – quality product materials.
An increased ability to keep up with the trends and so on.
WEAKNESSES
Potential weakness may be a small range of products.

High production costs.
OPPORTUNITIES
Employees can develop new skills and work more efficiently by some training
programs.
Goods can be produced in a shorter time and for lower costs.
THREATS
These may include the lack of skilled personnel, the quick obsolesce of technology.
Market fluctuations, higher taxes and more.
1.7 STUDY ON COMPANY PROFILE
KOHINOOR PRINTERS PRIVATE LIMITED PROFILE

Kohinoor Printers Private Limited (KPPL) was incorporated as Private Limited Company in
1983 with Mr. Sudhakar Shetty as the principal promoter. A one stop shop catering the most
demanding print-pack requirements of its varied clients, Kohinoor has quickly grown to
become one of the most sought after print-pack companies in the subcontinent.
Currently KPPL have a 5000sq feet built up area with more than 100 workers working in
each shift. The core focus areas of business relate to:
1. Focusing on Business development by offering superior quality, services, and by

developing value added products to the core capabilities.
2. Optimizing technology by continuous up-gradation with the aim to provide world

class facilities.
3. Continuous training and empowerment of the entire team recognizing that team
work, systems, communication, transparency in processes asides strengthening of
skills are the pivotal for a successful operation.
4. Quality Systems and processes: Focusing on Quality systems and processes to

provide world quality measuring systems and to follow laid down standards for
achieving consistent and sustainable quality.
5. Productivity: To focus on planning as an integral tool for sustained and high
productivity across all areas of operation.
6. Cost cutting: To focus on cost and to empower team members to reduce cost
through continual vendor development initiatives.
VISION:
To be the most successful and respected organization in the field of printed packaging
product.
MISSION:
To be a one stop shop for catering the most demanding printed packs.
SCOPE STATEMENT
Based on an analysis of the above issues of concern, interests of stakeholders, and in
consideration of its products, KPPL has determined the scope of the management system as
follows:
“Manufacturing and Supply of printed cartons and allied packaging products”
1.8 OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVES
To study about “emotional intelligence” of employees in Kohinoor Printers, Pondicherry.
SECONDARY OBJECTIVES
To study the impact of emotional intelligence and to suggest the strategies to enhance
emotional intelligence at workplace.
To examine the determinants of emotional intelligence of employees at work place to

know extent of employees awareness towards emotional intelligence
1.9 SCOPE OF THE STUDY
The project intends to study the management of emotional intelligence in Kohinoor

Printers (P) Ltd.
The present world is fast changing and there are lots of pressure and demand at work.
The pressure at work lead to physical disorder. Hence this study would help the
organization to know the factors of emotions and to reduce the stress and capable of
handling the emotions in employees as it is well known fact that “Healthy employees
is a productive employee”.
1.10 NEED OF THE STUDY
KOHINOOR is doing a lot of retrenchment these days and employees are suffering from a
lot of stress these days and are highly dissatisfied with their job. Research says that
Emotional intelligence helps to reduce stress by 66%. Emotional Intelligence helps the
employees to increase their emotional self-awareness, emotional expression, creativity,
increase tolerance, increase trust and integrity, improve relations within and across the
organization and thereby increase the performance of each employee and the organization as
a whole. “Emotional intelligence is one of the few key characteristics that gives rise to
strategic leaders in organizations”. Emotional intelligence plays a significant role in the
organization and becomes an important criterion of evaluation for judgment of an effective
employee, increases productivity and trust within and across the organization.
1.11 LIMITATIONS OF THE STUDY
The attitude of the workers changes from time to time. Hence the result of the
research may not be applicable in the long run.
The result of the study would be vary according to the opinions of the employees.
1.12 PROBLEM STATEMENT OF THE STUDY
Emotion is an important factor that affects the performance of the employee in the work
place. In order to handle the emotions and also identify the effective techniques or methods
used in the organization to reduce the work stress of the employee which may increase the
productivity in the organization.
CHAPTER-2
REVIEW OF LITERATURE
2. REVIEW OF LITERATURES
Desti Kannaiah (2015)
The study observed that emotional intelligence plays an important role for employees in the
organization. The article made a better understanding about the various reasons for emotion
and better control over the emotion. The study confirmed that both emotional intelligence and
work life balance together create organizational success and develop competitive advantage
for organizations.
SCOPE:
The scope of the study is to improve the employee emotional intelligence at work place and
help in future.
NEED:
Emotional intelligence helps the employee to increase their self-awareness, creativity,

increase tolerance, and improve relations within and across the organization.
Increase the performance of each employee and organization as a whole.
OBJECTIVES:
To examine the determinants of EI of employees at work place.
To know extent of employees toward EI.
SUGGESTIONS
Most of the respondents are only average in their emotional competencies. It is suggested that
regular programs at work should be held by the training and development team in order to
improve level EI and develop performance at work.
FINDINGS
EI is linked at every point of workplace performance and it is of utmost importance

nowadays. To be successful in life EI plays a vital role.
Kamran Nazari and Mostafa Emami (2018)
The article has evaluated that EI has a significant impact on various elements of everyday living.
It is resulted that higher EI has the predictor of life satisfaction.
FINDINGS
The article suggested that there is a positive relationship between EI and learning capacity of
the organization.
It also resulted that there is no meaningful relationship between EI and job satisfaction.
SUGGESTIONS
The research suggested that those who have lower EI in life will have stressful situations and
will be affected by depression, disappointment and other negative consequents.
NEED AND OBJECTIVE
It is important to understand how to manage our own feelings and how to manage
relationships with others.
INDEPENDENT VARIABLE
Self-awareness, managing emotions, motivation, empathy, social skills.
DEPENDENT VARIABLE
Emotional intelligence
Sachin Gupta (2015)

The study observed that EI plays a significant role in the kind of work an employee produces,
and the relationship in which the employee enjoys in the organization and improve individual
and organization performance.
FINDINGS
The three major behaviors of work that interferes with personal life were unhappiness, work
load, stress.
SUGGESTIONS
The study suggested that there should be more focus on work effectiveness.
SCOPE
The employees who are lacking in their performance due to low level of EI should increase
their EI.
Organizations choose a strategy and actions that improve the performance of the employees.
NEED
EI will produce an employee who will know one’s own capability, job and has a outlook in
future.
EI increase productivity within activity and trust within and across the organization.
DEPENDENT VARIABLE
Quality of work life, work family role conflict, happiness.
Praveen Raghu Narayanan T, Narashiman K (2014)

The study observed that EI is a key analyst for employees to supervise one’s own emotions.
FINDINGS
Employees with high EI competencies have better job performance than employees with low EI
SUGGESTIONS
It is resulted that job satisfaction enhances the employee social life and also productivity in
the organization due to appreciation and reward.
OBJECTIVES
To study the impact of EI and job performance.
SCOPE
A healthy relationship between management and employees will lead to increase in employee
performance.
NEED
EI constraints are important to improve organization productivity, social awareness, self-

management and self-awareness.
Work performance, job performance, organizational commitment, turnover intention
DEPENDENT VARIABLE
David rosete and joseph ciarrochi (2013)

The article analyzed that emotional intelligence leads to effective performance. The
employees who have higher EI are likely to achieve the better outcomes in the work.
NEED
The study investigated the relationship between emotional intelligence, personality, cognitive
intelligence and performance effectiveness.
FINDINGS
Higher EI results to higher performance effectiveness.
Individual psychology, leadership, performance measures, personality.
DEPENDENT VARIABLE
Emotional intelligence in workplace performance.
Zeidner, Mathews & Robert (2016)

This article explored that the research supports the importance of EI in the workplace. The
study largely considered the role of emotional intelligence in personnel selection, placement,
job performance and job satisfaction.
FINDINGS
The study resulted that emotional intelligence contributes more to the performance and other
effective outcomes of job performance.
SUGGESTIONS
The article resulted that females had higher levels of emotional intelligence than males and
age had a positive and significant association with emotional intelligence.
DEPENDENT VARIABLE
NEED
The study investigated the emotional intelligence levels of male and female.
Peter Salovey and Mayer (2013)
This article explored that emotional intelligence support the notion that emotions are
functional when they are interpreted, integrated into thinking and behavior and managed
effectively.
FINDINGS
The study resulted that the factors which are cognitive, physiological behaviors creates a
huge impact on improving emotional intelligence.
SCOPE
Emotions serve an important aspect in social functions, conveying information about other
people’s thoughts, intentions and behaviors.
NEED
The study resulted that emotional intelligence has the ability to integrate emotional
information to cognitive aspect that is essential in life.
Managing emotions, understanding, using emotion, perceiving.
DEPENDENT VARIABLE
R.N. Anantha Raman (2012)

The study observed that the low level of emotional intelligence is related to the work involved
especially when it involves a high level of stress.
FINDINGS
The study observed that the higher the stress level, the lower the level of emotional
intelligence.
NEED
The need of the study is to estimate the level of EI among employees in manufacturing
sector.
SCOPE
Emotional intelligence does not have a significant relationship with organizational behavior.
CHAPTER-3
RESEARCH METHODOLOGY
3. RESEARCH METHODOLOGY
RESEARCH:
Research is defined as a careful consideration of study regarding a particular concern or a

problem using scientific methods. According to the American sociologist Earl Robert Babbie,
“Research is a systematic inquiry to describe, explain, predict and control the observed
phenomenon. Research involves inductive and deductive methods.”
RESEARCH DESIGN:
As the study attempts to describe the effectiveness of training and development on the
performance of employees the Descriptive Design seemed to be most appropriate and was
therefore adopted
DESCRIPTIVE RESEARCH:
Descriptive research is used to describe characteristics of a population or phenomenon being

studied. It does not answer questions about how/when/why the characteristics occurred.
Rather it addresses the "what" question (what are the characteristics of the population or
situation being studied?) The characteristics used to describe the situation or population are
usually some kind of categorical scheme also known as descriptive categories. Descriptive
research is a study designed to depict the participants in an accurate way. More simply put,
descriptive research is all about describing people who take part in the study.
There are three ways a researcher can go about doing a descriptive research project, and they are:
• Observational, defined as a method of viewing and recording the participants

• Case study, defined as an in-depth study of an individual or group of individuals
• Survey, defined as a brief interview or discussion with an individual about a specific
topic
In this project the Survey method is opted.

SAMPLING DESIGN:
A sample design is definite plan obtaining a sample from a given population. It refers to the
Technique or a procedure, the researcher would adopt in selecting items for the sample.
SAMPLING METHOD:
The sampling design used in this study is convenience sampling.
CONVENIENCE SAMPLING:
A convenience sample is a type of non-probability sampling method where the sample is taken
from a group of people easy to contact or to reach. For example, standing at a mall or a
grocery store and asking people to answer questions would be an example of a convenience
sample. This type of sampling is also known as grab sampling or availability sampling. There
are no other criteria to the sampling method except that people be available and willing to
participate. In addition, this type of sampling method does not require that a simple Random
sample is generated, since the only criteria is whether the participants agree to participate.
SAMPLE SIZE:
Sample size determination is the act of choosing the number of observations or replicates to
include in a statistical sample. The sample size is an important feature of any empirical study
in which the goal is to make inferences about a population from a sample.
The sample size is calculated as following:
Sample size= 𝒁𝟐 *p*(1-p)

𝑪𝟐
Z- Confidence level, in this case 95% p-
Percentage of population picking a choice
C- Confidence interval
Sample size = 1.96*1.96*0.1*0.9

0.04*0.04
=216.09
New Sample size= Sample size

(1+ (Sample size-1))
Population
Sample size=216.09
P Population=120
New sample size= 216.09

(1+ (216-1))
120
= 216.09
2.80
=77.175 or 77 employees
The sample size in this study is 77 Employees
METHODS OF DATA COLLECTION:
Data collection is a process of collecting information from all the relevant sources to find
answers to the research problem, test the hypothesis and evaluate the outcomes. Data
collection methods can be divided into two categories: secondary methods of data collection
and primary methods of data collection.
A. PRIMARY DATA:
Primary data can be explained, therefore, as information collected from sources

such as personal interviews, questionnaires or surveys with a specific intention and on a
specific subject, and observation and discussion by the researcher him or herself, which
information is then assessed by that person. It is a direct approach and, as it is tailored to a
company's particular needs, reveals apparently, much-needed information to that company
which started the research; that is, the results are used for the purpose for which they were
originally intended. It can be a lengthy process but does provide first-hand information.
B. SECONDARY DATA:
Secondary data is information that is already available somewhere, whether it

be in journals, on the internet, in a company's records or, on a larger scale, in corporate or
governmental archives. Secondary data allows for comparison of, say, several years’ worth of
statistical information relating to, for example, a sector of the economy, where the information
may be used to measure the effects of change or whatever it is that is being researched.
POPULATION:
A research population is also known as a well-defined collection of individuals or objects

known to have similar characteristics. All individuals or objects within a certain population
usually have a common, binding characteristic or trait. The population for this study is 120
employees.
SAMPLING FRAME:
The elementary unit or the group of complete lists of all the members/units of the population
from which each sampling unit is selected is known as sampling frame. It should be free from
error. A perfect sampling frame will contain its each unit only once. A sampling frame will
consist of a list of items from which the sample is drawn. The sampling frame must be
complete, accurate and adequate and up to date as explained below:
• Presence of all legitimate units in a frame makes it complete.

• Absence of non-existing units in the frame improves its accuracy.
• The structure of the frame should make it adequate in terms of covering the entire
population.
• The units of the frame must be up to date in terms of its content.
RESEARCH INSTRUMENT:
In order to collect the primary data questionnaire is used as the research instrument. It consists
of a set of questions arranged in a logical pattern for the respondents to answer. The type of
Questionnaire used are structured disguised in which lists of questions were formed, so as to get
the facts.
• Open ended questions

• Close ended questions
• Dichotomous questions
OPEN ENDED QUESTIONS:
An open-ended question is designed to encourage a full, meaningful answer using the subject's
own knowledge and/or feelings. It is the opposite of a closed-ended question, which
encourages a short or single-word answer.
CLOSE ENDED QUESTIONS:
A closed-ended question is a question format that limits respondents with a list of answer
choices from which they must choose to answer the question. Commonly these types of
questions are in the form of multiple choices, either with one answer or with check-all-
thatapply, but also can be in scale format, where respondent should decide to rate the situation
in along the scale continuum, similar to like questions.
DICHOTOMOUS QUESTIONS:
Among dichotomous questions are those questions that include only two possible answers. They
are used for clear distinction of qualities, experiences or respondent's opinions. Example:
Do you think that number of branches of our health insurance company is adequate? Yes.
STATISTICAL TOOLS:
1. t-Test:
A t-test is a type of inferential statistic used to determine if there is a significant difference

between the means of two groups, which may be related in certain features. It is mostly used
when the data sets, like the data set recorded as the outcome from flipping a coin 100 times,
would follow a normal distribution and may have unknown variances. A t-test is used as a
hypothesis testing tool, which allows testing of an assumption applicable to a population.
The t-Test statistic is calculated as:
2. One way ANOVA:
In statistics, one-way analysis of variance (abbreviated one-way ANOVA) is a technique that

can be used to compare means of two or more samples (using the F distribution). This
technique can be used only for numerical response data, the "Y", usually one variable, and
numerical or (usually) categorical input data, the "X", always one variable, hence "one-way".
The ANOVA tests the null hypothesis that samples in all groups are drawn from populations
with the same mean values. To do this, two estimates are made of the population variance.
These estimates rely on various assumptions (see below). The ANOVA produces an F-
statistic, the ratio of the variance calculated among the means to the variance within the
samples. If the group means are drawn from populations with the same mean values, the
variance between the group means should be lower than the variance of the samples,
following the central limit theorem. A higher ratio therefore implies that the samples were
drawn from populations with different mean values.
The One way ANOVA statistic is calculated as:

3. Chi-square test:
A chi-squared test, also written as χ2 test, is any statistical hypothesis test where the sampling
distribution of the test statistic is a chi-squared distribution when the null hypothesis is true.
Without other qualification, 'chi-squared test' often is used as short for Pearson's chi-squared
test. The chi-squared test is used to determine whether there is a significant difference
between the expected frequencies and the observed frequencies in one or more categories. In
the standard applications of this test, the observations are classified into mutually exclusive
classes, and there is some theory, or say null hypothesis, which gives the probability that any
observation falls into the corresponding class. The purpose of the test is to evaluate how likely
the observations that are made would be, assuming the null hypothesis is true. Chi-squared
tests are often constructed from a sum of squared errors, or through the sample variance. Test
statistics that follow a chi-squared distribution arise from an assumption of independent
normally distributed data, which is valid in many cases due to the central limit theorem. A chi
squared test can be used to attempt rejection of the null hypothesis that the data are
independent.
The Chi-square test statistic is calculated as:

CHAPTER 4
ANALYSIS AND INTERPRETATION
4. DATA ANALYSIS AND INTERPRETATION
Analysis means the computation of certain indices or measures along with searching
for patterns of relationship that exist among the data groups. It helps in the testing of
hypothesis for drawing inferences. So, data analysis is a crucial event in any research project
because the inferences are made only based on the results of the analysis.
After collecting the data from the questionnaires were checked for omissions and
commission to discard the incomplete ones. A total of 77 valid questionnaires were selected. By
using SPSS package, the valid data was entered into a personal computer and the tests that were
carried out are explained in this chapter.
4.1 DESCRIPTIVE STATISTICS
Table 4.1.1 descriptive statistics

Mean Std. Deviation Analysis N
E1 3.48 1.096 77
E2 2.31 .712 77
E3 3.38 .960 77
E4 3.49 .968 77
E5 3.53 .954 77
SW1 1.58 .496 77

SW2 1.51 .503 77
SW3 1.51 .503 77

SW4 3.38 1.246 77
SW5 3.43 .966 77
SW6 3.45 1.046 77
SW7 3.51 1.253 77
SW8 3.43 1.371 77
SW9 3.18 .914 77
SR1 2.09 .764 77
SR2 3.26 .938 77
SR3 3.32 1.163 77
SR4 2.36 1.276 77
M1 2.49 1.334 77
M2 3.01 1.303 77
M3 2.08 1.156 77
M4 2.57 1.400 77
M5 2.43 1.352 77
EM1 1.51 .503 77
EM2 2.47 1.363 77
EM3 3.19 1.214 77
SS1 2.23 1.169 77
SS2 2.45 1.382 77
SS3 3.34 1.420 77
Source: primary data
INFERENCE
The highest mean and lowest standard deviation for the frequency of emotional intelligence is
3.53 and .712, for self-awareness is 3.51 and .496, for self-regulation is 3.32 and .764, for
motivation is 3.01 and 1.156, for empathy is 3.19 and .503, for social skills is 3.34 and 1.169.
4.2RELIABILITY STATISTICS
Cronbach’s coefficient alpha of reliability had been computed for the scales Emotional
Intelligence along with their sub scales. The alpha coefficients were calculated for aggregate
sample (n=77). The alpha values obtained indicate the internal consistency of the scales used
in the study.
Table 4.2.1 Reliability

Statistics
Cronbach's N of Items
Alpha
.857 30
INFERENCE:
The corrected item total correlations are the correlation between each item and the total score
item from the questionnaire for emotional intelligence. Cronbach’s alpha reliability
coefficient ranges between 0to1. The closer the Cronbach’s alpha coefficient is to 1.0 the
greater the internal consistency of the items in the scale.
Cronbach’s alpha reliability for the questionnaire is 0.85 and it is acceptable.

Table 4.2.2 Scale Statistics
Mean Variance Std. Deviation N of Items

83.09 212.715 14.585 30
INFERENCE
The mean value of the scale statistics is 83.09, standard deviation is 14.58 and variance is
212.7
4.3 FACTOR ANALYSIS
Aggregate data collected from all the 77 employees of manufacturing industry by emotional
intelligence questionnaire were factor analyzed to know it internal structure and the grouping
of item.
Table 4.3.1 Communalities

Extraction
E1 .688
E2 .772
E3 .909
E4 .754
SW1 .788
SW2 .817
SW3 .588
SW4 .813
SW5 .788
SW6 .824
SW7 .924
SW8 .885
SW9 .831
SR1 .892
SR2 .965
SR3 .728
SR4
M1 .900
M2
.788
M3 .816
M4 .852
M4 .839
M5 .868
EM1 .856
EM2 .857
EM3 .768
SS1 .897
SS2 .892
SS3 .677
Source: primary data.
INFERENCE
Communalities were shown in the output and none goes less than 0.55 the average of
communalities can be found by adding them up and dividing by number communalities.
Table 4.3.2 KMO and Bartlett's Test

.768
Kaiser-Meyer-Olkin Measure of Sampling Adequacy.
272.237
Approx. Chi-Square Bartlett's Test of Sphericity Df
15
Sig. .000
INFERENCE
Kaiser recommended that accepting values greater than 0.5 as acceptable. Value between
0.7to 0.8 is good. For the present study 0.768 which falls in the range of being good. The
researcher is confident that the factor analysis is appropriate for this data. This Bartlett’s test
is highly significant (p<0.0001) therefore the factors analysis is appropriate.
Table 4.3.3Total Variance Explained

Component Extraction Sums of Squared Loadings Rotation Sums of Squared Loadings
Total % of Variance Cumulative % Total % of Variance Cumulative %

1 8.400 30.001 30.001 6.543 23.367 23.367
2 5.047 18.027 48.027 5.005 17.873 41.241
3 2.503 8.939 56.966 3.394 12.121 53.362
4 1.718 6.135 63.101 2.413 8.618 61.980
5 1.587 5.667 68.768 1.549 5.533 67.513
6 1.419 5.067 73.835 1.378 4.920 72.433
7 1.208 4.313 78.148 1.351 4.826 77.259
8 1.094 3.906 82.055 1.343 4.795 82.055
INFERENCE
The table 4.3.3 list the Eigen values associated with each linear component (factor) before
extraction, after extraction, and after rotation. 8 linear components were used. The Eigen
value associated with each factor represent the variance explained by that particular linear
component and SPSS also displays the Eigen value in terms of the percentage of variance
explained.
Chart 4.3.1 Screen Plot for Eigen values
INFERENCE
The output of the above screen plot shows that the curve is easy to interpret. Before stable
plateau is reached the diagonal of the matrix contains the communalities after extraction from
each variable.
4.4 ONE SAMPLE t-TEST
One-Sample Test
Test Value = 0
t df Sig. (2-tailed) Mean Difference 95% Confidence Interval of the
Difference
Lower Upper
EI 56.441 76 .000 13.369 12.90 13.84
SW 41.144 76 .000 22.146 21.07 23.22
SR 39.492 76 .000 8.594 8.16 9.03
M 30.104 76 .000 10.642 9.94 11.35
EM 25.989 76 .000 5.039 4.65 5.43
SS 34.482 76 .000 5.801 5.47 6.14
NULL HYPOTHESIS (Ho)

There is no significant difference between the variables of emotional intelligence in Kohinoor
Printers private ltd.
ALTERNATE HYPOTHESIS (H1)

There is significant difference between the variables of emotional intelligence in Kohinoor
Printer’s private ltd.
INFERENCE
The t-value of communication is 76 with mean difference 13.36. The t-value of self-
awareness is 41.14 with mean difference is 22.14, t-value of self-regulation is 39.49 with
mean difference is 8.59. For motivation the mean value is 30.10 with 10.64, for empathy the
mean value is 25.98 with mean difference 5.03, for social skills 34.48 with 5.80 respectively.
The degree of freedom (77-1) 70 and the level of significance were 0.05, P value for all the t
values are 0.00, since P value is lesser than level of significance, (p=0.05>0.00) there is a
significant difference between the variables of emotional intelligence. Reject null hypothesis
(Ho) and accept alternative hypothesis (H1).
Independent Samples Test

Levene's Test for
Equality of Variances t-test for Equality of Means 95% Confidence
Sig. Mean Std. Error Interval of the
(2tailed) Difference Difference Lower Upper
F Sig. t df
EI Equal 2.810 .098 -.292 75 .771 -.140 .480 -1.096 .816
variances
assumed
Equal -.283 60.675 .778 -.140 .495 -1.129 .849
variances
not
assumed
sw Equal .322 .572 -.190 75 .850 -.207 1.091 -2.380 1.966
variances
assumed
Equal -.188 68.164 .851 -.207 1.101 -2.404 1.990
variances
not
assumed
sr Equal .516 .475 .084 75 .933 .037 .441 -.842 .916
variances
assumed
Equal .085 73.359 .933 .037 .437 -.833 .907
variances
not
assumed
m Equal .013 .910 .222 75 .825 .159 .716 -1.268 1.586
variances
assumed
Equal .222 71.010 .825 .159 .716 -1.269 1.587
variances
not
assumed
em Equal .164 .687 .312 75 .756 .122 .393 -.660 .905
variances
assumed
Equal .310 68.898 .758 .122 .396 -.667 .912
variances
not
assumed
ss Equal .912 .343 -.119 75 .906 -.041 .341 -.720 .639
variances
assumed
Equal -.117 65.832 .907 -.041 .347 -.733 .651
variances
not
assumed
There is no significant difference between the variables of emotional intelligence in Kohinoor

Printers private ltd.
ALTERNATIVE HYPOTHESIS (H1)
There is significant difference between the variables of emotional intelligence in Kohinoor

Printer’s private ltd.
4.5 ONE WAY ANOVA
Table 4.5.1 ANOVAa

Sum of
Model Squares df Mean Square F Sig.
Regression 105.616 1 105.616 35.568 .000b
Residual 222.709 75 2.969
1 Total 328.325 76
There is no significant difference between the variables of emotional intelligence and social
skills in Kohinoor Printers private ltd.
There is significant difference between the variables of emotional intelligence and social
skills in Kohinoor Printers private ltd.
INFERENCE
The one way anova shows that the level of significance is 0.05 and the p value is 0.000, since
the p value is lesser than the level of significance, reject null hypothesis and accept
alternative hypothesis. There is significant difference between emotional intelligence and
social skills in Kohinoor Printers private ltd.
4.6 CHI SQUARE TEST 1

There is no significant difference between the variables of emotional intelligence and Self-
awareness in Kohinoor Printers private ltd.
There is significant difference between the variables of emotional intelligence and self-
awareness in Kohinoor Printers private ltd.
Table 4.6.1 Chi-Square Tests

Value df
Asymp. Sig.
(2sided)
648.316a
Pearson Chi-Square 660 .620
Likelihood Ratio 300.165 660 1.000
Linear-by-Linear Association 11.817 1 .001

N of Valid Cases 77
INFERENCE
The above table indicates that the Pearson chi square value is 648.3, linear by linear
association is 11.8, level of significance is 0.05 and the P value is 0.62 it is greater than the
level of significance so, reject the alternative hypothesis and accept the null hypothesis. It
shows that there is an association between emotional intelligence and self-awareness leads to
increase performance.
CHI SQUARE TEST 2

There is no significant difference between the variables of emotional intelligence and self-
regulation in Kohinoor Printers private ltd.
There is significant difference between the variables of emotional intelligence and self-
regulation in Kohinoor Printers private ltd.

Value df
Asymp. Sig.
(2sided)
Pearson Chi-Square 436.625a 450 .666
N of Valid Cases 77
INFERENCE
shows that there is an association between emotional intelligence and self-regulation leads to
CHI SQUARE TEST 3

There is no significant difference between the variables of emotional intelligence and motivation
in Kohinoor Printers private ltd.
There is significant difference between the variables of emotional intelligence and motivation

Value df
Asymp. Sig.
(2sided)
489.362a
Pearson Chi-Square 510 .737

N of Valid Cases 77
INFERENCE
CHI SQUARE TEST 4

There is no significant difference between the variables of emotional intelligence and
empathy in Kohinoor Printers private ltd.
There is significant difference between the variables of emotional intelligence and empathy in
Kohinoor Printers private ltd.

Value df
Asymp. Sig.
(2sided)
Pearson Chi-Square 451.703a 480 .819
N of Valid Cases 77
INFERENCE
4.7 NON PARAMETRIC TEST

4.8 MULTILAYER PERCEPTRON
Table 4.8.1 Case Processing

Summary
N Percent
Training 55 72.4%
Sample
Testing 21 27.6%
Valid 76 100.0%
Excluded 8
Total 84
Table 4.8.2 Network Information

sw
1
sr
2
m
Factors 3
Input Layer
4 em
5 ss
Number of Unitsa 91
Number of Hidden Layers 1
Number of Units in Hidden Layer 1a 11
Hidden Layer(s)
Activation Function Hyperbolic
tangent
EI
Dependent Variables 1
Number of Units 1
Output Layer Rescaling Method for Scale Dependents Standardized
Activation Function Identity
Error Function Sum of Squares

a. Excluding the bias unit
Table 4.8.3 Model Summary

Training
24.746
Sum of Squares Error
.917
Relative Error 1 consecutive
step(s) with no
Stopping Rule Used decrease in
errora
0:00:00.64
Training Time
Sum of Squares Error 5.820
Testing
Relative Error .671
4.9 MULTIPLE REGRESSION ANALYSIS

Multiple regression is a statistical technique that can be used to analyze the relationship
between a single dependent variable and several independent variables. One fundamental
purpose of the multiple regression is to predict the independent variable with a set of dependent
variables. Multiple regression also provides a means of objectively assessing the degree and
character of the relationship between the dependent and independent variables by forming the
variate of independent variables.

There is no significant difference between the dimensions of dependent variable as predictors
in explaining Emotional Intelligence.

There is a significant difference between the dimensions of dependent variable as predictors
in explaining Emotional Intelligence.
Table 4.9.1 Model summary of multiple regression analysis

Model R R Adjuste Std. Change Statistics Durbin-
Square dR Watson
Error R Square F df1 df2 Sig. F
Square of the Change Chang Change
e
Estim
ate
1 .567a .322 .313 1.723 .322 35.568 1 75 .000 1.889
INFERENCE
The output table reveals that the rewards and benefits value is 0.56, the square value is 0.3,
the adjusted square value is 0.31, the change in square value are 0.32, the df value is 75. The
significant value is 0.00 and the Durbin Watson value is 1.89 which is less than 2 and is
acceptable.
4.10 ANOVA FOR REGRESSION ANALYSIS

Table 4.10.1 ANOVA
Sum of
Model Squares df Mean Square F Sig.
Regression 105.616 1 105.616 35.568 .000b
Residual 222.709 75 2.969
1 Total 328.325 76
INFERENCE
The output table reveals that the sum of squares value for regression is 105.6 and for residual
value is 222.7. The total value is 328.3. The degree of freedom value is (N-1= 77-1) 76. The
mean square value is 105.6 and 2.96. The significance value is 0.00.
INFERENCE
The chart represents that the mean value is 4.84, the standard deviation value is 0.99 and the N
value is 77.
INFERENCE
The chart represents that the y axis is the expected cum prob and x axis represents the
observed cum prob. The dependent variable is Emotional Intelligence.
Coefficient table for regression

Model Unstandardized Coefficients t Sig.
Standardized
Coefficients
B Std. Error Beta

.000
1 (Constant) 8.736 .801 10.904
SS
.799 .134 .567 5.964 .000
INFERENCE
The output table reveals that the standard error is 0.80 and 0.13. The standard
coefficients are 0.56. The t value is 10.90 and 5.96 respectively. The significance
value is 0.00. Since the p value is 0.00 and the level of significance is 0.05. The p
value is lesser than the level of significance therefore the null hypothesis is
rejected and the alternative hypothesis is accepted. There is a significant difference
between the dimensions of dependent variable as predictors in explaining
emotional intelligence.
CHAPTER 5
FINDINGS AND SUGGESTIONS
5. FINDINGS AND SUGGESTION:
5.1 SUMMARY OF FINDINGS:
OBJECTIVES HYPOTHESIS ANALYSIS FINDINGS
NULL HYPOTHESIS (Ho) There is a significant

There is no significant ONE SAMPLE difference between the
difference between the variables t- TEST variable of Emotional
To identify of emotional intelligence in Intelligence.
the Kohinoor Printers private ltd.
variables
contributing to the
study, Emotional ALTERNATE
Intelligence.
HYPOTHESIS (H1)
There is significant difference
between the variables of
emotional intelligence in
Kohinoor Printers private ltd.
There is significant
To determine the ONE WAY difference between
need of social There is no significant
ANNOVA social skills and
skills towards difference between the variables
employees which of social skills and Emotional Emotional Intelligence.
lead to Emotional
Intelligence. Intelligence
ALTERNATIVE
HYPOTHESIS (H1)
There is significant difference
between the variables of social
skills and emotional intelligence
To explore the NULL HYPOTHESIS (Ho) CHI SQUARE There is an association
level of association There is no association between TEST between self-awareness
Towards employee and emotional
the variables of emotional
performance. intelligence that leads to
intelligence and Self- awareness better performance.
that leads to better performance.
ALTERNATIVE
HYPOTHESIS (H1)
There is association between the
variables of emotional
intelligence and self-awareness
To determine the NULL HYPOTHESIS (Ho) CHI SQUARE There is an association

degree of There is no association between TEST between self-regulation
the variables of emotional and emotional
association
intelligence and self-regulation intelligence that can
between self-
also lead to better
regulation and
ALTERNATIVE performance.
Emotional HYPOTHESIS (H1)
Intelligence There is association between the
intelligence and self-regulation
To determine the CHI SQUARE There is an association

degree of TEST between motivation and
There is no association between
association emotional intelligence
between motivation
intelligence and motivation
and
Emotional ALTERNATIVE
Intelligence HYPOTHESIS (H1)
intelligence and motivation.
To determine the NULL HYPOTHESIS (Ho) CHI SQUARE There is an association

degree of There is no association between TEST between empathy and
emotional intelligence
association
intelligence and empathy
between empathy
and Emotional
ALTERNATIVE
Intelligence HYPOTHESIS (H1)
intelligence and empathy
The dimensions of
Emotional NULL HYPOTHESIS (Ho) MULTIPLE There is a significant
Intelligence serve There is no significant REGRESSION difference between the
as significant difference between the ANALYSIS dimensions of
predictors in dimensions of dependent dependent variable as
explaining variable as predictors in predictors in explaining
Emotional explaining Emotional Emotional Intelligence.

Intelligence. Intelligence.
ALTERNATIVE
HYPOTHESIS (H1)
There is a significant difference
between the dimensions of
dependent variable as predictors
in explaining Emotional
Intelligence.
5.2 SUGGESTIONS
It is important Emotional Intelligence as provides core emotional aptitude and could be
viewed as an "IQ" equivalent. Emotional Intelligence as traits offers insights into how one
filters and directs their emotional aptitude.
Emotional Intelligence as a set of learned competencies - allows examining how a person

has adapted to their environment, which can be seen as an outcome measure. Emotions
matter and that emotional competence is as important as intelligence to help people do
well -- has become a culture-wide "paradigm shift" readying people to confront the long
neglected emotions. Emotional Intelligence competencies entail emotional capacities in
addition to purely cognitive abilities, modes of learning that work well for academic
subjects or technical skills and hence, it is well suited for helping people improve an
emotional competence.
Given the value of the personal and organizational effectiveness of Emotional Intelligence
based capabilities, there is a clear need to integrate that valuation into the organizations'
functions. Organizations need to hire for Emotional Intelligence along with whatever
other technical skills or business expertise they are seeking. When it comes to promotions
and succession planning, Emotional Intelligence should be a major criterion, particularly
to the extent that a position requires leadership.
When those with high potential are being selected and groomed, Emotional Intelligence
should be central. And in training and development, Emotional Intelligence should again
be a major focus. No great successes in life, business or personal, have been
accomplished without the power of emotions behind them. Emotions are a leader's
greatest source of energy, connection and influence.
In these dynamic times, leaders need all three: energy to create vision and execute brilliant
strategy, connection to build sustainable client relationships, and influence to inspire those
around them. The conclusion must be that when choosing leaders we must focus more
strongly on finding persons with conscious and constructive values and high Emotional
Intelligence.
5.3 CONCLUSION:
Emotional Intelligence is an important behavioral skill of the employees to enhance
their self- confidence, to ensure more success in job, to be effective leader and to have the
greater impact on the self and others motivation level.
Emotional intelligence could also bring liability and commitment, loyalty and trust
between staff in organization which could cause higher productivity and effectiveness
between teams. Emotional intelligence is also one of the most important forecasters of
organizational success. India is one of the fastest developing nation and economy of the
world where the job markets and opportunities are developing rapidly and requires good
quality human capital for managing and working in organizations to ensure the growth and
development and also to face the ongoing challenges and stiff global competition. Emotional
intelligence is nowadays has gained a prominent place in the organizational culture and
policies. It is considered as one of the important criteria for selecting, developing and
retaining the employees because emotional control, self- balance and good relationship
management skills in employees are necessary for ensuring organization growth and success
in any sector.
The study further aims to find the effect of emotional intelligence and employee
effectiveness and to do comparative study variables in between the employees of
manufacturing and service sector. Also the effect of demographic factors and nature of
organization (manufacturing and Service) was studied on emotional intelligence and
employee effectiveness. The data collection was done on the basis of secondary data and
primary data sources. Emotional intelligence was studied on the basis of five dimension
namely Self- awareness, Self -regulation, Motivation, Empathy, social skills.
5.4 ANNEXURE
EMOTIONAL INTELLIGENCE
QUESTIONNAIRE
DEMOGRAPHICS
1. Name:
2. Gender: a) male b) female
3 Age: a) up to 25years b) 26-35years c) 35-45years d) 46-55years
4. Job experience: a) less than 5 years b) 6-10years c) 11-15years d) 16-20years e) more than
20years
EMOTIONAL INTELLIGENCE
1. I am able to handle multiple demands and rapid changes.
a) Strongly agree b) agree c) neutral d) disagree e) strongly disagree
2. I am quite flexible in my approach to life and problems.
a) Mostly b) rarely c) sometimes
3. When a certain approach to a problem does not work, I can quickly reorient
4. I am sensitive to the development in the environment and capture the opportunity there.
SELF AWARENESS
1. Do you have enough time to do work without interruptions?
a) Yes b) No
2. When you are interpreted at and activity, do you respond with anger? a)
Yes b) No
3. Is work culture supportive in your organization?

a) Yes b) No
4. Negative feelings help you to address what you need to change in your life
5. Positive and negative emotions are a source of wisdom to navigate your life
6. I always know which emotions I am feeling and why
7. I realize the links between my feelings and what I think, do, and say
8. I recognize how my feelings affect my performance
9. I have a guiding awareness of my values and goals
SELF REGULATION
1. I usually keep track of my progress toward my goals.
A) Mostly b) rarely c) sometimes
2. I set personal standards for performance in my job
3. I set long-term goals (monthly or yearly) for myself in order to direct my learning activities
4. When planning my learning, I adapt strategies that have worked in the past
MOTIVATION
1. Are you able to motivate yourself to try and try again in face of setbacks?
a) Yes b) No
2. Rate your level of satisfaction with the working culture of the organization
a) Highly Satisfied b) Satisfied c) average d) dissatisfied e) highly dissatisfied
3. Rate the statement “Top Management is interested in motivating the employees”

a) Strongly agree b) Agree c) Neutral d) Disagree e) Strong disagree
4. Are you capable of soothing yourself after upsetting moments?
a) Yes b) No
5. Rate the statement, “Motivation plays an important factor for high performance”
EMPATHY
1. Are you effective at listening to other people problems?
a) Yes b) No
2. Do you respond appropriately to other people’s moods, motivation and desires? a)
Yes b) No
3. When I disagree with others, it's hard for me to understand their perspective.
SOCIAL SKILLS
1. What about the relationship between you and your co-workers in the organization
a) Highly satisfied b) satisfied c) neutral d) dissatisfied e) highly dissatisfied
2. Do you have the ability to influence decisions that affect you?
a) Yes b) No
3. People who are aware of their negative feelings are better pilots of life
SOURCE:
Reference: Fontana, R.P., Milligan, C., Littlejohn, A., and Margaryan, A. (accepted) Measuring
self-regulated learning in the workplace. International Journal of Training and Development.
Volume 19.
Reference: Akah Ndang William EMPLOYEE MOTIVATION AND PERFORMANCE

Ultimate Companion Limited Douala-Cameroon Bachelor’s Thesis Business Management
Reference: Gaumer Erickson, A.S., Soukup, J.H., Noonan, P.M., & McGurn, L. (2015).
Empathy formative questionnaire [Measurement instrument]
Reference: EMOTIONAL INTELLIGENCE QUESTIONNAIRE, PERSONAL

COMPETENCE scale: SELF-AWARENESS. 1 – Under developed 2- needs
Reference: Emotional Intelligence - New Perspectives and Applications...

Report questionnaires
5.5 BIBLIOGRAPHY
• Andoh, N. D., (1998). Get Smart: I.Q. and Emotional Intelligence, from
http://serendip.brynmawr.edu/bb/neuro/neuro01/web3/DawsonAndoh.html
• Howard Gardner, from http://en.wikipedia.org/wiki/Howard_Gardner

• E. L. Throndike, from http://en.wikipedia.org/wiki/E._L._Thorndike
• David Wechsler, from http://en.wikipedia.org/wiki/David_Wechsler
• Mayer, J. D., & Salovey, P. (1993). The intelligence of emotional intelligence.
Intelligence, 17(4), pp. 433-442.
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"A STUDY ON EMOTIONAL INTELLIGENCE”

A Summer Project Report submitted to the

In partial fulfillment of the requirements for the award of the degree

MASTER OF BUSINESS ADMINISTRATION

Under the guidance of

Mrs. Dr. B. LATHA LAVANYA M.B.A., M.Phil. PGDWT., PhD.

MEASI INSTITUTE OF MANAGEMENT

#87, Peters Road, Royapettah, Chennai - 600 014.

#87, Peters Road, Royapettah, Chennai - 600 014.

This is to certify that the project report titled “A STUDY ON EMOTIONAL

Mrs. Dr. B. LATHA LAVANYA

ASSOCIATE PROFESSOR DIRECTOR

Institute of Management, affiliated to University of Madras hereby declare that

Summer Project entitled “A STUDY ON EMOTIONAL INTELLIGENCE” was

Prepared towards the partial fulfillment of Master of Business Administration

complete this project successfully.

Management, Chennai for his advice to carry out this project.

I express my deep sense of gratitude to my guide Mrs. Dr. B. LATHA LAVANYA

CHAP.NO CONTENTS PAGE.NO

1.2 INDUSTRY PROFILE

1.3 COMPANY PROFILE

1.4 STATEMENT OF THE PROBLEM

3.1 RESEARCH DESIGN

3.5 LIMITATIONS OF THE STUDY

4.1 DATA ANALYSIS AND INTERPRETATION

5.1 SUMMARY OF FINDINGS

TABLE.NO TITLE PAGE.NO

4.1.1 DESCRIPTIVE STATISTICS

4.1.2 RELIABILITY STATISTICS

4.3.1 COMMUNALITIES OF FACTOR ANALYSIS

4.3.2 KAISER MEYER OLKIN TEST

4.4.1 ONE SAMPLE t-TEST

4.5.1 ONE WAY ANOVA

4.5.1 ONE WAY ANOVA

4.6.1 CHI SQUARE TEST

4.6.2 CHI SQUARE TEST

4.6.3 CHI SQUARE TEST

4.6.4 CHI SQUARE TEST

4.7.1 NON PARAMETRIC TEST

4.8.1 MULTILAYER PERCEPTRON

Performance of employees in the organization

Emotional intelligence is generally said to include at least three skills: emotional

CHARACTERISTICS OF EMOTIONAL INTELLIGENCE

The ability to manage relationships and build networks.

GENDER DIFFERENCES IN EMOTIONAL INTELLIGENCE

FLOW CHART OF THE STUDY

EMOTIONAL INTELLIGENCE AT WORKPLACE

Emotions are all-pervasive in an organization. These emotions can either be positive

Poor working conditions

POSITIVE EMOTIONS IN WORKPLACE

1.2 INDUSTRY PROFILE – MANUFACTURING INDUSTRY

Manufacturing consists of two categories: Durable and nondurable goods. Durable

1.3 SCOPE OF MANUFACTURING INDUSTRY

There are several purposes of manufacturing industry which are:

Achieving growth and profitability while meeting customer expectations against

Continually strive for to grow and to be profitable

Improve process efficiencies and product quality.

Satisfying the customer demands and regulatory requirements.

Sample size= 𝒁𝟐 p(1-p)

Sample size = 1.961.960.1*0.9