ASSIGNMENT ON

EMOTIONAL INTELLIGENCE

NAME: SHRENI JAIN

CLASS: SY B.Sc.Finance
ROLL NO: C046

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Ques.1. What is Organizational Intelligence (OI)? Discuss with real examples taking insights
from Goleman’s theory of Emotional Intelligence (EI). (For better understanding read OI and
EI model uploaded in reading material)?

Ans. According to me, Organisational Intelligence is the company’s ability to adapt itself to
changes and complexities of external environment for which they need good leaders, properly
analysed strategies and a favourable working environment. Earlier, the organisations were all
about products, employees, operations and processes but now they are intelligent systems
designed to manage knowledge with increasing investment in the IT department for better
understanding of the strengths and weakness. In this, the intellectual capital: patents, data
bases etc. are the assets of the organisation. Strategic processes gather information and
convert it into strategic decisions which enables the organisation to meet economic standards
of profitability, market share, etc. McDonalds is one example explaining the concept well. In
this, the biggest fast food chain customized their menu by changing beef burgers with veg
burgers, to not to hurt the emotional views of Indian population who considered cows as God.

2.Listen to the Ted talk of Guy Winch and answer the following question-

a. What are common psychological injuries that we sustain in daily life, discuss steps to
overcome the emotional injuries.

b. Explain how Guy Winch concluded this theory as one of the most relevant in today’s time.
Link- https://www.youtube.com/watch?v=rni41c9iq54

Ans. a) The common psychological injuries that Guy Winch talks about are failure (mind
triggers that you are incapable of doing it due to past setbacks), rejection (feeling of being
excluded) and loneliness (that people around us care much less about us than they show).
These injuries can get worse and have a dramatic effect on our lives if ignored. The only way
to cure these wounds are to decrease the gap between physical health and psychological
health through following steps:

1. Pay Attention to Emotional Pain: you won’t be able to treat it if you don’t know about
it.
2. Emotional Bleeding: once your mind has been convinced about something it is very
difficult to change it. After facing failure, you cannot let your mind get convinced that

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 you cannot succeed, you have to fight the feelings of demoralisation and get a control
over the situation.
3. Protect your Self- Esteem: Rejection and failures hurt our self- esteem, one needs to
revive themselves rather than finding more faults in ourselves.
4. Battle Negative thinking: Whenever there is the urge to ruminate, distract yourself
into another activity until the urge passes.

b) Guy Winch talks about the importance to having emotional hygiene and how people still
chose physical health over psychological health. According to his theory both physical and
psychological health should be treated the same (like twins). By following the above
mentioned steps, you will able to build emotional flexibility and succeed in life. He also
mentioned that when 100 years ago people started to practise personal hygiene, life
expectancy increased by 50% in just a few decades. So, if everyone starts to practise
emotional hygiene, they would become more happier, empowered, psychologically healthy;
the world would become a better place to live.

Ques.3. Read the case on Happiness Coaches for Employees (available in reading material)
and answer the questions mentioned in the case study.

a) Do you think happiness coaches are effective? How might you assess their
effectiveness?

Ans. Yes, I think happiness coaches are effective because they help the employees to manage
their emotions in a positive way rather than letting it out on the customers. It motivates them
and would naturally improve their performance at work as a happy and satisfied employee
has a better productivity than an unhappy one. The effectiveness of these Happiness Coaches
can only be found if they are used in an organisation and comparison is made in the
performances from before and after. There are cases that have shown that employees under
these coaches smile more and enable a healthy working environment around them.

b) Should the organization welcome happiness training in their workplace? Why or why
not?

Ans. Yes, I do believe that happiness training should be introduced in every organisation. It
helps the employees to maintain their cool when they are facing a lot of work stress and tend
to get angry and frustrated. This one employee can affect the emotions of employees around

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them. Happiness training would help them to regulate their emotions and boost their morale
whenever they feel low. It would eventually lead to a better performance. Nowadays, human
resource is considered to be the biggest asset of the organisation, therefore happiness training
is important for the welfare of this asset. It contributes highly in the success of the
organisation.

c) Some argue that happiness coaches are a way for organizations to avoid solving real
work problems—a diversion, if you will. How might we make this determination?

Ans. Happiness coaches listen to the feelings of employees and help them deal with it. Some
people might give excuses that their short- comings were a result of their emotional turmoil.
In these cases, happiness coaches prove to very beneficial because they help to deal with
these emotional outbursts. According to me, they are not a diversion from solving real work
problems rather a help. Emotional contagion: an employee is feeling negative emotions, then
people around him tend to feel the same so if I seek help from help from happiness coach it
would ultimately improve the work conditions. Its determination can only be found by
analysing the outcome from these sessions.

d) Under what circumstances—if any—is it ethically appropriate for a supervisor to

suggest a happiness coach for a subordinate?

Ans. It is ethically appropriate for the supervisor to suggest a happiness coach for a
subordinate only if they see that the employee’s emotion is considerably affecting his
performance at work. However, they have to be really careful about it as the employee might
feel that there is some kind of discrimination against him or that he not suitable for the job.

Ques.5. “We’ve long known that panic spreads, but experts more recently have come to
understand emotional contagion, the mechanism by which people’s emotions (positive or
negative) “go viral” within groups, influencing our thoughts and actions”. Discuss this taking
reflection from the role social media has played in spreading fake news/ rumours/
information during current COVID-19 pandemic. (For better understanding re- additional
reading material)

Ans. Social media platforms have played a major role in providing seamless connectivity
with our friends and families during this pandemic through phone calls, emails, video calls
and other interactive activities. The passing of emotions and anxiety along with knowledge

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has helped in maintaining the psychological health of people, reducing feel of social
loneliness and avoiding negative feelings. Also, it is an important platform to spread
awareness about the outbreak and precautions to be taken to prevent it. However, these
platforms are also used to spread misinformation and fake news that generate fear amongst
people (by passing our negative thoughts). Also, there are some ignorant users who just pass
on the information related to traditional cures, immunity of a particular caste to COVID-19,
implications of lockdown etc. without checking the credibility of the source. It has affected
people like some migrants were provoked to go to their hometowns against the lockdown
conditions; people stood in queues outside general stores because they believed they wouldn’t
get essentials during lockdown and about ‘Corona Devi’ who can supposedly cure the
disease. The government along with these social media platforms are taking preventive
measures to avoid the flow of fake news. Also, they have come up with “MyGov Corona
Helpdesk” platform wherein people can raise their queries and can get right answers to
circulating (mis)information. This would stop the chain of negative thoughts.

Ques.6. What is the difference between emotions and moods? What are the basic emotions
and moods? Discuss the impact emotional labour have on employees working into various
profiles. Explain with examples.

Ans. a) Emotions: They are the intense feelings caused by a specific event that are directed
towards someone or something.

Moods: They are less intense than emotions, and lack a contextual stimulus developed
generally or are unclear.

b) Basic emotions experienced by people consist of three elements: a subjective feeling;

a physiological change; an overt behaviour. Joy, contempt, enthusiasm, envy,
frustration, disappointment, embarrassment, happiness, hate, hope, jealousy, joy, love,
pride, anger, surprise, interest, disgust, distress, sadness and fear are all classified as
basic emotions. On the other hand, basic moods can be classified into:
 Positive emotions – joy and gratitude – express favourable evaluation or feeling.
 Negative emotions – anger or guilt – express opposite.
c) Emotional labour is when employee expresses organisationally desired emotions
during interpersonal transactions at work. No matter what personal and work issues

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and emotions one has to deal with, he has to put on a happy face for excellent job
reviews. employees need to be able to regulate their emotions. People in a service-
oriented role – hotel workers, airline flight attendants, tour operators, coaches,
counselor – often face the demands of emotional labour.

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