The reliability in predicting important behavior and improving performance does not only depend on

Emotional intelligence, but also others factors.

- Important behavior could be referred as organizational behavior, which has a small visible
dimension and a much larger hidden portion (exhibit 15-1) That is why EI is not the most certain
factor to predict behavior, some under-the-iceberg elements may need deep insight to
understand so it is necessary to combine EI with other implications. Such as attitude survey,
which includes questions to receive response about how the employees actually feel about their
jobs, work groups, supervisors or the organizations. From that the company can evaluate and
measure job satisfaction of their employees to develop strategy or plans to improve job
satisfaction. When employees are satisfied with their organization, they tend to perform better
on the job. Another one is using the MBTI (Myers-Briggs Type Indicator) or the Big Five Model
results to clarify employee personality, which helps to gain more insights into employee
behaviors and the strengths as well as potential gaps so that appropriate suggestion and
solutions may be made to improve productivity. The ability to notice and to manage emotional
cues and infor with others instruments make the results even more reliable.