Components of Emotional Intelligence

Emotional Intelligence:

Emotional Quotient (EQ) relates to the ability or skill to understand, evaluate and manage the emotions of one’s self and others. It provides competency to balance emotions and reason so as to maximize long term happiness and relationships

Components of Emotional Intelligence:

Our emotional intelligence determines our potential for learning the practical skills based on the five elements:

·         Self-awareness

·         Motivation

·         Self-regulation

·         Empathy

·         Social Skills

Our emotional competence shows how much of that potential we have translated into on-the-job capabilities. Following diagram is showing components of Emotional Intelligence:

·         Self Awareness- Self awareness means knowing one’s internal state, preferences, resources and intuition. We can further divide self awareness into emotional awareness, accurate self assessment and self confidence.

a.       Emotional Awareness- It is recognizing one’s emotions and their effect.

b.      Accurate Self Assessment- This means knowing strengths and weakness about oneself.

c.       Self Confidence- It is a strong sense of one’s self worth and capabilities.

·         Self Regulation- Self regulation is the process of managing one’s internal state, impulses and resource. This could be into following parts:

a.       Self Control- self control means keeping disruptive emotions and impulses in check.

b.      Trustworthiness- it means maintaining standards of honesty and integrity.

c.       Conscientiousness- Taking responsibility for personal performance

d.      Adaptability- Flexibility in handling change.

e.      Innovation- Being comfortable with novel ideas, approaches and new information.

·         Motivation- Motivation is emotional tendency that guide or facilitate reaching goals. The dictionary meaning of motivation is “The psychological feature that arouses an organism to action toward a desired goal; the reason for the action; that which gives purpose and direction to behaviour”. Following s are parts of motivation:

a.       Achievement Drive- Striving to improve or meet a standard of excellence.

b.      Commitment- Aligning with the goals of a group or organization.

c.       Initiative- Readiness to act on opportunities.

d.      Optimism- Persistence in pursuing goals despite obstacles and setbacks.

·         Empathy- Empathy refers to the ability to recognise another’s emotional state. It can divided into following parts:

a.       Understanding Others- Sensing other’s feelings and perspectives and taking an active interest in their concerns.

b.      Developing Others- This means sensing others’ development needs and bolstering their abilities.

c.       Service Orientation- This refers to anticipating, recognising and meeting customer needs.

d.      Leveraging Diversity- Leveraging diversity means cultivating opportunities through different kind of people.

e.      Political Awareness- This refers to reading group’s emotional currents and power relationships.

·         Social Skills- Social skills refer to our adeptness at inducing desirable responses in others. Followings are parts of Social Skills:

a.       Influence- Wielding effective tactics for persuasion.

b.      Communication- Listening openly and sending convincing messages.

c.        Conflict Management- Negotiating and resolving disagreements.

d.      Leadership- Inspiring and guiding individual and groups

e.      Change Catalyst- Initiating and managing change.

f.        Building Bonds- Nurturing instrumental relationships.

g.       Collaboration & Cooperation- Working with others toward shared goals.

h.      Team Capabilities- Creating group synergy in pursuing collective goals.

Trade Union Act- 1926

Extent and Commencement-

·         It extent to whole of India.

·         It came into force on 1-6-1927

Objective- An act to provide for the registration of trade unions and in certain respects to define the law relating to registered trade unions.

Definitions: 

1.       Appropriate Government- For the trade union whose objects are not confined to one state, the appropriate government will be the central government, for others, it will be state government.

2.       Trade Dispute [Sec 2 (g)] - Any dispute between employer and workmen OR between workmen and workmen OR between employer and employer which is connected with the employment or non-employment, or the terms of employment or the conditions of labor, of any person.

Explanation- Any dispute, which occurs in the organization, with or without in related to employment termed as Trade Dispute.

3.       Workmen- All persons employed in trade or industry whether or not in the employment of the employer with whom the trade dispute arises.

4.       Trade Union [Sec 2(h)] – combination whether temporary or permanent formed primarily for the purpose of-

a.    Regulating the relation between workmen and employer OR between  workmen and workmen OR between employer and employer.

b.      OR for imposing condition on the conduct of any trade or business.

c.       And include any federation of two or more trade unions.

Registration (Sec. 3 to Sec. 10)

1.       Appointment of Registrar [Sec. 3] - appointed by appropriate government for each state, may also appoint additional and deputy registrar.

2.       Mode of Registration [Sec. 4] – Any seven (7) or more member of Trade Union-

                                                               i.      By subscribing their names to the rules of Trade Union

                                         ii.      By complying with the provisions of the act with respect to registration.

3.       Application for Registration [Sec. 5] – shall made to registrar and shall accompanied by-

                                                               i.      Copy of rules of Trade Union

                                                             ii.      Statement of following particulars namely:

1.    Names, Occupation and Addresses of the members making the application.

2.    Name of the Trade Union and Address of its Headquarter.

4.       Provisions to be contained in the rules of Trade Union [Sec. 6] – Trade Union shall not be entitled to registration unless the executive thereof is constituted in accordance with provision of this act and the rules provided for following matters-

                                                               i.      Name of Trade Union

                                                             ii.      Objective for which Trade Union has been established

                                                    iii.     Purpose for which the general funds of the Trade Union shall be applicable

5.       Registration [Sec. 8] – After being satisfied by all requirements registrar shall register the Trade Union by entering in a register.

6.       Certificate of Registration [Sec. 9] – The registrar registering a Trade Union, shall issue a certificate in prescribed form.

7.       Cancellation of Registration [Sec. 10] – Certificate of registration may be withdrawn or cancelled by registrar-

                                                              i.      On application of Trade Union

                                                      ii.      If registrar is satisfied that the certificated has been obtained by  fraud or mistake

                                                  iii.      If registrar is satisfied that a registered Trade Union of workmen ceases to have the requisite number of members

Qualification for being member of Trade Union-

·         Age of 18 or 18+ Years

·         Has NOT been convicted by a court of India of any offence

Power to make regulation [Sec. 29] – Appropriate government has power to make regulation on the following matters-

·         Manner/Way of registration

·         Fee payable on registration

·         Transfer of registration in case Trade Union has changed its headquarter from one state to another

·         Qualification of an auditor

Certain Acts not to apply to registered Trade Unions-

1.       The Societies Registration Act, 1860 (21 of 1860);

2.       The Co-operative Societies Act, 1912 (2 of 1912);

3.       The Companies Act, 1956 (1 of 1956)

Process of Job Analysis

Process of Job Analysis:

The process of job analysis starts with making strategic choices and results in job description and job specification. Above figure shows this process and also points out the uses of information about jobs.

·         Strategic  Choices- To initiate the process of job analysis, an organization has to make strategic choices such as to what extent it will involve employees in the process, what will be the timing and frequency of process?, will it be future oriented or past oriented etc.

We all know that job analysis involves collecting job related data-responsibilities, duties, skills and knowledge required to perform a job.  For these information organization need to consult with its employees also for contents of job. Therefore it is necessary to set a limit till employee needed to involve in the process. Too much involvement may result in bias in favor of a job, as the employee is likely to inflate the duties and responsibilities. On the other hand, if employees are not involved or minimally involved, they ten to become suspicious about motives behind the job analysis.

Another strategic choice relates to the timing and frequency of conducting job analysis. Generally job analysis is conducted when new company is establishing or new job is created or there is change in the job nature due to technological or environmental changes.

Besides, organization has to decide whether job analysis will be future oriented or it will describe how the job has been done in past. Organization also has to think about the sources of collecting data/information of the job. It has to decide the ratio of human and non human resources in collecting job information.

·         Gather Information- gathering information involves three issues:

o   What type of data is to be collected?

o   What methods are to be employed for data collection?

o   Who should collect these data?

What type of data is to be collected depends on the purpose of conducting job analysis. Generally all data related to the job involved in the process of job analysis. Examples of needed data are- description of work activities, machines, tools and equipments used in work, physical working conditions, social and organizational job context, personal requirements such as specific skills, specific education, work experience and aptitudes etc.

Regarding methods of data collection, there are several methods available for collecting data such as observation, interview, questionnaires, checklists, technical conference and diary methods. An organization can use any of these methods depending upon purpose, budget and time frame of job analysis process.

Now, who will collect these data regarding job is another challenge in conducting job analysis. Organization can use three types of individuals: Trained job analysts, Supervisor or Job incumbents. Each of these has their own advantages. For example, trained job analysts will give standardized data where as supervisor and job holders will provide information without any extra cost.

·         Information Processing- To prepare job description and job specification, collected data should be processed properly. Relevant Data should be sorted out from the collected information so that they can fulfill the purpose of creating job description and job specification.

·    Job Description- After processing all data, Job description has to be prepared. Job description includes job title, tasks, duties and responsibilities involved in a job. In brief, It indicates what all job involves.

·         Job Specification- On the other hand, job specification involves listing of employee qualifications, skills and abilities. These specifications needed to do the job satisfactorily.

Meaning of Job Analysis

Job analysis is the process of analyzing jobs. It is very broad concept. Therefore Before describing the meaning and nature of the job analysis, it is important to discuss about the meaning of the job.

·         Job- job is the bundle of related task. For example, inspecting resume of a job seeker is a task. The whole lot of tasks relating to recruitment constitutes job.

Job Analysis- it is the process of collecting job related information. Such information helps in the preparation of job description and job specification. 

From the above Figure we can see that the process of job analysis results into job description and job specification:

·         Job Description- it indicates what all a job involves.  For example, job title, location, job summary, duties machine, tools, equipments, material and forms used, supervision given and received and working conditions.

·         Job Specification- the capabilities that the job holder should possess form part of job specification. For example, education, training, experience, judgment, initiative, physical effort, physical skills, communication skills and emotional characteristics.