1 | P a g e
EMOTIONAL INTELLIGENCE LEVELS ON GEN X &
GEN Y
Dr. Kiran Kumar Thoti
Asst Professor (SL), Sree Vidyanikethan Institute of Management, Sree Sainath Nagar, A. Rangampet, Tirupati, Chittoor (DST), Andhra Pradesh, (India)
ABSTRACT
Emotional Intelligence allows us to think more creatively and to use our emotions to solve problems. Emotional Intelligence probably overlaps to some extent with general intelligence. The emotionally intelligent person is skilled in four areas: Identifying emotions, using emotions, understanding emotions and regulating emotions.
The research was conducted in coco-cola industry employees near Tirupati and the research is considered as the framework or plan for a study that guides as well as helps the data collection and analysis of data. The research design may be exploratory, descriptive and experimental for the present study. The descriptive research design is adopted for this research. The study sample constitutes 100 respondents constituting in the research area. The population of the organization is 300 persons, among 100 were consider or taken as sample size. The sampling technique used for this study is Convenience sampling. Keywords:
Emotional Intelligence (EI), Human Resource (HR), Emotional Intelligence Quotient (EQ)
I. INTRODUCTION
Emotional intelligence quotient, or EQ, is a term that is being used more and more within human resources departments and that is making its way into executive board rooms. This article will help shed some light on what EQ is, how it is different from personality, and how it has proven to impact the bottom line in the workplace. Emotional Intelligence is one of the most important concepts introduced to psychology and management in the last decade. The purposes of this study were to determine the effect of labour's emotional intelligence on job satisfaction. EQ is defined as a set of competencies demonstrating the ability one has to recognize his or her behaviours, moods, and impulses, and to manage them best according to the situation.
Typically, "emotional intelligence" is considered to involve emotional empathy; attention to, and discrimination of one's emotions; accurate recognition of one's own and others' moods; mood management or control over emotions; response with appropriate (adaptive) emotions and behaviours in various life situations (especially to stress and difficult situations); and balancing of honest expression of emotions against courtesy, consideration, and respect (i.e., possession of good social skills and communication skills). Additional, though less often mentioned qualities include selection of work that is emotionally rewarding to avoid procrastination, self-doubt, and low achievement (i.e., good self-motivation and goal management) and a balance between work, home, and recreational life. In essence, EQ is the pattern of how people's biases in their thinking leads them to think one
2 | P a g e
thing or choice is better than another, as well as their clarity in differentiating within those biases to exercise clear and sound judgment.The concept of Emotional Intelligence (EI) is an umbrella term that captures a broad collection of individual skills and dispositions, usually referred to as soft skills or inter and intra-personal skills, that are outside the traditional areas of specific knowledge, general intelligence, and technical or professional skills. Most of the authors on the topic note that in order to be a well adjusted, fully functioning member of society (or family member, spouse, employee, etc.), one must possess both traditional intelligence (IQ) and emotional intelligence (dubbed EQ). In 1997, Mayer and Salovey described four abilities that contribute to emotional Intelligence:
1. Perception: It involves accurate verbal and non-verbal expression and appraisal of emotion.
2. Assimilation: It involves generation of emotion to assist in problem-solving.
3. Understanding: It involves acquisition of emotion knowledge designed to promote intellectual and emotional growth.
4. Management of emotion: It involves regulation of emotion in the self and in others.
A. Who are generation X and Y? Generation is defined as people that are grouped within certain range of ages, location they live and significant life events they experienced at critical developmental stages (kupperschmidt 2000). There are many generations like the silents (1925-1945), baby boomers (1946- 1964), generation X(1965-1976), generation Y(1977-1994), generation Z born after 1995. Each generation has its own unique combination of experiences, expertise, prospective and expectations. It is believed that their similarities in terms of work values, attitudes, preferences, expectations, perceptions and behaviors are fettled from same or hemophilic historical, economic and social experiences(Smola&Sutton 2002: Zemke ,2000). Presently our paper is related to only generation X & Y.
B. Generation X: Generation X refers to as lost generation that are born between 1966-1976 and reaching their age of 36 to 46 years old as of year 2012(William 2008, Ttay 2011). These people learn from their elders to follow company rules and regulations to secure their jobs (Dougan ,2008). The following are the few characteristics of Generation X:
• Expect to work hard and be paid well • Used to working with technology
• Prefer cash and salary to options • Expect immediate and ongoing feedback
• Comfortable giving feedback to others • Work in multicultural settings
• Want some fun in the workplace • Want the promise of future promotions
• Concerned with maintaining a fulfilling • Skeptical of long-term commitments
Personal life • More loyal to their profession than to their employer• Not opposed to switching jobs for more Money C. Generation Y: Generation Y is well known as millenniums who are born in between 1977 to
1994(William, 2008, Tay 2011). These people are perceived to be more cooperative and optimistic than their elders as most of them have high educational background. The following are the characteristics of Generation Y:
• Expect close and frequent contact with supervisor • Want to give input
• Need to see how work makes a difference •Want state-of-the-art technology
• Expect full disclosure • don‟t expect to stay in a job too long
3 | P a g e
• Like working in teams • Want clearly stated goals
• Expect to be paid for what they do, not how • Want to be challenged much time spent
• Want to be at top of chain right away • require frequent feedback and training
Emotional intelligence: Emotional intelligence is define by Goleman (1998) as the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in us and in our relationships. Emotional intelligence enhances the emotional and social competencies which are the basic factors for success. In this present study few factors are considered for analyzing the emotional intelligence levels of the employees belonging to various groups. The factors considered are:
Emotional self awareness: Self-awareness and self-knowledge are two important components of emotional intelligence. Self-awareness is the ability to recognize one‟s own feelings.
Self confidence: self confidence which is a strong sense of one‟s self worth and Capabilities. Emotional self control: Awareness of one‟s emotions is also the aspect of emotional intelligence. The emotionally intelligent will manage his emotions rather than the emotions manage him.
Achievement: it drives to improve the standard of excellence.
Developing others: Emotionally intelligent person sensed the other person‟s needs and abilities.
Conflict management: the emotionally intelligent person will resolve all sorts of arguments
II. NEED OF THE STUDY
This study considers the EI levels of the Gen X and Gen Y employees and it is performed based on the sample size taken from the company. The study conducted is helpful to the organization to conduct research on emotional levels based on the parameters to take the decisions and to sort out the factors which improves the emotional levels of the Gen X and Gen Y employees towards their work.
III. OBJECTIVES OF THE STUDY
To study the EI levels of gen X and gen Y employees.
to study the EI levels with the parameters
A. emotional self awareness D. developing others
B. emotional self control E. conflict management
C. achievement F. self confidence
IV. HYPOTHESIS
Ho1: There is no significant relationship of EI levels on Gen X employees.
HA1: There is significant relationship of EI levels on Gen X employees.
Ho2: There is no significant relationship of EI levels on Gen Y employees
4 | P a g e
HA2: There is significant relationship of EI levels on Gen Y employees.
V. RESEARCH METHODOLOGY
Research methodology is the systematic way to solve the research problem. It gives an idea about various steps adopted by the researcher in a systematic manner with an objective to determine various manners.
VI. RESEARCH DESIGN
A research is considered as the framework or plan for a study that guides as well as helps the data collection and analysis of data. The research design may be exploratory, descriptive and experimental for the present study. The descriptive research design is adopted for this research.
VII. RESEARCH APPROACH
The research worker contacted the respondents personally with well-prepared sequentially arranged questions. The questionnaire is prepared on the basis of the objectives of the study. Direct contrast is used from survey i.e., contacting employees directly in order to collect data
VIII. SAMPLE SIZE
The study sample constitutes 100 respondents constituting in the research area. The population of the organization is 300 persons, among 100 were consider or taken as sample size. The sampling technique used for this study is Convenience sampling.
IX. SAMPLING AREA
The study is conducted with the employees at Hindustan Coca-Cola Beverages Pvt.Ltd., Srikalahasthi.
X. SOURCES OF DATA
Most of the data is collected by the researchers through questionnaire and face –to-face interview
XI. RESEARCH INSTRUMENT
The researcher has used a structured questionnaire as a research instrument tool which LIKERT SCALE is used in order to get data. Thus, questionnaire is the data collection instrument used in the study. All the
5 | P a g e
questions in the questionnaire are organised in such a way that elicit all the relevant information that is needed for the study.XII. TOOLS OF ANALYSIS:
The statistical tools used for analysing the data collected are percentage method and two-way ANOVA.
XIII. SCOPE OF THE STUDY:
It is useful to identify the impact of emotional intelligence of generation X and generation Y employees in an organization. This study helps the management to find the perception of the employees towards their work and it is helpful to the organization for conducting further research. This study will help the management to increase the parameters of the emotional levels like emotional self-awareness, emotional self-control, achievement, developing others, conflict management and self-confidence among employees..
XIV. LIMITATION OF THE STUDY:
The survey is subjected to the bias and prejudices of the respondents. Hence 100% accuracy can‟t be assured.
The researches was carried out in a short span of time, where in the researcher could not widen the study.
XV. DATA ANALYSIS
Fig. 1: Recognize the situations that trigger own emotions
Inference: From the above table, 67% agreed, 21% strongly agreed, 12% are neutral and 0% disagrees and strongly disagrees in recognizing the situations that trigger own emotions.
6 | P a g e Fig. 2: Feel confident to work without the need for direct supervision
Inference: From the above table, 48% agreed, 37% strongly agreed, 15% are neutral and 0% disagrees and strongly disagrees in performing their work confidently without any direct supervision.
Fig.3: I behave calmly in stressful situations.
Inference: From the above table, 56% agreed, 28% strongly agreed, 16% are neutral, 0% disagrees and strongly disagrees of behaving calmly in stressful situations.
Fig. 4: I make decisions, set priorities and choose goals on the basis of calculated costs and
bonus.
7 | P a g e
Inference: From the above table, 62% agreed, 26% strongly agreed, 12% are neutral and 0% disagreed and strongly disagreed in making decisions, setting priorities, and choosing goals on the basis of calculated costs and benefits.Fig. 5: Employees express positive expectations about others potential.
Inference: From the above table, 63% agreed, 24% strongly agreed, 12% are neutral, 1% disagreed and 0%
strongly disagreed in expressing positive expectations about others potential
Fig. 6: I bring disagreements and grievance into the open.
Inference: From the above table, 64% agreed, 24% strongly agreed, 12% are neutral, 0% disagreed and strongly disagreed in bringing disagreements and grievances into the open.
XVI. HYPOTHESIS T ESTING
Type III sum of Squares DF Mean Square F Sig.
0.001 1 0.001 0.009 0.926
1659.001 1 1659.001 20279.514 0.000
0.001 1 0.001 0.009 0.926
8.017 98 0.082
1683.556 100
8.018 99
8 | P a g e Table No. 1: R Squared = .000 (Adjusted R Squared = -.010)
INTERPRETATION:
H0: The age of the employees have significant effect on Emotional Self Awareness levels of the employees. For analyzing the above hypothesis Univariate ANOVA is used & the results are interpreted in the above table. From the table V, the significance „P‟ is 0.926>0.05 at 95% confidence level. So the null hypothesis should be accepted. Hence it can be concluded that “the age of the employees will have significant effect on emotional self awareness levels of the employees.RELIABILITY TEST
Cronbach's Alpha Cronbach's Alpha Based on Standardized Items N
.603 .593 100
Table No. 2: Cronbach‟s Alpha Number NORMALITY TEST
Skewness & Kurtosis
Age Statistic Std. Error
I express my own feelings
Gen X Skewness -.696 .354
Kurtosis 2.855 .695
Gen Y Skewness .216 .322
Kurtosis .722 .634
Know how own feelings impact own performance
Gen X Skewness -1.445 .354
Kurtosis 10.219 .695
Gen Y Skewness .087 .322
Kurtosis .325 .634
I recognize the situations that trigger own
emotions.
Gen X Skewness -.113 .354
Kurtosis -.355 .695
Gen Y Skewness -.003 .322
Kurtosis .002 .634
Table No. 3: Normality Test result
Normality test is conducted for testing the normal distribution of the questionnaire. To identify the skewness and kurtosis the statistic values must be divided by the standard error. The results indicate that the questions are little skewed and kurtotic.
XVII. HYPOTHESIS ANALYSIS:
H01: The age of the employees will have significant effect on emotional self awareness levels of the employees.
The null hypothesis should be accepted. Hence it can be concluded that “the age of the employees will have significant effect on developing others of the employees”.
9 | P a g e
H02: The age of the employees will have significant effect on self confidence levels of the employees.
The null hypothesis should be accepted .Hence it can be concluded that “The age of the employees will have significant effect on self confidence levels of the employees”.
H03: The age of the employees will have significant effect on emotional self control levels of the employees.
The null hypothesis should be accepted. Hence it can be concluded that “The age of the employees will have significant effect on emotional self control levels of the employees.”
H04: The age of the employees will have significant effect on achievement levels of the employees.
The null hypothesis should be accepted. Hence it can be concluded that “The age of the employees will have significant effect on achievement levels of the employees”.
H05: The age of the employees will have significant effect on developing others of the employees The null hypothesis should be accepted. Hence it can be concluded that “The age of the employees will have significant effect on developing others of the employees”.
H06: The age of the employees will have significant effect on conflict management levels of the employees.
The null hypothesis should be accepted. Hence it can be concluded that “the age of the employees will have significant effect on conflict management levels of the employees”.
FINDINGS
Emotional Self Awareness: Most of Gen X and Gen Y employees have more self awareness to their work as few of them have emotional self awareness among their work.
Self Confidence: Most of the employees have confidence on them while performing their work.
Emotional Self Control: Most of employees can control themselves emotionally while performing the job and few can‟t hide their feelings.
Achievement: Most of the employees are capable of achieving individual and company‟s goals.
Developing others: Most of the employees have more interest in developing others by giving feedback, mentoring, coaching and recognizing strengths.
Conflict Management: Most of the employees will manage the conflicts by bringing grievances, on issues involved rather than on the persons, into the open with common ideas.
XVIII. CONCLUSION
Emotional intelligence is involved in the capacity to perceive emotions, assimilate emotion-related feelings, understand the information of those emotions, and manage them. Organizations and the conscious, achievement-oriented managers need a high rate of "emotional intelligence" to be successful.
In present study, variable emotional intelligence has been operational with the help of six parameters. These parameters include: Emotional self awareness, Self Confidence, Emotional Self control, Achievement, Developing Others and Conflict Management.
10 | P a g e
This study aimed to analyze the emotional intelligence according to generations, and as a result, it is proved that emotional intelligence does not differ between generation X and Y. Each generation has different values and frame of mind but emotional intelligence is unconnected and common variable therefore emotional intelligence should be evaluated independently of generations.
REFERENCES
[1]. Law, K.S., Wong, C.S. & Song, L.J. (2004). The construct and criterion validity of emotional intelligence and its potential utility for management studies, Journal of Applied Psychology, 89, 3, 483-496.
[2]. Personnel and human resource management, P.SubbaRao, Himalaya publishing house, Mumbai.
[3]. Dr.Rupali OSR- Journal of Business and Management (IOSR-JBM) e-ISSN: 2278-487X, p-ISSN: 2319- 7668.Influence of Employer Branding on Satisfaction and Commitment of Generation Y Employees [4]. Caroline NgonyoNjoroge, Global Journal of Management and Business Research: Administration and
ManagementVolume 14 Issue 3 Version 1.0 Year 2014Type: Double Blind Peer Reviewed International Research JournalPublisher: Global Journals Inc. (USA) Online ISSN: 2249-4588 & Print ISSN: 0975-5853.
[5]. Attitudinal differences between generation-x and older employees; International Journal of OrganisationalBehaviour, Volume 6(3), 320-333 ISSN 1440-5377 © N Ferres& A Travaglione.
[6]. Prof S. Ganesan, Ph.D. Director General, Suguna Spark Business School, Coimbatore, Journal of Marketing and Consumer Research ISSN 2422-8451 An International Peer-reviewed JournalVol.6, 2015.
