Employees' Emotional Intelligence, Motivation & Productivity, and Organizational Excellence: A Future Trend in HRD

“Accepting that emotional intelligence is a fledging category, this book is a novel attempt by the authors to explore this area in the context of an emerging economy like India. It combines qualitative and quantitative analysis to make a case for emotional intelligence, with particular emphasis on its effect on organizations. It also contains a very good introductory review of the topic that could be helpful to students, researchers and leaders of organizations. I have no doubt that this book will be a point of reference and departure for any future work on emotional intelligence.” (Anjan Chakrabarti, University of Calcutta, India)

“This is an interesting and a must-read book for researchers and HR   professionals.   Not   many   text   or   reference   books   are available on quantitative research on Emotional Intelligence to assess   the   organizational   productivity   in   Indian   context   and therefore, this book is a researcher’s delight.  Given the critical role   of   social   and   emotional   intelligences   in   explaining organizational achievements, this book delves deep to achieve excellence by addressing the problem of moral hazard in workplace.” (Dr Bivas Chaudhuri, All India Institute of Hygiene & Public Health, Government of India, Kolkata, India)

This book focuses on emotional intelligence, which has emerged as a factor in superior on-the-job performance and ability to lead an effective life.  Based on an emerging country, namely India, the book deviates from traditional approaches by focusing on non-cognitive rather than cognitive skills to explain and predict performance and achievements. It finds that those with strong intrinsic non-cognitive skills, like trustworthiness, conscientiousness, adaptability, initiative and commitment have a better chance of becoming effective leaders with enhanced service-orientation, empathy and conflict management skills –traits desired by any organization striving for efficiency.  It also demonstrates that while such imponderable, intrinsic skills matter, they cannot replace discernible psycho-social factors and hence, effective hiring strategies must focus on behavioural competence along with cognitive skills.

The book also discusses organizations’ desire to ensure a working environment that is vibrant and positive in an attempt to prevent unconstructive or disruptive factors and to ensure improved performances over time. The book is a valuable resource for corporate personnel, as well as for researchers and practitioners in the field.