CONTENTS

S.No PARTICULARS PAGE No.

1 LIST OF TABLES 2
2 LIST OF CHARTS 3
3 INTRODUCTION 5
4 NEED FOR STUDY 7
5 SCOPE OF THE STUDY 8
6 OBJECTIVES OF THE STUDY 9
7 LIMITATIONS OF THE STUDY 10
8 RESEARCH METHODOLOGY 11
9 CONCEPTUAL REVIEW 13
10 DATA ANALYSIS AND 14
INTERPRETATION
11 SUMMARY OF FINDINGS 26
12 SUGGESTIONS 27
13 CONCLUSION 28
14 QUESTIONNAIRE 29
15 BIBLIOGRAPHY 31

1
 LIST OF TABLES

TABLE LIST OF TABLES PAGE

NO. NO.
EXHIBIT THE AGE GROUP OF THE
4.1 RESPONDENTS 30

EXHIBIT THE INCOME LEVEL OF THE

4.2 32
RESPONDENTS

EXHIBITING THE EDUCATIONAL

4.3 34
QUALIFICATION OF RESPONDENTS

4.4 EXHIBITING RELATIONSHIP WITH 36

COLLEAGUES

EXHIBITING RELATIONSHIP WITH

4.5 SUPERVISOR 38

DO YOU OFTEN GET WORRIED ABOUT YOUR

4.6 40
PROBLEMS?

EXHIBITING THE OBSTACLES OFTEN FACED

4.7 42
BY WOMEN FROM REACHING THEIR GOALS.
I FEEL UNEASY IN SITUATIONS WHERE I AM
4.8 EXPECTED TO DISPLAY AFFECTION. 44

DO YOU AGREE - IT IS BETTER TO REMAIN

4.9 46
COLD AND NEUTRAL UNTIL YOU REALLY GET
TO KNOW A PERSON?
I WORRY ABOUT THINGS THAT OTHER
4.10 PEOPLE DON'T EVEN THINK ABOUT. 48
EXHIBITING THE LEVEL OF SATISFACTION
4.11 OF PROMOTIONAL ACTIVITIES 50

2
 LIST OF CHARTS

CHART LIST OF CHARTS PAGE

NO. NO.
EXHIBIT THE AGE GROUP OF THE
4.1 RESPONDENTS 30

EXHIBIT THE INCOME LEVEL OF THE

4.2 32
RESPONDENTS

EXHIBITING THE EDUCATIONAL

4.3 34
QUALIFICATION OF RESPONDENTS

4.4 EXHIBITING RELATIONSHIP WITH 36

COLLEAGUES

EXHIBITING RELATIONSHIP WITH

4.5 SUPERVISOR 38

DO YOU OFTEN GET WORRIED ABOUT YOUR

4.6 40
PROBLEMS?

EXHIBITING THE OBSTACLES OFTEN FACED

4.7 42
BY WOMEN FROM REACHING THEIR GOALS.
I FEEL UNEASY IN SITUATIONS WHERE I AM
4.8 EXPECTED TO DISPLAY AFFECTION. 44

DO YOU AGREE - IT IS BETTER TO REMAIN

4.9 46
COLD AND NEUTRAL UNTIL YOU REALLY GET
TO KNOW A PERSON?
I WORRY ABOUT THINGS THAT OTHER
4.10 PEOPLE DON'T EVEN THINK ABOUT. 48
EXHIBITING THE LEVEL OF SATISFACTION
4.11 OF PROMOTIONAL ACTIVITIES 50

3
1. Introduction

2. Need of the
study

3. Scope of the
study

4. Objectives of
the study

5. Limitations of
the study

4
 INTRODUCTION
The term Emotional Intelligence is only a few years old. It was coined
by Daniel Goleman, who wrote the pioneering book on the subject. He
actually co-authored it with his wife, Tara, triggered by sitting through
many frustrating business meetings with her, particularly of boards they
both sat on.

He was only too aware that for some reason they weren't working well.
But it was his wife who was able to tune in to the emotional currents
beneath the surface of those meetings and identify the ones that
diverted the group's focus and energy, keeping them from getting their
business done. So how do we define Emotional Intelligence? Here's one
attempt, by Robert Cooper and Ayman Sawaf, in their excellent book
called Executive EQ (here that EQ stands for Emotional Quotient, Just
like IQ stands for Intelligence Quotient).

”It is the ability to sense, understand and effectively apply emotions as

a source of human energy, information, connection and influence.”
When we display high EQ we are able to maneuver through human
interactions in such a way that good things happen for all concerned.
Not just for you, at someone's expense, but for everyone. No one ever
said that going for win-win was easy, but that's what high EQ people
aim at. Now let me ask a question: do women have higher EQ than
men?

Why it wouldn't be unreasonable to expect women to have had to

develop higher EQ than men, simply in order to survive. We have to
manage without bulging biceps and in the absence of holding positions
of authority, whether in the family or beyond. And we have had to
become masters, or mistresses, of multi-tasking, involving all the
emotional strength which that requires. A key requirement for a high-
EQ person is excellent self-knowledge. And haven't we found that the
more powerful someone becomes, the more they risk getting out of
touch with who they really are and how they come across? And what

5
do powerful people have in common? Most of them are men! As people
become more powerful, those around them increasingly tell them what
they want to hear. The powerful think they're in touch. They imagine
their EQ is high. But it is not.

In today's organisations, life is highly disciplined. Managers have done

everything possible to make life rational and predictable, with
strategies and plans, structures and systems, procedures and rules. And
of course information technology has greatly enabled this approach. No
room for emotions here. Then, when we enter today's organisations we
enter a man's world, or to put it more precisely, a macho world. It is a
world where we focus ruthlessly on tasks. We're always in such a rush
that there's simply 'no time' to worry about the people who perform the
tasks. And because life is desperately competitive, we're perpetually
aiming to get one up on our colleagues – which we are deliberately
encouraged to do so by incentive schemes that reward individuals
rather than teams.

In this rat race if I win, I do so at your expense. There ain't room for the
two of us on the winner's podium. Little wonder that the environment
encourages us to work ever-longer hours, fly ever more miles to attend
ever more meetings. And then of course we expect to swap tales of our
heroic exploits over a few beers. No emotions here either. Just hard
guys doing hard things. Hard guys like Arnie 'the Governator' of
California, who described some of his opponents as 'girlie men' when
they failed to confront a tough political issue to his satisfaction. This
aversion to emotions in not just implicit. Managers have easily spelt out
why emotions are bad. They interfere with efficiency, reasoning and
judgement; are time wasting; and hold people back from taking the
necessary hard decisions. Rightly, in this sense, they say that emotions
get in the way of organisational effectiveness. Women – and men –
please note. But the challenges, the stresses and strains, are great in this
21st century of ours. Wall Street and its equivalents around the world
demand permanent growth of profits; and so corporate leaders keep
upping the ante on their people. Revenues must increase even as costs
continue to be squeezed.

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 NEED FOR THE STUDY
Working women are no longer a rarity and are now accepted
as an integral part of the working force. Organizations have
experienced a steady increase in the number of women
employees and this pattern is bound to continue in the future
as well.

♦ The need of the study is to find out the EQ level of

women specially working women.
♦ To evaluate number of alternative solution and to choose
the most appropriate solution for tackling with emotions.
♦ To find out the women’s attitude towards the emotions.
♦ To identify the problems faced by the women.

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 SCOPE OF THE STUDY

• This survey is about the perception & the emotional satisfaction

level of women in chennai.

• The sample size of project is 50 respondents

• The topic of the project is a study on women’s EQ.

• The area covered by the researcher is a part of Chennai city only.

• The duration given to the researchers to conduct the survey was

limited (i.e.) 15 days.

• The technique used to select the sample was non-probability

sampling (i.e.) convenience sampling.

• The data have been collected through questionnaire and analyzed

by constructing tables and diagram.

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OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVES:

The primary objective of the study is to know THE ROLE OF

EMOTIONAL INTELLIGENCE OF WOMEN.

SECONDARY OBJECTIVES:

To prove that the level of EMOTIONAL INTELLIGENCE IN

WOMEN IS EQUALLY IMPORTANT.

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 LIMITATIONS OF THE
STUDY

 The study is based on the opinions of the respondents and thus

they are not the respondents of the all the women.

 Survey conducted was restricted within the city of Chennai

due to time constraint .
 The number used to indicate satisfaction level is subjective. The
interpretation differs from women to women. The index will
have to be accepted with an understanding of women’s
psychology some of the factors have to be checked with the same
women over a period of time to understand satisfaction levels.
 The result of the study is subjected to personal bias of women.
 Time is major constraint.

 Time was a major constraints , so sample size was restricted

to 50 women.

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 RESEARCH METHODOLOGY
The purpose of research methodology is to describe research procedure.
It comprises defining and redefining problems, formulating hypothesis
or suggested solution. Collecting, organizing and evaluating data,
making deduction and reaching conclusions and at last carefully testing
the conclusions to determine whether they fit the formulating
hypothesis.

RESEARCH DESIGN:

Research design is an arrangement of conditions for collection

and Analysis of data in a manner that aims to combine relevance to the
research purpose with economy in procedure. It constitutes the blue
print for the collection, measurement and analysis of data.

DESCRIPTIVE RESEARCH:
Descriptive research includes surveys and fact-findings inquiries
of different ways. The major purpose of descriptive research is
description of state of affairs, as it exists at present. The main
characteristics of this method are that the researcher has no control over
the variables, he can only report that has happened. The methods of
research are survey methods of all kinds, including comparitive and co-
relational methods. The researcher has adopted descriptive method.

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SAMPLING METHOD:

The sampling technique used is “simple random sampling”.

Simple random sampling refers to that sampling technique in which
each and every unit of the population has an equal opportunity of being
selected in the sample .In simple random sampling which items get
investigator doesn’t influence the solution .It should be noted that
word “ random “ doesn’t mean “haphazard“ or “ hit-or-miss”. It’s
rather means that the selection process is that the selection process is
that the chance only determines which item shall be included in the
sample.

SAMPLE SIZE:
The sample size consists of 50 women.

TOOLS OF DATA COLLECTION:

The researcher should keep in mind two types of data while
collecting data viz, primary data and secondary data.

COLLECTION OF DATA THROUGH

QUESTIONNAIRE:

The method of data collection is quite

popular. A questionnaire consists of a member of question sprinted or
typed in a definite order on a form or a set of forms. The questionnaire
is given to the respondents with a respect to answer the questions on
their own.

CONCEPTUAL REVIEW

12
The Five Components of Emotional Intelligence of women
• Self-Awareness
People with a healthy sense of self-awareness are "comfortable
in their own skin." They understand their strengths, weaknesses,
emotions, and impact on others. One of the most telling signs of
self-awareness is how well a person responds to constructive
criticism.

• Self-Regulation
Not only do the emotionally intelligent understand their
emotions, but also they can demonstrate maturity and restraint
when revealing them. They do not squelch their feelings, instead
expressing them in a manner that shows a high level of judgment
and control.

• Motivation
Managers generally are ambitious. However, emotionally
intelligent leaders are motivated by a strong inner drive, not
simply money or titles. They are resilient and optimistic in the
disappointments. It takes a lot to break their spirit or thwart their
confidence.

• Empathy
Managers with empathy are not necessarily easy on their staffs.
They do, however, possess the compassion and understanding of
human nature that enables them to connect emotionally with
others. Empathy allows them to provide stellar customer service
and respond genuinely to an employee’s frustration or concern.

• People Skills
Emotionally intelligent managers are widely respected by their
bosses, peers, and employees. They like people and are savvy
enough to know what makes them tick. Their ability to quickly
build rapport and trust with those on whom they depend seems
almost second nature.

13
 Data
Analysis
and
Interpret
ation

14
 Table 4.1

Exhibiting the age group of the respondents

S.N NO. OF
O PARTICULARS RESPONDENTS PERCENTAGE
1 15-30 years 9 15
2 30-45 years 18 45
3 45-60 years 12 24.6
4 60- 75 years 11 15.4
TOTAL 50 100

15
 CHART 4.1

NO. OF RESPONDENTS

THE AGE GROUP OF RESPONDENTS

50
40
30
20
10
0

15-30 years 30-45 years 45-60 years 60- 75 years

AGE GROUP

NO. OF RESPONDENTS

16
 Table 4.2

Exhibiting the income level of the respondents

NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Below Rs.30000 7 15
Between Rs.30000-
2 Rs50000 21 43
Between Rs.50000-
3 Rs.150000 17 37
4 Above Rs.150000 5 10
TOTAL 50 100

17
 CHART 4.2

THE INCOME GROUP OF RESPONDENTS

RESPONDENTS

50
NO. OF

43
40 37
30
20 15
10
10
0

Below Rs.30000 Between Rs.30000- Rs50000

Between Rs.50000- Rs.150000 Above Rs.150000

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 Table 4.3

Exhibiting the educational qualification of

respondents

NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 10 + 2 5 2
2 Diploma 10 20
3 UG 20 40
4 PG 15 38
TOTAL 50 100

19
 CHART 4.3

PERCENTAGE

2%
20%

38%
10 +2
Diploma
UG
PG

40%

20
 Table 4.4

Exhibiting the relationship with colleagues

NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Good 10 24
2 Excellent 20 34
3 Poor 15 22
4 Very poor 5 20
TOTAL 50 100

21
 CHART 4.4

40
34
35
30
24
25 22
20
20 P ERC ENTAGE
15
10
5
0

22
 Table 4.5

Exhibiting Relationship with supervisor

NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Good 10 24
2 Excellent 20 34
3 Poor 15 22
4 Very poor 5 20
TOTAL 50 100

23
 CHART 4.5

R E L A T IO N W IT H S U P E R V IS O R

34
40
24 22 20
20

0
PERCENT AG E

Good E x c e lle n t
Poor V e ry p o o r

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 Table 4.6

Do you often get worried about your problems?

NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Regularly 18 36
2 Often 17 34
3 Rarely 10 20
4 Almost never 5 10
TOTAL 50 100

25
 CHART 4.6

36 34
40

30 20
20 10
10

0
PERCENT AG E

R e g u la r ly
O f te n R a r e lyA lm o s t n e v e r

26
 Table 4.7

Exhibiting the obstacles often faced by women from

reaching their goals.

NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Regularly 18 36
2 Often 17 34
3 Rarely 10 20
4 Almost never 5 10
TOTAL 50 100

27
 CHART 4.7

10%

20% 36%

34%

R e g u la r ly
O ft e n R a r e lyA lm o s t n e v e r

28
 Table 4.8

I feel uneasy in situations where I am expected to

display affection.

NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Regularly 5 10
2 Often 9 18
3 Rarely 26 52
4 Almost never 10 20
TOTAL 50 100

29
 CHART 4.8

60

50

40

30

20

10

0
R e g u la r ly O fte n R a re ly A lm o s t n e v e r
P E R C E N T A G E1 0 18 52 20

30
 Table 4.9

Do you agree - It is better to remain cold and

neutral until you really get to know a person?

NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Strongly Agree 10 20
2 Agree 15 30
3 Disagree 20 40
4 Strongly Disagree 5 10
TOTAL 50 100

31
 CHART 4.9

50

40
30
20
10
0
S t r o n g l yA g r e e D i s a g r eSe t r o n g l y
P E R C E N T A G2 0E 30 40 10

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 Table 4.10

I worry about things that other people don't even

think about.

NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Regularly 11 22
2 Often 14 28
3 Rarely 17 34
4 Almost never 8 16
TOTAL 50 100

33
 CHART 4.10

A lm o s t n e v e r 16

R a r e ly 34

O fte n 28

R e g u la r ly 22

PERCENTAGE

34
 Table 4.11

I am not satisfied with my work unless someone else

praises it

NO. OF
S.NO PARTICULARS RESPONDENTS PERCENTAGE
1 Very true 12 24
2 Mostly true 13 26
3 Mostly not true 18 36
4 Not true at all 7 14
TOTAL 105 100

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 CHART 4.11

100
N o t tr u e a t a ll
80
M o s t ly n o t t r u
60
M o s t ly tr u e
40 V e r y tr u e
20
0
PERCENT AG E

36
 SUMMARY OF FINDINGS
1. The study show that a maximum of 45% of respondents fall under

the age group of 30- 45years.

2. 41.5% of respondents that are under the income group of Rs 30,000
– Rs 50,000.
3. The study shows that most of the respondents are either graduates or
post graduates.
4. Majority of 35% of the respondents have very good friendly relation
with their colleagues.
5. From the study it is interpreted that a 32.4% of respondents have a
frank and friendly relation with their supervisors.
6. Most of the women get often worried about their problems.
7. 51.5% of the total women face obstacles and find difficulty in
reaching their goals as compared to men.
8. majority of women rarely feel uneasy in displaying affection.
9. A majority of 38% of respondents perceive that the price of Franch
Herb product is nominal.

SUGGESTION and
RECOMMENDATIONS

37
1. Label your feelings, rather than labeling people or
situations.

2. Distinguish between thoughts and feelings

3. Take responsibility for your feelings.

4. Use their feelings to help them make decisions.

5. Show respect for other people's feelings.

6. Feel energized, not angry.

7. Validate other people's feelings.

8. Practice getting a positive value from their negative

emotions.

9. Don't advise, command, control, criticize, judge or

lecture to others.

10. Avoid people who invalidate them, or don't respect

their feelings

38
 CONCLUSION

It can therefore be concluded that if women are proficient in

these competencies, their higher emotional intelligence scores might
reduce the discrimination they face during attempts to rise in
management positions, and instead advertise women as skilled leaders.
However, this could become possible if the organization takes
proactive decision and formulates policies, which promote participation
and progress of women. The first question arises as to whether the
organizations, in which females are working for, are treating them
equal and giving them their rights. The biggest obstacle to any
corporate change is the reluctance of leaders to see the need for this
change. When an organization acknowledges and accepts that women
should be full participants in the management of the organization,
implementing a solution is neither difficult nor expensive.

WOMEN’S CHRISTIAN COLLEGE

DEPARTMENT OF MANAGEMENT STUDIES

39
 I am a first year M.A. HRM student undertaking a survey of
"EMOTIONAL INTELLIGENCE OF WORKING WOMEN" in
"CHENNAI". This exercise is a part of the project towards fulfilling the
requirement of M.A. HRM course. I could be obliged if you provide me
with some of your time to answer a few questions, which will be
strictly confidential purely used for academic purpose.

QUESTIONNAIRE
1. Name :

2. Age :
a) 15-30 years c) 45-60 years
b) 30-45 years d) 60- 75 years

3. Income:
a) Below Rs.30000
b) Between Rs.30000- Rs50000
c) Between Rs.50000- Rs.150000
d) Above Rs.150000

4. What is your educational qualification?

a) 10 + 2 b) UG c) Diploma d) PG

5. Relationship with colleagues?

a) good b) excellent
c) poor d) not in touch

6.Relationship with supervisor?

a) good b) excellent
c) poor d) average

7. Do you often get worried about your problems?

a) Regularly b) Often

40
c) Rarely d) Almost never

8. When I resolve to achieve something, I run into obstacles that keep me

from reaching my goals.
a) Regularly b) Often
c) Rarely d) Almost never

9. I feel uneasy in situations where I am expected to display affection.

a) Regularly b) Often
c) Rarely d) Almost never

10. It is better to remain cold and neutral until you really get to know a
person
a) strongly agree b) Agree
c) disagree d) strongly disagree

11. I worry about things that other people don't even think about.
a) Regularly b) Often
c) Rarely d) Almost never

12. I am not satisfied with my work unless someone else praises it.
a) Very true b) Mostly true
c) Mostly not true d) Not true at all

41
 BIBLIOGRAPHY

Dan Goleman

THE EMOTIONALLY INTELLIGENT WORKPLACE

 Jeanne Segal

PRACTICAL GUIDE

 Authorstream.com

 Slideshare.net

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