This paper critically evaluates the respective importance of IQ and
EQ for organizational
effectiveness. It does this by first
defining what is meant by IQ, EQ and organizational effectiveness. Once the author defines these concepts the essay then determines active strengths and weaknesses of both IQ and EQ in terms of their contributions toward organizational effectiveness. From the paper: "The reason for defining IQ in this way is that, in the author's opinion, all the major definitions, theories, standpoints and constructs of IQ have some aspect that can be described as a
cognitive ability that can in turn be identified by psychometric tests. This is because the
abilities represented by cognitive ability may be broad. "Knowledge about emotions is concerned with understanding both the determinants and consequences of
moods and emotions, and how they evolve and change over time. The central proposition of this construct is that people differ in their awareness and understanding of how different situations, events, people and other stimuli generate emotions. It further claims that appreciation of the consequences of moods and emotions also varies across individuals. In other words, some people have a rudimentary understanding of how they are influenced by feelings, while others are more insightful of the effects of emotions on their actions."
More summaries about the IQ and EQ