Individual & Group Dynamics Project

To compare the Attitude of IMT Student with desired work related attitude:
Emotional Intelligence

Group 4 Section E
Anurag Singh - 150101027
Karthik kumer P - 150102049
Khushboo Somani - 150103078
Mridul Kalra -150103096
Siddharth Burman - 150101113
Tanmay Swarup - 150103191
Akash Gupta - 150103021
Krittika Mehrotra - 150101063

Introduction
Attitudes are evaluative statements or judgments concerning objects, people or events and they
can have a significant effect on employee behavior at work place and also on an organization as a
whole. Attitude of employees is hard to measure even though it is one of the critical factors for
success in an organization. Also, good and bad employee attitudes tend to have a huge impact on
the productivity of business, directly or indirectly through other job-related factors. Also,
personal attributes like being a people person, being proactive, or being keen to learn new things
cannot be imparted through training. Hence during hiring process, companies weigh attitudinal
characteristics very heavily.
Employers do not ignore technical skills but they place good importance on soft skills too.
Employers gain a lot from this hiring strategy. By focusing on attitudinal characteristics that
align with their organization, they reinforce their distinctive organizational culture with each new
hire. And because they hire people whose values align with their culture, the end result is a
workforce that is happier, more engaged and less likely to turnover.

Effect of attitude

Engagement: The first effect subject to employee attitude is engagement. Employees that
have a negative attitude toward their organization are more prone to be withdrawn,
satisfying the requirement with the slightest measure of work conceivable and at the most
at minimal quality level. This disposition of withdrawal, separation and lack of concern
toward the organization's health is expensive for the employer due to decreased
productivity and profitability. Employees with the same capabilities and aptitude levels
are found to be more profitable if they have a positive attitude toward work, and feel
attached, committed and invested into the accomplishment of the organization.
Retention: Based on their attitudes toward work, employees feel more or less committed
to their job. Those with a generally negative viewpoint at their work condition have no
motivation to put efforts into the future of the organization. They may leave the
organization at any time and may very well be sitting tight for the right opportunity. High
worker turnover costs the organization dearly in various ways. For example, an
organization spends a considerable amount of money on recruitment & training of a new
employee which goes as a negative investment and also the incomplete work being left
behind may have critical timelines. On the other hand, representatives with positive
attitudes toward the occupation are more inclined to build up a feeling of responsibility
and commitment to the business and stay with the organization for a longer duration,
bringing down turnover expenses and expanding profitability through experience.
Work Environment: Workplace attitudes, both positive and negative, are infectious and
heavily affect the work environment. Negative representative states of mind can have an
expansive influence. Diminished trust and goodwill toward associates hurt joint effort,
diminishing productivity and profitability. A negative social environment singles out
individual workers and can make the individual leave the organization. On the other
hand, positive attitudes make coordination and collaboration more productive and
beneficial. The empowering social environment that comes from the positive attitude
provides motivation for the employees to be part of the team and work for the success of
the organization.

Client Interaction: Positive attitudes have heavy bearing on customer or client

interactions and is a reliable predictor of customer satisfaction. Even workers who do not
have direct contact with customers can impact through their attitude the level of
consideration and customer service. A negative disposition is prone to show
disengagement from clients and absence of sympathy toward their needs. Clients are a
disturbance and a burden to representatives with negative attitude. Then again, a positive
attitude results in politeness, passionate engagement and a genuine sympathy toward the
prosperity and fulfillment of the client.

Reasons: Why New Hires Fail

As per a study conducted by Leadership IQ, a leadership and hiring skills training company,
about companies hiring tactics and new hires' performance, personality and potential, it was
found out that coachability, emotional intelligence, motivation and temperament are much more
predictive of a new hires' success or failure. Technical skills really matter to measure their
competency to do a specific work but contrary to popular belief are not the primary reason why
new hires fail; instead, poor interpersonal skills dominate the list.
For the study, they interviewed managers about their hiring tactics and new hires' performance,
personality and potential. Upon completing the 5,247 interviews, Leadership IQ compiled and
categorized the following top five reasons for the failure of the new recruits.
1. Coachability or Adaptability: The ability to accept and implement feedback from bosses,
colleagues, customers and others.
2. Emotional Intelligence: The ability to understand and manage one's own emotions, and
accurately assess others' emotions.
3. Motivation: drive to achieve one's full potential and excel in the job.
4. Temperament: personality suited to the particular job and work environment.
5. Technical Competence: Functional or technical skills required to do the job.

Emotional intelligence
Salovey and Mayer defined emotional intelligence as the ability to perceive emotions, to access
and generate emotions so as to assist thoughts, to understand emotions and emotional
knowledge, and to reflectively regulate emotions so as to promote emotional and intellectual
growth
Daniel Goleman also popularized emotional intelligence to a wide audience with his 1995 book
of same name. He found that while the qualities traditionally associated with leadership such as
intelligence, toughness, determination and vision are required for success, but they are
insufficient. Truly effective leaders are also distinguished by a high degree of emotional
intelligence, which includes:
1. Self-awareness:- The ability to realize what one is feeling at a point of time, to understand the
emotional responses that one projects by habit and how various emotions affect ones
behavior and performance. People with self-awareness are able to judge themselves properly

2.
3.
4.
5.

and when dealing with situations, they are able to perceive an issue from the perspective of
the other person.
Managing emotions: - The ability to stay focused and think clearly even when experiencing
powerful emotions. Being able to manage your own emotional state is essential for taking
responsibility for your actions, and can save you from hasty decisions that you later regret.
Motivating oneself: - The ability to pick oneself up after failures and work towards achieving
targets. Motivation shows resilience and self-confidence. It helps to take up initiatives and
overcome difficult situations.
Empathy: - It is the ability to sense and see another persons feeling or emotional state of
mind and act accordingly. Self-awareness is essential for empathy because a person who
cannot read ones own emotional state of mind will not be able to sense others state of mind.
Social Skill: - The ability to manage, influence and inspire emotions in others. Being able to
handle emotions in relationships and being able to influence and inspire others are Essential
foundation skills for successful teamwork and leadership.

Emotional intelligence plays an important role in work related attitudes like work satisfaction,
performance, commitment and retention.
In our project, we will be focusing on the five dimensions of emotional intelligence and study the
same of IMT students.

Methodology
Samples and sampling procedures
A groups 51 MBA post graduate students of IMT were evaluated under five dimensions of EI
defined in this study. The sample included a variety of student having various job experiences at
IMT. Questionnaires were distributed to students through a Google form for the convenience of
the respondents. Respondents were instructed to complete the questionnaire by giving their
instinctive and objective answers giving proper thought to the applicability of the questions.
Evaluation tool or Questionnaire
To assess the attitude of the managerial students at IMT, we have used a questionnaire developed
by London Leadership Academy for measuring emotional intelligence under five dimensions, as
described by Daniel Goleman. In the questionnaire there are 50 questions and for every question
responses are to be taken on a 5 point scale (1 being never applicable and 5 being applicable all
the time). Post survey, the evaluation is done by categorizing the person under three heads
namely high, medium and low showing the persons strength and potential development area.
The questionnaire and the evaluation method are given in appendix 1.

Hypothesis
IMT being one of the premium institutes of India, selects students after following a very rigorous
selection process. Students are first short listed on the basis of CAT/XAT/GMAT percentile and

then go through written assessment and personal interview in which various qualities are
evaluated. After selection, these student are trained and educated with the objective of creating
management leaders who can survive in the ever-changing business landscape. So our hypothesis
would be that the student are in high category in all the five dimensions of emotional intelligence
as given by Daniel Goleman.
Ho: - p <= 35 & H1:- p > 35

Data Analysis and Result

For the purpose of the study, data was collected from a sample of 51(fifty one) students
distributed among first year and second year of IMT. Then, inferential statistics was used to
calculate sample descriptive statistic and population criteria were estimated on the basis on the
sample. Also the validity of the hypothesis i.e. the students are in high category in all the
dimensions of emotional intelligence (p > 35) was calculated on the basis of the sample data
taking the significance level 5 % (0.05). The following are the individual test and result.
Self-awareness

Self Awareness

33%

4%

63%

Low

Medium

High

Self-Awareness
Mean
Standard Error
Median
Mode
Standard Deviation
Sample Variance
Kurtosis
Skewness
Range

32.31372549
0.829594844
33
33
5.924492201
35.09960784
2.253904664
-0.923690179
30

Minimum
Maximum
Sum
Count
Confidence Level
(95.0%)
Lower Limit
Upper limit
T Critical
Alpha Value
Degree of freedom
Hypotheisis
T-Calc
P-Value

13
43
1648
51
1.666290283
30.64743521
33.98001577
2.008559112
0.05
50
35
3.238055938
0.002139971

The mean of the sample is 32.31 (Score rating). So for 95% confidence level, the population
mean for self-awareness would fall between 30.64 to 33.98 which fall in medium rating and also
on the basis of the p-value as p-value is less than alpha value (P-value < ) we reject the null
hypothesis. So we have enough data to say that student at IMT does not fall in high rating for the
self-awareness.
Managing Emotion

Managing Emotion
2%
51%

Low

47%

Medium

High

Managing Emotion
Mean
Standard Error
Median
Mode

33.470588
0.8791051
35
35

Standard Deviation
Sample Variance
Kurtosis
Skewness
Range
Minimum
Maximum
Sum
Count
Confidence Level
(95.0%)
Lower Limit
Upper limit
T Critical
Alpha Value
Degree of freedom
Hypotheisis
T-Calc
P-Value

6.2780664
39.414118
1.3812343
-0.676156
33
13
46
1707
51
1.7657346
31.704854
35.236323
2.0085591
0.05
50
35
1.739737
0.0880581

The mean of the sample is 33.47 (Score rating). So for 95% confidence level, the population
mean for managing emotion falls between 31.70 to 35.23 which is in both medium and high
rating. So we cannot reject or accept the hypothesis. On the basis of the p-value, we will check
our hypothesis, as p-value is more than alpha value (P-value > ), we cannot reject the null
hypothesis. So we have enough data to say that students at IMT do fall in high rating for the
managing emotion.
Motivating One Self

Motivating One Self

2%
35%
63%

Low

Medium

Motivating One Self

High

Mean
Standard Error
Median
Mode
Standard Deviation
Sample Variance
Kurtosis
Skewness
Range
Minimum
Maximum
Sum
Count
Confidence Level
(95.0%)
Lower Limit
Upper limit
T Critical
Alpha Value
Degree of freedom
Hypotheisis
T-Calc
P-Value

34.60784314
0.897525326
36
39
6.409612879
41.08313725
0.600621494
-0.754170112
33
15
48
1765
51
1.802732672
32.80511047
36.41057581
2.008559112
0.05
50
35
0.43693125
0.664042466

The mean of the sample is 34.60 (Score rating). So for 95% confidence level, the population
mean for Motivating One Self falls between 32.80 to 36.41 which is in both medium and high
rating. So we cannot reject or accept the hypothesis. On the basis of the p-value, as p-value is
more than alpha value (P-value > ), we cannot reject the null hypothesis. So we have enough
data to say that students at IMT do fall in high rating for the Motivating one self.

Empathy
Empathy
Mean
Standard Error
Median
Mode

33.98039216
0.785401207
34
31

Standard Deviation
Sample Variance
Kurtosis
Skewness
Range
Minimum
Maximum
Sum
Count
Confidence Level(95.0%)
Lower Limit
Upper limit
T Critical
Alpha Value
Degree of freedom
Hypotheisis
T-Calc
P-Value

5.608886507
31.45960784
2.065773379
-0.801076619
31
16
47
1733
51
1.577524751
32.40286741
35.55791691
2.008559112
0.05
50
35
1.298199995
0.200175067

Empathy
Low ; 4%
High; 47%

Low

Medium; 49%

Medium

High

The mean of the sample is 33.98 (Score rating). So for 95% confidence level, the population
mean for Empathy falls between 32.40 to 35.5 which is in both medium and high rating. So we
cannot reject or accept the hypothesis. On the basis of the p-value, as p-value is more than the
alpha value (P-value > ), we cannot reject the null hypothesis. So we have enough data to say
that students at IMT do fall in high rating for the Empathy.

Social Skill

Social Skill
Low ; 4%
Medium; 25%
High; 71%

Low

Medium

High

Social Skill
Mean
Standard Error
Median
Mode
Standard Deviation
Sample Variance
Kurtosis
Skewness
Range
Minimum
Maximum
Sum
Count
Confidence Level (95.0%)
Lower Limit
Upper limit
T Critical
Alpha Value
Degree of freedom
Hypothesis
T-Calc
P-Value

36.25490196
1.018204162
38
38
7.271432148
52.87372549
2.798891335
-1.342941103
38
11
49
1849
51
2.045123248
34.20977871
38.30002521
2.008559112
0.05
50
35
1.232465951
0.223539082

The mean of the sample is 34.60 (Score rating). So for 95% confidence level, the population
mean for Social Skills falls between 34.20 to 38.30 which is in both medium and high rating. So
we cannot reject or accept the hypothesis. On the basis of the p-value, as p-value is more than
alpha value (P-value > ), we cannot reject the null hypothesis. So we have enough data to say
that student at IMT do fall in high rating for Social Skills.

Limitations of the Study

1. Results are useful only when applied within correct context.
2. The data was limited to those which were obtained from respondents self-reported
responses to the questionnaire
3. The generalizability of findings is limited and can only be seen only as a indicative pattern
4. As the EQ test is based on procedure for sampling and quantifying human behavior to make
an inference about a particular psychological attribute, application to the population can be
subjective
5. Individuals ability to understand instructional material and intent behind the questionnaire
6. A psychological test can also be affected by the cultural experience, language, recency effect
and background of the formulator of psychological test

Conclusion and Suggestion

The aim of the study was to compare the attitude of the students of IMT, Ghaziabad using
emotional intelligence as the key criteria. Emotional Intelligence has been positively related to
employability and success of new hires by previous studies.
The results provided direct support to the hypotheses that IMT students have high emotional
intelligence in terms of managing emotions, motivating oneself, empathy and social skills but
failed to support hypothesis for Self-awareness. In other words, IMT student have significantly
high emotional intelligence for managing emotions, motivating oneself, empathy and social
skills but self-awareness among students needs improvement.

Appendix 1
Questionnaire and Evaluation method
Questionnaire (by London leadership Academy)
Sl.
No
.
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18

How much does each statement apply to you

Read each statement and decide how strongly the statement applies to
you.
Score yourself 1 to 5 based on the following guide.
1 = Does not apply ~ 3 = Applies half the time ~ 5 = Always applies
I can 'reframe' bad situations quickly
I am able to always motive myself to do difficult tasks
I am always able to see things from the other person's viewpoint
I am an excellent listener
I know when I am happy
I do not wear my 'heart on my sleeve'
I am usually able to priorities important activities at work and get on
with them
I am excellent at empathizing with someone else's problem
I never interrupt other people's conversations
I usually recognize when I am stressed
Others can rarely tell what kind of mood I am in
I always meet deadlines
I can tell if someone is not happy with me
I am good at adapting and mixing with a variety of people
When I am being 'emotional' I am aware of this
I rarely 'fly off the handle' at other people
I never waste time
I can tell if a team of people are not getting along with each other

Mark your score

that shows how
strongly
the statement
applies
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1

1
1
1
1
1
1
1
1
1
1
1

2
2
2
2
2
2
2
2
2
2
2

3
3
3
3
3
3
3
3
3
3
3

4
4
4
4
4
4
4
4
4
4
4

5
5
5
5
5
5
5
5
5
5
5

19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50

People are the most interesting thing in life for me

When I feel anxious I usually can account for the reason(s)
Difficult people do not annoy me
I do not prevaricate
I can usually understand why people are being difficult towards me
I love to meet new people and get to know what makes them 'tick'
I always know when I'm being unreasonable
I can consciously alter my frame of mind or mood
I believe you should do the difficult things first
Other individuals are not 'difficult' just 'different'
I need a variety of work colleagues to make my job interesting
Awareness of my own emotions is very important to me at all times
I do not let stressful situations or people affect me once I have left work
Delayed gratification is a virtue that I hold to
I can understand if I am being unreasonable
I like to ask questions to find out what it is important to people
I can tell if someone has upset or annoyed me
I rarely worry about work or life in general
I believe in 'Action this Day'
I can understand why my actions sometimes offend others
I see working with difficult people as simply a challenge to win them
over
I can let anger 'go' quickly so that it no longer affects me
I can suppress my emotions when I need to
I can always motivate myself even when I feel low
I can sometimes see things from others' point of view
I am good at reconciling differences with other people
I know what makes me happy
Others often do not know how I am feeling about things
Motivations has been the key to my success
Reasons for disagreements are always clear to me
I generally build solid relationships with those I work with
I realize immediately when I lose my temper

1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1

2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2
2

3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3
3

4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4

5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5
5

1
1
1
1
1
1
1
1
1
1
1

2
2
2
2
2
2
2
2
2
2
2

3
3
3
3
3
3
3
3
3
3
3

4
4
4
4
4
4
4
4
4
4
4

5
5
5
5
5
5
5
5
5
5
5

Assessment Method
1. Record your 1, 2, 3, 4, 5 scores for the questionnaire statements in the grid
below. The grid organizes the statements into emotional competency lists.
Calculate a total for each of the 5 emotional competencies.

Self-Awareness
Rating

Managing
Emotion Rating

Motivating One
Self Rating

Empathy Rating

Social Skill
Rating

1
6
11
16
21
26
31
36
41
46
Total (SA)

2
7
12
17
22
27
32
37
42
47
Total (ME)

3
8
13
18
23
28
33
38
43
48
Total (MO)

4
9
14
19
24
29
34
39
44
49
Total (EM)

5
10
15
20
25
30
35
40
45
50
Total (SS)

2. Interpret your totals for each area of competency using the following guide
Total
Rating
35-50
18-34
10-17

Interpretation
High. This area is a strength for you.
Medium. Giving attention to where you feel you are weakest
will pay dividends.
Low. Make this area a development priority.

3. Record your result for each of the emotional competencies: High, Medium or
Low.

References
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Daniel Goleman (2004). What Makes a Leader? Harvard Business Review (online) January
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2015]
Salovey,P and Mayer, J D (1990). Emotion Intelligence. Baywood Publication Co., Inc (1990).
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2015]
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