The most valued emotional intelligence traits for managers
Majaniemi, Niina (2016)
Turun ammattikorkeakoulu
2016
All rights reserved
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2016112116718
https://urn.fi/URN:NBN:fi:amk-2016112116718
Tiivistelmä
Emotional intelligence has been gaining increasing interest in todays business environment. In this thesis, the main question is asked from recruiting managers point of view: What emotional intelligence traits do they value most when they hire new people?
Theory part of this thesis focuses on the history and present of emotional intelligence. Thesis defines concepts used in this study, and considers previous study on emotional intelligence. Thesis focuses on Reuven Bar-On´s fifteen competencies of emotional intelligence.
This thesis entails two studys. Studies are based on Reuven Bar-On´s model of emotional intelligence and fifteen traits mentioned in Reuven Bar-On´s material. First study is a content analysis, researching published job advertisements. Study is conducted as quantitative analysis based on job advertisements published in two main newspapers in Finland. Second study is conducted as a mixed methods analysis, by interviewing people who have experience from hiring people and who are familiar with the concept emotional intelligence. This study was made from social point of view and in a narrative way, asking people to explain in their own words what emotional intelligence traits they value when they are hiring people. The material in this thesis approaches emotional intelligence from a perspective of which traits possessed by an employee most benefit the employer and / or the company, per opinion of a recruiting manager.
The goal of this thesis is to build options for company HR and managers who would like to focus on emotional intelligence abilities of their employees and see which traits are commonly valued among recruiting managers and to compare how their employees match these valued traits. This thesis can also offer guidance for people applying for manager positions by helping them understand which traits are valued by recruiting managers.
Theory part of this thesis focuses on the history and present of emotional intelligence. Thesis defines concepts used in this study, and considers previous study on emotional intelligence. Thesis focuses on Reuven Bar-On´s fifteen competencies of emotional intelligence.
This thesis entails two studys. Studies are based on Reuven Bar-On´s model of emotional intelligence and fifteen traits mentioned in Reuven Bar-On´s material. First study is a content analysis, researching published job advertisements. Study is conducted as quantitative analysis based on job advertisements published in two main newspapers in Finland. Second study is conducted as a mixed methods analysis, by interviewing people who have experience from hiring people and who are familiar with the concept emotional intelligence. This study was made from social point of view and in a narrative way, asking people to explain in their own words what emotional intelligence traits they value when they are hiring people. The material in this thesis approaches emotional intelligence from a perspective of which traits possessed by an employee most benefit the employer and / or the company, per opinion of a recruiting manager.
The goal of this thesis is to build options for company HR and managers who would like to focus on emotional intelligence abilities of their employees and see which traits are commonly valued among recruiting managers and to compare how their employees match these valued traits. This thesis can also offer guidance for people applying for manager positions by helping them understand which traits are valued by recruiting managers.