INTRODUCTION

1.1 PROJECT PROFILE

EMOTIONAL INTELLIGENCE

Anyone can become angry-that is easy. But to be angry with the right
person, to the right degree, at the right time, for the right purpose and in
the right way-this is not easy.

-ARISTOTILE

DEFINITION

Emotional Intelligence (EI):

Shalvey and Mayer (1990) who defined EI as “the ability to monitor one's
own and others' feelings and emotions, to discriminate among them and to
use this information to guide one's thinking and actions.”

Goleman identified the five 'domains' of EI as:

1. Knowing one’s emotions.

2. Managing one’s own emotions.
3. Motivating one’s self.
4. Recognizing and understanding other people's
emotions.
5. Managing relationships, i.e., managing the emotions of
others.

1
Emotional Intelligence Quotient (EQ):

EQ is said to be a measure of a person’s emotional intelligence

NEED:

Emotional Intelligence Model

Self Awareness Self management

Social awareness Social skill

Self /others

Understanding / applying

Our each and every action is systematically controlled by emotions;

this is the essential premise of EQ. Emotional intelligence is not merely
about controlling emotional responses for one's own benefit and that of
others; it is also about using emotion where suitable.

The emotionally intelligent are like parents to their emotions,

acknowledging their needs, loving them, indulging them where

2
appropriate, encouraging their creativity yet restraining them from foolish,
destructive or discourteous behavior. If, therefore, one is not at ease with
own emotions, it will be hard to relate to others and to respond
appropriately to them.

COMPANY PROFILE

EVEREADY INDUSTRIES INDIA LTD

Eveready industry India ltd is one of the India’s most reputed

FMCG companies. The company has a portfolio which comprises of dry
cell batteries (carbon zinc batteries, rechargeable batteries & alkaline
batteries), flashlights (torches), pocket tea & power on (mosquito
repellent).

Eveready is a India’s largest selling brand of dry cell batteries and

flashlights with market share of about 46% and 86% respectively. It is the
world’s third largest producer of carbon zinc batteries selling more than a
billion units a year. Its carbon zinc batteries dominate the Indian market
with a complete range for all equipment types.

The Eveready brand is synonymous with power, with a durable

franchise that has spanned over a century. The new tagline is “the next
century of power” affirms Eveready’s commitment to being technology
leaders well into the future, evolving with consumers to meet their
changing needs.

From small beginnings with an import consignment in 1905 of

Rs.500/-, Eveready today dominates the Indian market and stands for the
portable power and lights to millions of [Link] industry now
has about 8200 employees in the group

3
 Eveready is certified with ISO-9002 certification for most of its
plants. The plant is licensed by “Bureau of Indian standards for
manufacturing” of all its batteries.

Mile stones:

• 1905: national carbon starts its Indian operations with the sale of
batteries imported from USA.
• 1926: Eveready Company India setup the first carbon factory in
Kolkata.
• 1934: Eveready Company is incorporated as a private company.
• 1941: union batteries merges with Eveready Company a name is
changed to national carbon company.
• 1951: Renamed as union carbide India ltd as subsidiary of
worldwide multinational union carbide corporation.
• 1958: company set its torch manufacturing plant in Luck now, one
of the largest in south Asia.
• 1996:[Link] Russell ltd.., merged with EIIL, bulk tea business
brought into EIIL fold.
• 2000: Bishnauth Tea Company merged with Eveready industries
India ltd.
• 2005: brand Eveready is 100 year old.

4
Vision

Companionship:

o Our corporation is a high value companion to consumers of

all socio-economic levels, out trade, supplier and share
holders.
o We are perfect companion which delivers power light and
beverages
o We ensure widest availably

Tangible differentiation:

o In competitive markets, strategic profitable growth can only

come from intrinsic product differentiation, which is tangible.
o R&D and marketing team having to innovate constantly to
achieve the differentiation to offer better value.

Consumer proximity:

o As a whole we will Endeavour to satisfy our consumers

through value for money products and services.
o Our goal is to reach each and every consumer even in under
populated regions.
o We will offer products and services for the daily needs of
consumers.
o The loyalty of our consumers will bring strong bond between
them, our brands and our corporations.

5
Key strength of Eveready:

The key strength of Eveready lie in its four core assets, which are:-

• Brand “Eveready”: it is the result of a continuous and well

orchestrated brand development strategy that maximizes the value
from each consumer touch-point.
• A distribution system that is deeply entrenched. Today it is having
4000 distributors.
• It skills of efficient mass-manufacture. Hence, it reduces the cost.
• It human capital comprises of highly efficient employees.

Products of Eveready:

For domestic:

• Carbon zinc batteries

• Rechargeable batteries: up to 1000 times.
• Packet tea
• Flashlights
• Eveready digi LED (torch)
• Power on

For export:

• Lava

6
 SCOPE OF THE STUDY

Studies of EQ measurements concentrate on communication and

other social skills that people either lack or possess.

An EQ test may give insight into a person’s personality and

psychological make up and covers the true meaning of EQ and its
relationship to and impact on a person’s life and social performance

The study of Emotional Intelligence Quotient (EQ) is increasingly

relevant to organizational development and developing people, because
EQ principles provide a new way to understand and assess people's
behaviors’, management styles, attitudes, interpersonal skills, and
potential.

Emotional Intelligence Quotient is an important consideration in all

aspects of an organization: human resources planning, job profiling,
recruitment interviewing and selection, management development,
customer relations and customer service, etc. The good news is, unlike IQ,
EQ skills can be developed and improved over time.

7
 OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE

To find out the respondents opinion towards the general attitude of

the organization in their Emotional Intelligence process in EVEREADY
INDUSTRIAL INDIA LTD.

SECONDARY OBJECTIVE

 To identify the areas of Emotional intelligence to lead the

employees emotions.

 To identify the elements to built Emotional intelligence.

 To find out whether the emotions can influence work relations

among the employees

 To suggest strategies to improve emotional intelligence among the

employs of Eveready Industries India Limited.

8
 LIMITATION OF THE STUDY

 Time was a constraint for the study conduct by the researcher.

 The data collected from the respondents may not be reflection of

others emotions.

 The study is conducted through survey questionnaires so it may be

biased.

 The response given by the respondents is subjected to variability

depending upon the existing environment and the mood of the

worker’s.

9
 RESERARCH METHODOLGY

INTRODUCTION
“Research is an art of gathering, analyzing, recording and gaining
new knowledge through a systematized effort”.

RESEARCH:

Research is defined as a scientific and systematic search for

pertinent information on a specific topic. It refers to the systematic
method consisting of enunciating a problem, formulating a hypothesis,
collecting the facts, or data analyzing the facts and reaching certain
conclusions in the form of solutions towards the concerned problem or in
certain generalization for some theoretical formulation.

RESEARCH DESIGN

The preparation of research design facilitates the research to be as

efficient as possible, yielding maximum information. In other words the
function of the research designs is to provide for the collection of relevant
evidence with minimum expenditure of efforts, time and money. But how
all these can be achieved depends mainly on the research purpose.

The type of research design used descriptive research design,

which is concerned with describing the characteristics of a particular

10
individual or a group. It includes surveys and fact-finding enquiries of
different kind

UNIVERSE OF STUDY

All the items under consideration in any field of inquiry constitute a

“universe” or a “population”. A complete enumeration of all the item in
the population is known a census inquiry taking the entire universe as an
item of study may not be feasible and cost effective it is an immense time
consuming process and therefore the research has limited the study to a
Definite sample size that is 120.

SAMPLING DETIALS:

SAMPLING UNIT:

The sampling unit taken from the employees of the Eveready

Industrial India Ltd.

SAMPLING PROCEDURE:

The sampling procedure adopted for the study is convenience

sampling .in this method, all the samples get equal change of being
including in the study.

SAMPLE SIZE:

11
 The sample size selected for the purpose of the study was 120
employees.

SURVEY DETIALS:

This study has been conducted during the period of two months.

DATA COLLECTION

Data is the base for any research. The sources of date are broadly
classified into two categories, namely:

PRIMARY DATA

The primary data is based on the information collected by researcher

from the respondents through a questionnaire.

SECONDARY DATA

Extracts from the various websites of HR consultancies, books and

magazines offering information on Emotional Intelligence having been
used in the study.

12
STATISTICAL TOOLS USED

Statistical tools form a very important part of study in converting

raw data in to meaning information. In this study simple percentage, chi-
square test, co-efficient correlation, weighted average method. The
advantage of using these tool is that it is simple, clear procure and
meaningful.

Percentage Analysis
Chi-Square Test
Correlation Analysis
Weighted Average Method

Percentage Analysis Method

Percentage can be used to compare the relative items (i.e.) the

distribution of two or more data series of data.

Number of respondents
Percentage = -----------------------------*100
Total respondents

13
Weighted Average Method

In calculating arithmetic mean we suppose that all the items in the

distribution have equal
Total of weights Scored by each variables
Weighted average =-----------------------------------------------------
Total respondents

Chi-Square Test

The chi- square is one of the simplest and widely used

nonparametric tests in statistical work. The quantity chi-square describes
the magnitude of discrepancy between theory and observation .it is define
as
ⁿ (O – E) ²
X²=∑ ----------
¡= I Ei
Here Oi refers to the observed frequencies

Ei refers to the observed frequencies

While comparing the calculated of chi-square with the table value
we have to determine the degree of freedom. By of freedom we mean the
number of classes to which the value can be assigned arbitrarily.
Method of adjustment

14
 E (10-E1-0.5)²
Chi-square = --------------
E

Degree Of Association Test

If chi-square calculated value > chi-square tabulated value the null

hypothesis is rejected and sit is interpreted that the two variables are
associated with each other.

Correlation analysis

Correlation analysis is the statistical technique used to describe not

only the degree of relation between the variables but also the direction of
influence. According to Ya Lun Chou “correlation analysis attempts to
determine the degree of relation between variables”.

Correlation co-efficient is lying between-1to +1, i.e. -1<r<+1

If r = 1, then there is a perfect positive correlation between x and y

If r =-1, then there is a negative correlation between x and y
If r = 0, then the variables are not correlated

15
 DATA ANALYSIS INTERPRETATION

TABLE – 1

AGE WISE LEVEL OF RESPONDENTS

[Link] AGE RESPONDENTS PERCENTAGE

1. 20-30 52 43

2. 31-40 40 33

3. Above 40 28 24

TOTAL 120 100

Source: Primary Data

INTERPERTATION:

The above table reveals that out of 120 respondents, 43% of the

respondents are in the age level of below 20-30, 33% of the respondents

are in the age level of 31 – 40 and 24% of the respondents are in the age

level of above 40.

16
 CHART– 1

AGE WISE LEVEL OF RESPONDENTS

50%

45% 43%

40%
CENTAGE OF RESPONDENTS

35%

30%

25%

20%

15% 17
 TABLE-2

EDUCATIONAL LEVEL

[Link] EDUCATIONAL LEVEL RESPONDENTS PERCENTAGE

1. School level 40 33%

2. Diploma level 32 17%

3. Graduate level 20 26%

4. Post Graduate 28 24%

TOTAL 120 100

Source: Primary Data

INTERPERTATION:

The above table reveals that out of 120 respondents, 33% of the

respondents having studied school level, 26% of the respondents having

studied graduate level, 24%of the respondents having studied up to

diploma level, and 17% of the respondents having studied post graduate.

18
 CHART– 2

EDUCATIONAL LEVEL

Post gratuate
QUALIFICATION LEVEL

Graduate

Diploma level
19
 TABLE – 3

EXPERIENCE OF RESPONDENTS

[Link] YEAR OF EXPERIENCE RESPONDENTS PERCENTAGE

1. Less than 5 years 48 40%
2. 5-10 years 40 33%
3. More than 10 years 32 27%
4. TOTAL 120 100

Source: Primary Data

INTERPERTATION:

The above table reveals that out of 120 respondents, 40% of the

respondents having less than 5 years of experience, 33% of the

respondents having 5-10 years of experience, and 27% of the respondents

having more than 10 years of experience.

20
 CHART– 3

EXPERIENCE OF RESPONDENTS

27%

21
 TABLE-4

PANIC, LET TRUSTED OTHERS SEE YOUR FEAR

[Link] PARTICULAR RESPONDENTS PERCENTAGE

1. Most of the time 12 10%

2. Sometimes 48 40%

3. Often 60 50%

4. Never 0 0%

TOTAL 120 100

Source : Primary Data

INTERPERTATION:

The above table reveals out of 120 respondents, 50% of the

respondents having often, 40% of the respondents having sometimes,

10% of the respondents having most of the time and 0% of the

respondents having never they panic, let trusted others see your fear.

22
 CHART– 4

PANIC, LET TRUSTED OTHERS SEE YOUR FEAR

50%

45%

40%

35%

30%

25%

20%
23

15% 10%
 TABLE-5

FORGIVE YOURSELF YOUR MISTAKE AND TAKE

LIGHTLY

[Link] PARTICULAR RESPONDENTS PERCENTAGE

1. Most of the time 0 0%

2. Sometimes 8 7%

3. Often 64 53%

4. Never 48 40%

TOTAL 120 100

Source : Primary Data

INTERPERTATION:

The above table reveals about 120 respondents, 53% of the

respondents having often, 40% of the respondents having never, 7%of the

respondents having sometimes, and 0% of the respondents having most of

the time they forgive themselves their mistake and take it lightly.

24
 CHART– 5

FORGIVE YOURSELF YOUR MISTAKE AND TAKE

LIGHTLY

60%

50%

40%

30%
25
 TABLE-6
STRONGLY PROTEST AGAINST MISTREATMENT

[Link] PARTICULAR RESPONDENTS PERCENTAGE

1. Most of the time 48 40%

2. Sometimes 60 50%

3. Often 12 10%

4. Never 0 0%

TOTAL 120 100

Source: Primary Data

INTERPERTATION:

The above table shows that 120 respondents. 50% of the

respondents are sometimes about the strongly protest again mistreatment

in the organization, 40% of the respondents are most of the time, 10% of

the respondents are often, 0% of the respondents are never they strongly

protest against mistreatment.

26
 CHART– 6

STRONGLY PROTEST AGAINST MISTREATMENT

50%

45%
40%
40%

35%

30%

25%27
 TABLE-7

RECOVER THE MINOR MISTAKES

[Link] PARTICULAR RESPONDENTS PERCENTAGE

1. Most of the time 76 64%

2. Sometimes 44 36%

3. Often 0 0%

4. Never 0 0%

TOTAL 120 100

Source : Primary Data

INTERPERTATION:

The above table shows that 120 respondents.64% of the respondents

having most of the time, 36% of the respondents having sometimes, 0% of

the respondents having both often, and never they recover the minor

mistakes.

28
 CHART– 7

RECOVER THE MINOR MISTAKES

70%

60%

50%

40%

64%
29
30%
 TABLE-8

DEFENSIVE WHEN RECEIVING THE FEEDBACK

FROM EMPLOYER

[Link] PARTICULAR RESPONDENTS PERCENTAGE

1. Strongly agree 48 40%

2. Agree 60 50%

3. Neutral 8 6%

4. Strongly disagree 0 0%

5. Disagree 0 0%

TOTAL 120 100

Source: Primary Data

INTERPERTATION:

The above table shows that 120 respondents.50% of the respondents

are agree, 40% of the respondents are strongly agree, 6% of the

respondents are neutral, 0% of both strongly disagree and disagree they

defensive when receiving the feedback from employer.

30
 CHART– 8

DEFENSIVE WHEN RECEIVING THE FEEDBACK

FROM EMPLOYER

50%
50%

45%
40%
40%

35%

30%

25%

20%
31
15%
 TABLE-9

NEED TO PUSH SOMEONE INORDER TO MOTIVE

[Link] PARTICULAR RESPONDENTS PERCENTAGE

1. Most of the time 12 10%

2. Sometimes 28 23%

3. Often 64 53%

4. Never 16 14%

TOTAL 120 100

Source: Primary Data

INTERPERTATION:

The above table shows that 120 respondents, 53% of respondents

having often need to push someone in order to motive, 23% of the

respondents having sometimes, need to push someone in order to motive,

14% of the respondents having never, need to push someone in order to

motive, 10% of the respondents having most of the time need to push

someone in order to motive.

32
 CHART– 9

NEED TO PUSH SOMEONE INORDER TO MOTIVE

60%

50%

40%

30%

20%
33

10%
 TABLE-10

NOT SATISFIED WITH YOUR WORK UNLESS

SOMEONE ELSE PRAISES IT

[Link] PARTICULAR RESPONDENTS PERCENTAGE

1. Strongly agree 4 4%

2. Agree 12 10%

3. Neutral 52 43%

4. Strongly disagree 20 16%

5. Disagree 31 27%

TOTAL 120 100

Source: Primary Data

INTERPERTATION:

The above table shows that 120 respondents.43% of the respondents

said neutral, 27% of the respondents said disagree, 16% of the respondents

said strongly disagree, 10% of the respondents said agree, 4% of the

respondents said strongly agree they not satisfied with your work unless

someone else praises it.

34
 CHART– 10

NOT SATISFIED WITH YOUR WORK UNLESS

SOMEONE ELSE PRAISES IT

50%

45%

40%

35%

30%

\
25%

20%

15%
35

10%
 TABLE-11

MOTIVATE OTHERS WITH OUT MANIPULATION

[Link] PARTICULAR RESPONDENTS PERCENTAGE

1. Most of the time 20 16%

2. Sometime 52 44%

3. Often 48 40%

4. Never 0 0%

TOTAL 120 100

Source: Primary Data

INTERPERTATION:

The above table shows that 120 respondents.44%of the respondents

having sometimes, 40% 0f the respondents having often, 16% of the

respondents having most of the time,0% of the respondents said never

motivate others without manipulation.

36
 CHART-11

MOTIVATE OTHERS WITH OUT MANIPULATION

0%
Never

Often

some time

37
 TABLE-12

CO-WORKERS HELP WITH ANY HESITATION

[Link] PARTICULAR RESPONDENTS PERCENTAGE

1. Most of the time 28 24%

2. Sometimes 44 36%

3. Often 44 36%

4. Never 44 4%

TOTAL 120 100

Source: Primary Data

INTERPERTATION:

The above table shows that 120 respondents.36% of the respondents

are said both sometimes and often, 24% of the respondents are said most

of the time, 4% of the respondents are said never they co-workers help

with any hesitation.

38
 CHART-12
CO-WORKERS HELP WITH ANY HESITATION

36%

39
 TABLE-13

UNDERSTAND YOUR CO-WORKER FEELS

AND NEEDS WITHOUT ANY PARTIALITY

[Link] PARTICULAR RESPONDENTS PERCENTAGE

1. Most of the time 12 10%

2. Sometimes 16 13%

3. Often 48 40%

4. Never 44 37%

TOTAL 120 100

Source: Primary Data

INTERPERTATION:

The above table shows that 120 respondents.40% of the respondents

are said often, 37% of the respondents are said never, 13% of the

respondents are said sometimes, 10% of the respondents are said most of

the time they understand your co- worker feels and needs without any

partiality.

CHART-13

40
UNDERSTAND YOUR CO-WORKER FEELS
AND NEEDS WITHOUT ANY PARTIALITY

37%

TABLE-14

41
 FACING OF SUCCESS

[Link] PARTICULAR RESPONDENTS. PERCENTAGE

1. Very enthusiasm 48 40%

2. Proved 52 43%

3. Balanced 4 3%

4. Gets motivated 16 14%

TOTAL 120 100

Source: Primary Data

INTERPERTATION:

The above table shows that 120 respondents.43% of the respondents

having proved with facing of success, 40% of the respondents are very

enthusiasm with facing of success, 14% of the respondents are gets

motivated with facing of success, and 3% of respondents are balanced

with facing of success.

42
 CHART-14
FACING OF SUCCESS

45%

40%

35%

30%

25%

20%

15%

10%
43
5%
 TABLE-15

FACING OF FAILURE

[Link] PARTICULAR RESPONDENTS PERCENTAGE

1. Stressful 12 10%

2. De-motivated 16 13%

3. Balanced 32 27%

4. Challenging 60 50%

TOTAL 120 100

Source: Primary Data

INTERPERTATION:

The above tables shows 120 respondents.50% of the respondents

are facing of failure with challenging, 27% of the respondents of failure

with balanced, 13% of the respondents are facing of failure to be de-

motivated, 10% of the respondents facing of failure with stressful.

CHART-15
FACING OF FAILURE

44
50%

45%

40%

35%

30%

25%

20%

15%
10%
10%
TABLE-16

5% 45
 ACCEPT PEOPLE HAVING DIFFERENT THOUGHTS

[Link] PARTICULAR RESPONDENTS PERCENTAGE

1. Yes 68 57%

2. No 52 43%

TOTAL 120 100

Sources: Primary data

INTERPERTATION:

The above table shows that 120 respondents.57% of the respondents

accept people having different thoughts, and 43% of the respondents are

said no they accept people having different thoughts.

CHART-16

ACCEPT PEOPLE HAVING DIFFERENT THOUGHTS

46
 43%

TABLE-17

TAKE YOUR JOB

47
[Link] PARTICULAR RESPONDENTS PERCENTAGE

1. Serious 24 20%

2. Very dedicating 28 23%

3. Confident 32 27%

4. Fun 12 10%

5. Sake of money 24 20%

TOTAL 120 100

Source: Primary Data

INTERPERTATION:

The above table shows 120 respondents.27% of the respondents

take the job with confident,23% of the respondents take the job with very

dedicating,20% of the respondents take the job with both serious and sake

of money, 10% of the respondents take the job with fun.

48
 CHART-17
TAKE YOUR JOB

30%

25% 23%

20%
20%

15%

10%

49

5%
 TABLE-18

AVOID PEOPLE DO NOT RESPECT YOUR FEELINGS

[Link] PARTICULAR RESPONDENTS PERCENTAGE

1. Most of the time 20 16%

2. Sometimes 58 47%

3. Often 36 30%

4. never 8 7%

TOTAL 120 100

Source: Primary Data

INTERPERTATION:

The above table shows 120 respondents.16% of the respondents

said most of the time, 47% of the respondents said sometimes, 30% of the

respondents said often, 7% of the respondents said never they avoid

people do not respect your feelings.

50
 CHART-18
AVOID PEOPLE DO NOT RESPECT YOUR FEELINGS

50%

45%

40%

35%

30%

25%

20%

15% 51
 TABLE-19

EMOTIONAL PEOPLE ALWAYS MAKE

UNCOMFORTABLE

[Link] PARTICULAR RESPONDENTS PERCENTAGE

1. Strongly agree 64 53%

2. Agree 40 34%

3. Neutral 16 13%

4. Strongly disagree 0 0%

5. disagree 0 0%

TOTAL 120 100

Source: Primary Data

INTERPERTATION:

The above table shows that 120 respondents. 53% of the

respondents are said strongly agree, 34% of the respondents are said

agree, 13% of the respondents are said neutral, 0% are said both disagree

and strongly disagree they emotional people always make uncomfortable.

52
 CHART-19
EMOTIONAL PEOPLE ALWAYS MAKE
UNCOMFORTABLE

0%
Disagree

0%
Strongly disagree

Neutral 13%

Agree
53
 TABLE – 20

PROBLEMS IN THE WORKING ENVIRONMENT

[Link] PARTICULAR RESPONDENTS PERCENTAGE

1. Depressed 16 13%

2. Serious 76 63%

3. Restless 28 24%

Total 120 100

Source: Primary Data

INTERPERTATION:

The above table shows that 120 respondents. 63% of the

respondents take the problem in the working environment to be serious,

24% of the respondents take the problem to be restless, and 13% of the

respondents take the problem to be depressed.

54
 CHART-20
PROBLEMS IN THE WORKING ENVIRONMENT

24

55
 TABLE-21

EXPRESS YOUR ANGER WITH OTHERS

[Link] PARTICULAR RESPONDENTS PERCENTAGE

1. Most of the time 0 0%

2. Sometimes 0 0%

3. Often 76 63%

4. never 44 37%

TOTAL 120 100

Source: Primary Data

INTERPERTATION:

The above table shows that 120 respondents.63% of the respondents

are often, 37% of the respondents are never, 0% of the respondents are

most of the time, and sometimes they express your anger with others.

56
 CHART-21

EXPRESS YOUR ANGER WITH OTHERS

100%

90%

80%

70%

60%

50%

40%

30%
57

20%
 TABLE – 22

TENDENCY OF TREATING CO-WORKER EQUALLY

[Link] PARTICULAR RESPONDENTS PERCENTAGE

1. Yes 120 100%
2. No 0 0%
TOTAL 120 100

Source: Primary Data

INTERPERTATION:

The above table shows that 120 respondents.100% of the

respondents are treating co-worker equally, 0% are said no they tendency

of treating co-worker equally.

58
 CHART-22

TENDENCY OF TREATING CO-WORKER EQUALLY

100%

90%

80%

70%

60%
100%
50%

40%

30%
59
 TABLE 23

PEOPLE MAKE BAD ABOUT YOU

[Link] PARTICULAR RESPONDENTS PERCENTAGE

1. Most of the time 40 34%

2. Sometimes 56 46%

3. Often 24 20%

4. never 0 0%

TOTAL 120 100

Source: Primary Data

INTERPERTATION:

The above table shows that 120 respondents.46% of the respondents

are sometimes, 34% of the respondents are most of the time, 20% of the

respondents are often, 0% are said never they people make bad about you.

60
 CHART- 23
PEOPLE MAKE BAD ABOUT YOU

50%

45%

40%

35%

30%

25%

20%
34%
15%

10%
61
 TABLE-24

LISTENING TWICE AS MUCH YOU SPEAK

[Link] PARTICULAR RESPONDENTS PERCENTAGE

1. Most of the time 4 3%

2. Sometimes 36 30%

3. Often 56 47%

4. never 24 20%

TOTAL 120 100

Sources: primary data

INTERPERTATION:

The above tables shows that 120 respondents.47% of the

respondents are said often, 30% of the respondents are said sometimes,

20% of the respondents are said never, 3% of the respondents are said

most of the time they listening twice as much you speak.

62
 CHART- 24

LISTENING TWICE AS MUCH YOU SPEAK

50%

45%

40%

35%

30%

25%

20%

15%

10% 63
 WEIGHTED AVERAGE

TABLE -1

Respondent’s opinion defensive when receiving the feedback

from employer

NO OF
[Link] PARITICULAR(X) RESPONDENTS X*W RESULT
(W)

1 Strongly agree 48*5 240

2. agree 60*4 240 4.234

Neither agree nor

3. 8*3 24
disagree

4. Disagree 0*2 0

5. Strongly disagree 4*1 4

TOTAL 508

Σ xw
Weighted average = ———
Σ w

64
 = 508/120

= 4.23

Inference:

It shows that the defensive when receiving the feedback from

employer for the respondents is near to agree level

65
 WEIGHTED AVERAGE
TABLE -2

Respondent’s opinion not satisfied with your work unless someone

else praises it

NO OF
[Link] PARITICULAR(X) RESPONDENTS X*W RESULT
(W)

1 Strongly agree 4*5 20

2. agree 12*4 48

Neither agree nor

3. 52*3 156 2.467
disagree

4. Disagree 20*2 40

5. Strongly disagree 32*1 32

TOTAL 296

Σ xw
Weighted average = ———
Σ w

66
 =6/120 =2.467

Inference:
It shows that the not satisfied with your work unless someone

else praises it is near to neither agree nor disagree

67
 CORRELATION ANALYSIS

TABLE –I

THE RELATIONSHIP BETWEEN MOTIVATE OTHERS

WITHOUT MANIPULATION AND UNDERSTAND CO-
WORKERS FEELS AND NEEDS WITHOUT ANY PARTIALITY

X Y XY X² Y²

19 12 228 361 144

52 16 832 2704 256

48 48 2304 2304 2304

1 44 44 1 1936

3408 5413 4604

X= 120/4=30

Y = 120/4=30

XY = 30*30 = 900

68
 σX = 1/N √ �X²- X2
= √ ((5413/4) - 900)

= √ (1353 - 900)

= 21.28

�Y = 1/N √ �Y²- Y2

= √ {(4604/4) - 900}

= √ (1151 - 900)

= √ 251

= 15.84
Therefore R (X, Y) = 1 / N * �XY – XY /. �X �Y
= 1 / 4 * 3408 – 900 / 21.28* 15.84

= 2508 / 4 (21.28) (15.84)

= 0.4650
INTERPERTATION:

The result shows that is positive correlation between the above two

factor`s. That, is Motivate other’s without manipulation, and co-workers

understand feels and needs without any partiality.

CHI-SQUARE
TAKE YOUR JOB
TABLE -1

69
 NO 1 2 3 4 5

2 2 3 1
FREQUENCY 24
4 8 2 2

Null hypothesis: Ho

There is no significant different between the emotion and taking

your job.

Alternate hypothesis: H1

. There is significant different between the emotion and taking your

job.

Expected frequency = 120/5=24

CHI SQUARE TABLE

70
 O E O-E (O-E)2 (O-E)2/E

24 24 0 0 0

28 24 4 16 0.67

32 24 8 64 2.66

12 24 -12 144 6

24 24 0 0 0

TOTAL 9.33

Calculated ψ 2 = (O-E) 2 / E = 9.33

Degrees of freedom =n-1 = 5-1=4 @ 5% Level

Calculated value = 9.33

Tabulated value =9.488

Since calculated ψ 2 is lesser than the tabulated ψ 2, we accept the

Null Hypothesis.

INTERPERTATION:

There is no significant different between the emotion and taking your job.

CHI-SQUARE

71
 EXPERIENCE LEVEL OF RESPONDENTS

TABLE -2

NO 1 2 3

FREQUENCY 48 40 32

Null hypothesis: Ho

There is no significant different between the Organization

experience level of employees.

Null hypothesis: H1

There is significant different between the organization experience

level of employees.

Expected frequency = 120/3= 40

72
 CHI SQUARE TABLE

O E O-E (O-E)2 (O-E)2/E

48 40 8 64 1.6

40 40 0 0 0

32 40 -8 64 1.6

TOTAL 3.2

Calculated ψ 2 = (O-E) 2 / E = 3.2

Degrees of freedom =n-1 = 3-1=2@ 5% Level

Calculated value = 3.2

Tabulated value =5.991

Since calculated ψ 2 is lesser than the tabulated ψ 2, we accept the

Null Hypothesis.

INTERPERTATION:

73
There is no significant different between the organization Experience

level of respondents.

FINDINGS

 Majority (43%) of the employees are in the age group 20 – 30.

 Majority (33%) of the employees are school level.

 Majority (40%) of the employees are less than 5 years experience.

 Majority (50%) of the employees are agree that most of the time,

when they are panic they trust other see their fear.

 Majority (53%) of the employees is often forgiving themselves their

mistake & take themself lightly.

 Majority (50%) of the employees are sometimes strongly protested

against mistreatment.

 Majority (53%) of the employees are most of the time, recover the

minor mistake.

74
 Majorities (40%) of the employees are often, understand themself

co-worker feels and needs without any partiality.

 Majority (43%) of the employees are proved, facing of success.

 Majority (50%) of the employees are challenging facing of failure.

 Most of the employees accept the different thoughts people.

 Majority (27%) of the employees are taking their job with

confident.

 Majority (47%) of the employees are sometimes avoid people do

not respect their feelings.

 Majority (53%) of the employees are strongly agree, emotional

people always make uncomfortable.

75
 Many of the employees take the environment problem seriously.

 Majority (43%) of the employees are often express anger with

others

 All the employees having the tendency of treating co-workers

equally.

 Many of the employees say that when other feels bad about them

some times they don’t to do.

 Majority (47%) of the employees are often, listening twice as much

speak.

76
 SUGGESTION

 To conduct yoga mediation, exercise, for the employees to

reduce emotions with management.

 It is suggested to provide entertainment program for the

employees to reduce the emotions.

 The organization can give more importance to the Emotional

Intelligence programs.

 By controlling the working atmosphere it will helps to reduce

the emotions of employees.

 It is suggested for the management that, supervisors are friendly

at work, rather than being strict.

77
 CONCLUSION

This study is an attempt to study the employee’s opinion towards

emotional intelligence in Eveready Industrial India ltd. The various issues

regard the aspect of the study has been made and effectively dealt with

and suitable solutions were made to overcome the pit falls.

The management tries its laid best to satisfy their employees by

prouding to reduce emotions. However, further, requirements as per

suggestion will yield better result.

78
 BIBLIOGRAPHY

PVL RAJU ‘EMOTIONAL INTELLIGENCE’

HRM REVIEW (MARCH-2004)

GRK MURTHY ‘EMOTIONAL INTELLIGENCE’ INDIA HUES

HRM REVIEW (MARCH 2004)

DANIEL GOLEMEN ‘EMOTIONAL INTELLIGENCE’ (1997)

HENDRIE ‘EMOTIONAL INTELLIGENCE’ AT WORK

WE ISINGER

[Link] EMOTIONAL INTELLIGENCE FOR

MANAGERIAL
EXCELLENCE HRM REVIEW (OCT- 2006)

WEB SITE S [Link]

[Link]

79
 A STUDY ON EMOTIONAL INTELLIGENCE IN EVEREADY
INDUSTRIAL LIMITED
QUESSTIONNAIRE

PERSONAL DETAILS

1. AGE OF EMPLOYEE :
( ) 20-30 years
( ) 31-40 years
( ) Above 40 years

2. EDUCATIONAL QUALIFICATION:
( ) school level
( ) diploma level
( ) UG level
( ) PG level

3. EXPERIENCE:
( ) Less than 5 years
( ) 5-10 years
( ) More than 10 years

4. When you are panic, do you let trusted others see your fear?

( ) Most of the time ( ) sometimes ( ) often ( ) never

80
 5. Can you forgive yourself your mistakes and take yourself lightly?

( ) Most of the time ( ) sometimes ( ) often ( ) never

6. Can you strongly protest against mistreatment?

( ) Most of the time ( ) sometimes ( ) often ( ) never

7. Can you be able to recover from the minor mistakes?

( ) Most of the time ( ) sometimes ( ) often ( ) never

8. Are you defensive when receiving the feedback from employer?

( ) Strongly agree ( ) Agree ( ) Neutral ( ) strongly disagree ( )

Disagree

9. Do you need a push from someone in order to be motivated?

( ) Most of the time ( ) sometimes ( ) often ( ) never

81
10. Are you not satisfied with your work unless someone else praises it.

( ) Strongly agree ( ) Agree ( ) Neutral ( ) strongly disagree ( )

disagree

11. Can you motivate others without manipulation?

( ) Most of the time ( ) Some times ( ) Often ( ) Never

12. When you ask help with you co-workers, do there support without any
hesitation

( ) Most of the time ( ) Some times ( ) Often ( ) Never

13. With out any partiality can you understand your co-workers feels and
needs?

( ) Most of the time ( ) Some times ( ) Often ( ) Never

14. How do you feel when you face the success?

( ) Very enthusiasm ( ) Proved ( ) Balanced ( ) Gets motivated.

82
15. How do you feel when you facing the failure.

( ) Stressful ( ) De-motivated ( ) Balanced ( ) Challenging

16. Can you accept the people who having different thoughts?

( ) Yes ( ) No

17. How do you take your job?

( ) serious ( ) very dedicating ( ) confident ( ) fun ( ) sake of money

18. Do you avoid people who do not respect your feelings?

( ) Most of the time ( ) Some times ( ) Often ( ) Never

19. Emotional people always make you uncomfortable.

( ) Strongly agree ( ) Agree ( ) Neutral ( ) strongly disagree

( ) Disagree

20. How do you take the problem in the working environment?

( ) Depressed ( ) Serious ( ) Restless

83
21. Can you express your anger with others?

( ) Most of the time ( ) sometimes ( ) often ( ) never

22. Do you having the tendency treating co workers equally?

( ) Yes ( ) No

23. When some people make feel bad about yourself, you don’t know
what to do.

. ( ) Most of the time ( ) sometimes ( ) often ( ) never

24. Are you listening twice as much as you speak

. ( ) Most of the time ( ) sometimes ( ) often ( ) never

84