Last paper

Anonymous
account_balance_wallet $20

Question Description

****This is putting it all together, i have attached all the previous assignments discussed below needed to complete this assignment.

For this assignment, you are expected to draw from your previous work in this course. Use the literature you selected for the Annotated Bibliography assignments during Weeks 3 and 4. Make any corrections or revisions necessary to your “Methods”, “Connecting the Streams”, and “Results and Discussion” assignments.

Then:

  • Generate a literature review that fully examines the scope of each of the selected variables.
  • Be sure to include the corrected and revised versions of your “Methods”, “Connecting the Streams”, and “Results and Discussion” assignments.

********* The references come from all the previous assignments attached below, if additional are needed - please do so

You must use a minimum of 35 References from peer-reviewed or scholarly publications. Your paper will follow the format below (YOU MUST USE SUBSECTION HEADINGS):

  1. Title Page
  2. Introduction of scenario and your own specific research question/ hypotheses based upon the variables you selected for study.
  3. Literature Review (Includes “connecting the streams” at the end of the literature review section) streams given below
  4. Methods given below
  5. Results and Discussion given below
  6. References given below

Dependent Variable – Emotional intelligence

Independent Variables - Independence & Problem Solving

******Quantitative

Unformatted Attachment Preview

Running head: METHOD SECTION 1 Crafting Methodology Section November 5, 2017 METHOD SECTION 2 Introduction Orange computers is an established computer company which intends to work on a project designed to ascertain how the various factors of emotional intelligence impacted factors assessed by proprietary metrics such as employee performance, employee engagement, and employee satisfaction. The demographic data was also collected to aid in the analysis. Dependent Variable – Emotional intelligence Independent Variables - Independence & Problem Solving Methods Section Data Analysis The research seeks to determine how the various facets and subscales of emotional intelligence, assessed through the use of Bar-On eqii assessment, impacted factors assessed by proprietary metrics such as employee engagement, employee satisfaction, and employee performance. The dependent variable of the research project is emotional intelligence whereas the independent variables include independence and problem solving. The research project will take the quantitative research methods approach in the collection and analysis of data. Some of the tools to be used in the quantitative research methodology of this project include observations, attitude scales, questionnaires, interviews, physiological tests and physiological measures. Rationale Quantitative research is an empirical study of the research question that employs the use of methods that are scientific. The gathered results can be statistically analyzed to prove or disprove the hypothesis being tested. Through quantitative research methods, large amounts of data can be gathered. In this case, demographic information such as age, race, sex, ethnicity, and METHOD SECTION 3 length of employment can be gathered and statistically analyzed. This will allow for a very small degree of bias. For instance if several other researchers analyze the same data, they will certainly end up arriving at the same conclusion. The other reason for employing quantitative data is because the researcher is in a position to control the process of data collection and he or she is usually distant from the experiment. In addition quantitative research method more suitable in answering the research question on how emotional intelligence impacts employee engagement, employee satisfaction and employee performance (Creswell, 2013)). With regards to the instruments of collecting data, questionnaires are the most appropriate tools that can be used in the gathering of the demographic data of the population under investigation. This is because the instrument can be easily administered and the population is mentally and physically able to complete the questionnaires. Data collection through questionnaires can economical and saves on time. Interviews will also be used since the rate of response is high, verbal and non-verbal cues can be noted, answers can be acquired from a vast range of contexts and finally, with interviews, there are explanation and clarification of questions. Observation is the systematic viewing of a particular phenomenon in an appropriate setting for the sole reason of collecting data. Observation as a method of collecting data encompasses hearing and seeing. Observation is important in this research project is important because it avails information or data that is first-hand, verifies information from other source and is important in psycho-motor and manual activities. Psychological measure involves gathering physical data from the population or subjects. The method of data collection is accurate and very objective. It is hard for the participants or subjects to give information that is biased information. Attitude scales are self-reporting METHOD SECTION 4 instruments of collecting data which ask the subjects to report how they feel or their attitudes on a continuum. This will give information on how satisfied or dissatisfied the individuals are with the activities they undertake. Finally, physiological tests are designed to evaluate the personality traits of the individuals. In the case of orange computer research project, personality inventories will be used to analyze personality characteristics by asking or requesting answers to queries that are presented (Cirt.gcu.edu., 2017). Sample Population The accessible sample population of the research project will involve all employees at the Orange Computer company. The sample population will be used to determine how emotional intelligence impacts on independence and problem solving. The findings will be a representation of not only the impacts of facets and subscales of emotional intelligence on the three proprietary metrics at Orange Computer Company but in anyother organizational setting. The demographics of the sample population will investigate the age of the participants in years, sex whether male, female or transgender, race (White, Black, Asian, Native American/Alaska Native, Native Hawaiian/Pacific Islander, Other), ethnicity (Hispanic or non-Hispanic), and length of employment (in months).The facets and subsets of emotional intelligence can be varying across demographics and as such, various demographic information needs to be collected to increase the precision of the research findings. Sampling Techniques Quantitative researcheers have interests in being in a position to make generalizations regarding groups which are bigger than their samples. In the case of Orange Computer research project, probability sampling method will be used. Probability sampling is where the likelihood of a subject being picked in the sample is known. With respect to probability sampling, stratified METHOD SECTION 5 sampling will be used in the study. With stratified sampling, the population will be categorized into strata with regards to the independent and dependent variables. The stratification will take the proportional approach where the sizes of the sample groups are equal to the proportions of the strata in the population. With a sample that is proportional, the sample possesses the same proportions identical to the population (Creswell, 2013). Justification Stratified random sampling is most suitable in the collection of data from the sample population because different employees within Orange Computer Company are designated to perform certain job activities at their various levels or departments. This will characterize the sample population in job activities as the identical characteristic. Random samples from every stratum will be taken in a number that is proportional to the size of the stratum when equated to the population. The random sample is then formed from pooling the subsets of every stratum. The reason for adopting stratified sampling is because it captures the characteristics of a key population in the samples. Stratified sampling gives traits in the sample which are proportional to the whole population. The sampling method is also appropriate for a population such as the one at Orange Computer Company which has diverse attributes ranging from demographics to the nature of work done by employees from various levels in the organization (Creswell, 2013). To precisely narrow down on the type of stratified random sampling, the company will employ proportionate stratified random sampling. This implies that every stratum will have an equal fraction of sampling. Additionally, given that the study will investigate the demographic aspects of the population, categorizing the aspects in strata is very convenient in analyzing the data that is collected. Therefore, this method of sampling is the most appropriate for this kind of study METHOD SECTION 6 where, relationships and effects are being studied-determining how the different facets and subsets of emotional intelligence impact independence and problem solving. With the technique of stratified sampling, the smallest subgroups in the population can be representatively sampled enabling the researcher to test the population’s rare extremes. The technique gives a high statistical precision as opposed to other random sampling techniques since the variability in subgroups is low as opposed to variations exhibited when tackling the whole population. Finally, as a result of a higher statistical precision demonstrated by the stratified random sampling techniques, it also implies that the sample size required is small and will save so much on time, efforts and resources such as money to both the researcher as well as Orange Computer Company (Creswell, 2013). METHOD SECTION 7 References Cirt.gcu.edu. (2017). Sampling Methods. Center for Innovation in Research and Teaching. [online] Retrieved from https://cirt.gcu.edu/research/developmentresources/research_ready/quantresearch/sample _meth. Creswell, J. W. (2013). Research design: Qualitative, quantitative, and mixed methods approaches. Sage Publications, Incorporated. Running head: ANNOTATED BIBLIOGRAPHY Annotated Bibliography November 12, 2007 1 2 ANNOTATED BIBLIOGRAPHY Annotated Bibliography Adil, A., & Kamal, A. (2016). Workplace Affect as Mediator Between Emotional Intelligence and Job Satisfaction Among Customer Service Representatives. Journal of Behavioral Sciences, 26(2), 79-94. The study investigates the interceding role of organizational affects between job satisfaction and emotional intelligence. The research reveals that emotional intelligence as well as a positive effect is capable of positively predicting satisfaction on the job. Mediation between job satisfaction and emotional intelligence has been fully mediated by a positive affect implying that individuals who are emotionally intelligent have a high probability of experiencing a positive effect, which may consequently improve their satisfaction on the job. The study is important in my research because it analyses the relationship between job satisfaction and emotional intelligence. Akhtar, R., Boustani, L., Tsivrikos, D., & Chamorro-Premuzic, T. (2015). The engageable personality: Personality and trait EI as predictors of work engagement. Personality and Individual Differences, 73, 44-49. This article discusse the possible effects existing between the personality traits and work- specific personality as well as the emotional intelligence experienced during the engagement of work. The work engagement is one of the critical antecedents of different organizational outcome which includes the productivity of employees and their behavior. The article is useful since it assists in evaluating impacted factors assessed by proprietary metrics by exploring much of the content on use of ANNOTATED BIBLIOGRAPHY 3 hierarchical regression analyses to identify the trait of emotional intelligence for interpersonal sensitivity. Further, the study predicts the work engagement that is above and over the personality which is discussed in theoretical and practical implications. Amdurer, E., Boyatzis, R. E., Saatcioglu, A., Smith, M. L., & Taylor, S. N. (2014). The longterm impact of emotional, social and cognitive intelligence competencies and GMAT on career and life satisfaction and career success. Frontiers in psychology, 5. The article explains the long-term effects and the relationship between emotional intelligence and competencies in organizations in achieving the careers because small studies are exploring its antecedents. Besides, it also assesses the impact emotional demonstration, cognitive skills in intelligence through the assertion of career and job satisfaction. I find the article useful in predicting and demonstrating the achievement and career success which is vital in measuring the emotional intelligence and problem-solving. Additionally, it provides an environment of positivity and showing creative thinking that is significant to achieving organizational success. Bakhshi Soreshjani, L. (2010). Relationship between emotional intelligence and mental health among teachers, nurses, and employees. New Find Psychol, 5, 23-33. The article investigates the relationship between emotional intelligence and personality traits with nurse’s ability to retain services in one placement. The article included studies using neo-personality, emotional intelligence and inventory. The results showed a correlation between emotional intelligence and the elements ANNOTATED BIBLIOGRAPHY 4 associated with emotional intelligence namely self-regard, impulse control, social responsibility, and optimism. Conscientiousness and extroversion were observed to be positively related to organizational productivity. Other components such as emotional intelligence and stress tolerance were notes to influence employee commitment to organizational productivity. Overall, personality traits are noted for their effect on organizational relationships. Bande, B., Fernández-Ferrín, P., Varela, J. A., & Jaramillo, F. (2015). Emotions and salesperson propensity to leave: The effects of emotional intelligence and resilience. Industrial Marketing Management, 44, 142-153. The article explains the effects of emotional intelligence and the significant influence on the performance and behavior of the employees. Emotions in the place of work are considered less studied since it entails several variables which determine it to achieve success in the facets of emotional intelligence. The research is useful in determining and emphasizing the emotional skills which include the resilience and the intelligence of the employees in the organization. These are directly proportionate to the perception of leadership in upholding the emotional intelligence through addressing the intention of the ways to achieve it. Bande, B., & Fernández-Ferrín, P. (2015). How and When Does Emotional Intelligence Influence Salesperson Adaptive and Proactive Performance?. European Management Review, 12(4), 261-274. doi:10.1111/emre.12062 The study seeks to explore the underlying mechanisms which link emotional intelligence to proactive and adaptive performance. Emotional intelligence is ANNOTATED BIBLIOGRAPHY 5 regarded as an important aspect of customer relations. The results of the findings reveal that emotional intelligence positively influences a sales person’s proactivity and adaptivity through its impact on the salesperson’s intrinsic motivation and perceived self-efficacy. Also, the indirect impact of self-efficacy on proactive and adaptive performance is dependent the individual’s capability of bouncing back and organizational support. The study is important to my research because it emphasizes on the strong relationship that exists between EI and proactive and adaptive performance. Bao, X., Xue, S., & Kong, F. (2015). Dispositional mindfulness and perceived stress: The role of emotional intelligence. Personality and Individual Differences, 78, 48-52. The purpose of this journal is to determine the roles played by the emotional intelligence by disposing of perception and mindfulness of stress through the use of a measure known as a self-report. An administration of mindful awareness attention scale, perceptive scale stress are applied during the study to determine the existing relationship between mindfulness of stress and disposing of perception. The article is essential in identifying the real mindfulness which is associated relevance to emotional intelligence facets such as the satisfaction and engagement to achieve the elements of problem-solving in a company. The prediction of the directions in the measurements of the mindfulness of stress and disposing of perception are correlated significantly to the variables available in the study. ANNOTATED BIBLIOGRAPHY 6 Batool, B. F. (2013) Emotional intelligence and effective leadership. Journal of Business Studies Quarterly, 4(3), 84. This article discusses how effective leadership and emotional intelligence relate with each otherin evaluating the psychological control tendencies in private and public sectors in managerial level. The popularity of the emotional intelligence has increased through the measure in identifying potential leaders as well as a tool used in developing their skills. The article is essential in highlighting the emotional intelligence influence as an attractive measure of attention in leadership. The understanding of interpersonal behavior describes the dynamic adaptability to strengthen the general intelligence within a company. As a result, emotional intelligence consist of perceived ability to express emotions, appraise and capacity for regulating and promoting intelligence growth. Carson, K. D., Carson, P. P., & Birkenmeier, B. J. (2016). Measuring emotional intelligence: Development and validation of an instrument. Journal of Behavioral and Applied Management, 2(1). The purpose this article is to discuss the ways of measuring emotional intelligence management in assisting the organization to reduce the turnover and identify the transformational leaders to improve organizational culture for sufficient performance. The relevance of this article to my study is that it illustrates the real experiences which are increasing the acceptance of businesss practitioners to benefit better in understanding the emotional intelligence. Further, the assertion on the need to train everyone to become intelligence emotionally has emerged as an encouragement in ANNOTATED BIBLIOGRAPHY 7 positioning the success of the companies through the employee satisfaction and engagement in the operation of the organization. Therefore, promoting greater awareness of the emotional intelligence efficacy is imperative. Caruso, D. R., Fleming, K., & Spector, E. D. (2014). Emotional intelligence and leadership. In Conceptions of Leadership (pp. 93-110). Palgrave Macmillan US. The chapter of concepts of leadership describes the critical components and the relationship of emotional intelligence as well as its effects on leadership perception. Several emotional intelligence is determined to predict the performance of the workplace in the employees of the company. The chapter is useful in determining the set of personality traits in regards to the understanding of emotional intelligence and the approaches of measuring them. Similarly, an evaluation of the cognitive ability of the model of emotional intelligence is viewed learned in a combination of deliberate corrective practice and feedback. A conceptual framework which is linked to the measurement approaches is also established through the operational assessment of psychology. Chughtai, M. W., & Lateef, K. (2015). Role of emotional intelligence on employee’s performance in customer services: A case study of telecom sector of Pakistan. International Journal of Advance Research in Computer Science and Management Studies, 3(2), 101-108. This article covers the effectiveness of emotional intelligence as a tool for organizational success. It analyzes the influence on employee engagement in the ANNOTATED BIBLIOGRAPHY 8 workplace. It is observed in the article that emotional intelligence plays a significant role in helping managers stay optimistic in the face of challenging situations. It is also helpful in keeping the managers enthusiastic and encouraging employees to pursue a higher level of organizational career opportunity. It concludes that organizational and individual employee performance is greatly influenced by emotional intelligence. An organization that is equipped with emotionally intelligent persons stands a better chance of success than that lacking the all-important quality. Côté, S. (2014). Emotional intelligence in organizations. Annu. Rev. Organ. Psychol. Organ. Behav., 1(1), 459-488. The purpose of the article is to illuminate the roles of emotional intelligence in ane organization, describe and evaluate abilities and approaches constituting it. The first fundamental criteria discussed include the self-report and performance-based approaches since the fixed set of skills consist of emotional info ...
Purchase answer to see full attachment

Tutor Answer

Nelnomap
School: University of Virginia

Hi buddy,Here you go, the final paper. Please go through it and let me know if you need any revision. Feel free to invite me for more questions.Enjoy the remaining part of the day buddy.Regards

Running Head: EI ON INDEPENDENCE AND PROBLEM SOLVING

Effect of Emotional Intelligence on Independence & Problem-solving
Student’s Name
Affiliate Institution

1

EI ON INDEPENDENCE AND PROBLEM SOLVING

Table of Contents
Chapter 1 .................................................................................................................................... 3
Introduction ................................................................................................................................ 3
Research questions ................................................................................................................. 4
Dependent variable-Emotional Intelligence ....................................................................... 4
Independent variables-Independence and problem-solving ............................................... 4
Chapter 2 .................................................................................................................................... 5
Literature Review....................................................................................................................... 5
Chapter 3 .................................................................................................................................. 11
Methodology ............................................................................................................................ 11
Data Analysis ....................................................................................................................... 11
Rationale............................................................................................................................... 11
Sample Population................................................................................................................ 13
Sampling Techniques ........................................................................................................... 13
Justification .......................................................................................................................... 14
Chapter 4 .................................................................................................................................. 16
Results and Discussion ............................................................................................................ 16
Employee awareness towards emotional intelligence .......................................................... 16
Employees who understand the emotions of their employees ............................................. 17
Emotional control of employees at Orange Computers ....................................................... 17
Relationship between emotional intelligence and employee engagement, performance and
satisfaction ............................................................................................................................ 18
Emotional intelligence and employee engagement .......................................................... 18
Emotional intelligence and employee satisfaction ........................................................... 19
Relationship between Emotional intelligence and problem-solving .................................... 20
Emotional intelligence and Organizational level ................................................................. 21
References ................................................................................................................................ 22

2

EI ON INDEPENDENCE AND PROBLEM SOLVING

Chapter 1
Introduction
Orange Computers is a technology company with an employee population of 19
employees. In any organization, the attainment of objectives is at times pegged to factors
such emotional intelligence, problem-solving skills, and independence. Emotional
intelligence Emotional intelligence is referred to as the capability of a person to have
recognition towards their emotions as well as those that distinguish the different feelings
appropriate to guide and manage behavior. Problem-solving is the technique defining
perspectives, analyzing the challenges to come up with an expected solution. The
independence is the act of reclaiming self-control in any activities done by an individual
(Singh & Dubey 2015). There are several connecting relationships between the three
variables-emotional intelligence (dependent variable), problem-solving and independence
(independent variables) which can be explored between the variables identified.
The relationship of these variables is essential in determining effects of the
employee's behaviors through their emotional intelligence towards solving the problems they
face through the commitments of job in the workplace. Additionally, the emotional
intelligence is an element to assess the organizational commitment of the employees to
achieve the goals of the company. Determination of teamwork and collaboration is as a result
of individual's self-assessment of being optimism towards attaining service orientation and
management to employee performance and satisfaction.
Another relationship between the variables is to enumerate the emerging paradigm
experienced through the organizational leadership and cultural behavior. As a result, the
productivity of employees is determined by factorizing the analysis of job satisfaction as well
as identifying the abilities to solve problems. Nevertheless, the element of independence is
related to the emotional intelligence of an individual through the benefiting outcome realized

3

EI ON INDEPENDENCE AND PROBLEM SOLVING

by the organization. The politics of the company may be contrary to modalities associated
with employee satisfaction, behavior, and engagement (Velmurugan & Zafar 2010). Besides,
another relationship is that these variables can define the influence of organizational
commitment by the employees to achieve success in the operations. Through the use of
information technology, the level of professionalism and job commitment can be enhanced
through engagement of emotional intelligence to determine the capabilities of individual’s
behaviors and predict the possible solutions to any challenge exposed. Likewise,
determination of cognitive abilities is also essential to improve the performance of employee
productivity of an extended period if the commitment and level of satisfaction of employees
are appropriately managed. Therefore, this study seeks to investigate the relationship of
between emotional intelligence on independence and problem-solving.
Research questions
Dependent variable-Emotional Intelligence
1. Are Orange Computers’ employees aware of emotional intelligence?
2. Do Orange Computers’ employees understand the emotions of their colleagues?
3. Are Orange Computers employees in control of their emotions?
4. Is there a relationship between emotional intelligence and employee satisfaction and
employee engagement?
Independent variables-Independence and problem-solving
1. Is there an impact of emotional intelligence on problem-solving?
2. Does emotional intelligence vary with independence at various organizational levels
in the organization?

4

EI ON INDEPENDENCE AND PROBLEM SOLVING

Chapter 2
Literature Review
Companies which intend to work on any given project to ascertain proprietary metrics
on employee engagement, employee satisfaction, and employee performance need to
determine a correlation between emotional intelligence and problem-solving techniques.
Besides, qualitative analysis is essential for the use of collecting relevant information to
identify the significance of the available variables presented for the study. The design of data
analysis involves the use of literature reviews as the primary source of information.
Therefore, understanding or providing a rationale for the independent variables, which
include problem-solving and independence towards emotional intelligence is impe...

flag Report DMCA
Review

Anonymous
Good stuff. Would use again.

Similar Questions
Related Tags

Brown University





1271 Tutors

California Institute of Technology




2131 Tutors

Carnegie Mellon University




982 Tutors

Columbia University





1256 Tutors

Dartmouth University





2113 Tutors

Emory University





2279 Tutors

Harvard University





599 Tutors

Massachusetts Institute of Technology



2319 Tutors

New York University





1645 Tutors

Notre Dam University





1911 Tutors

Oklahoma University





2122 Tutors

Pennsylvania State University





932 Tutors

Princeton University





1211 Tutors

Stanford University





983 Tutors

University of California





1282 Tutors

Oxford University





123 Tutors

Yale University





2325 Tutors