This master thesis' topic is emotional intelligence in selection practices inside working organizations. It is based on combination of qualitative method of research and theoretical approach. The purpose of this work is to introduce concept of emotional intelligence and place it in the selection process of working organizations. Goal of this thesis is to define how important is employee's emotional intelligence for organization and find reasons for (not) testing emotional intelligence in selection processes. With that, I'd like to show how strong the role of emotional intelligence can be on organizational success and how little are we aware of this. More researches has shown that emotionally intelligent organizations have much better results than emotionally non-intelligent organizations. Start of this journey begins at each individual employee, that's why it is important for us to understand the importance of emotional intelligence already at the beginning, when we are choosing the team of employees that will drive us on our business path. One main variable that popped up in this approach is the field of work, where a certain organization is endeavoring. Importance of employee's emotional intelligence depends on a sector, where organization is working. Bigger differences are also when choosing a leader, since it is believed that leadership positions with their challenges, require a person with a higher rate of emotional intelligence.
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