CPTD: Emotional Intelligence & Decision Making Questions

A manager wants to measure the emotional intelligence of team members. A talent development professional suggests that the manager use a model of emotional intelligence that will evaluate how well the team members perceive verbal and nonverbal signals, reason with emotions, analyze emotions and act upon them, and respond to others' emotions. Which model of emotional intelligence is the talent development professional most likely recommending to the manager? a. The ability model b. The self-report model c. The mixed model d. The trait model

a. The ability model is one of the three main models of emotional intelligence. It requires that individuals be evaluated in four abilities to determine their emotional quotient: perceiving emotions or understanding verbal and nonverbal signals, reasoning with emotions or using emotions to solve problems or review situations, analyzing emotions and choosing an action, and responding appropriately and correctly to others' emotions (Salovey and Mayer 1990).

A talent development professional believes in the mixed model of emotional intelligence. The professional believes that individuals can work on and develop capabilities such as self-awareness, self-regulation, motivation, empathy, and social skills. Which statement is most likely to be consistent with the talent development professional's views on emotional intelligence? a. Emotional intelligence qualities are linked with personality traits unrelated to either emotion or intelligence. b. Emotional quotient tests can measure individuals' knowledge of emotions but not how they work. c. Emotional quotient tests accurately measure individuals' abilities to put their emotional knowledge into action. d. Emotional intelligence is dictated and defined by individuals' traits rather than their abilities.

a. The mixed model of emotional intelligence is built on five competencies. It is called a mixed model because it mixes emotional intelligence qualities with other personality traits unrelated to either emotion or intelligence.

A talent development professional is helping a manager to determine the emotional intelligence of two team members nominated for promotion. If the talent development professional uses the ability model of emotional intelligence, what ability is the talent development professional likely to evaluate? a. Ability to perceive and analyze emotions to choose a course of action b. Ability to improve self-regulation c. Ability to outline their self-perceptions of their own emotional abilities d. Ability to avoid or ignore conflict

a. The talent development professional is likely to evaluate the two team members on their ability to perceive and analyze emotions to choose a course of action. The ability model requires that individuals be evaluated in the following four related abilities to determine their emotional intelligence: 1) perceiving emotions or understanding verbal and nonverbal signals, 2) reasoning with emotions or using emotions to solve problems or review situations, 3) using and understanding emotions by using the two previous abilities to analyze emotions and choose an action, and 4) managing emotions by regulating emotions in order to respond appropriately and correctly to other's emotions (Salovey and Mayer 1990).

A talent development professional is conducting a training session on the significance of emotional intelligence at the workplace. One of the employees asks the talent development professional why emotional quotient tests are not more widely used in organizations to measure the emotional intelligence of employees. What should the talent development professional's response be? a. Emotional quotient tests measure how individuals apply information rather than how they apply emotional knowledge. b. Emotional quotient tests cannot evaluate the ability to put emotional knowledge into action. c. Emotional quotient tests cannot measure the knowledge of emotions. d. Emotional quotient tests measure the applicability of emotional knowledge rather than how emotions work.

b. Even the best emotional quotient test only measures the knowledge of emotions and how they work. It can't evaluate the ability to put that knowledge into action.

Which statement is a criticism of Daniel Goleman's model of emotional intelligence (EI)? a. It has predictive outcomes only in business. b. It confuses skills with morals. c. It fails to consider self-assessment as a measure of evaluating EI. d. It mixes EI with other personality traits unrelated to emotions.

b. Goleman's model of EI confuses skills with morals. Talent development professionals should know that EI does not have predictive outcomes academically or in business.

A talent development professional who believes in the ability model of emotional intelligence is most likely to agree with which definition of emotional intelligence? a. Emotional intelligence is the combination of self-awareness, self-regulation, motivation, empathy, and social skills. b. Emotional intelligence is the capacity to reason about emotions and the capacity of emotions to enhance thinking. c. Emotional intelligence is individuals' self-perceptions of their own emotional abilities, including behavioral abilities. d. Emotional intelligence is an individual's knowledge of emotions and how they work.

b. Salovey and Mayer, the creators of the ability model, define emotional intelligence as the capacity to reason about emotions and the capacity of emotions to enhance thinking.

The talent development manager of a company has been asked to evaluate the emotional intelligence of the company's mid-level managers. The talent development manager's findings will contribute to the leadership training plan being designed for these managers. If the talent development manager asks the midlevel managers to self-report their emotional and behavioral abilities, what model is the talent development manager using? a. The performance model b. The ability model c. The trait model d. The mixed model

c. In the trait model, emotional intelligence is viewed as individuals' self-perceptions of their emotional abilities, including behavioral abilities. The measures for evaluating emotional intelligence in this model are based on self-reporting.

Which statement aligns with the mixed model of emotional intelligence? a. Emotional intelligence is not a function of ability but is a function of age. b. Emotional intelligence is an inborn trait that cannot be changed. c. Individuals can learn to improve their emotional intelligence by learning to empathize more. d. Individuals' emotional intelligence is based on their evaluation of their abilities.

c. Individuals can learn to improve their emotional intelligence by learning to empathize more. The mixed model is built on five competencies, including empathy. The competencies are learned capabilities that must be worked on and can be developed.

Which model of emotional intelligence is built on the five competencies of self-awareness, self-regulation, motivation, empathy, and social skills? a. The trait model b. The self-report model c. The mixed model d. The ability model

c. The mixed model of emotional intelligence is built on five competencies. It is called a mixed model because it mixes emotional intelligence qualities with other personality traits unrelated to either emotion or intelligence. The five competencies are self-awareness, self-regulation, motivation, empathy, and social skills.

Which statement aligns with the trait model of emotional intelligence? a. Emotional intelligence is a cognitive ability that does not factor in personality traits. b. Emotional intelligence can be improved by developing the ability of self-regulation. c. Emotional intelligence is directly related to individuals' perceptions of their own emotional abilities. d. Emotional intelligence is related to an individual's ability to learn empathy and social skills.

c. The trait model of emotional intelligence establishes that individuals have emotional traits or emotional self-perceptions as part of their personality. In this model, emotional intelligence is viewed as individuals' self-perceptions of their emotional and behavioral abilities.

Which statement accurately indicates why the terms "emotional quotient" and "emotional intelligence" cannot be interchangeably used? a. An individual may have knowledge of emotions, but it is understanding how emotions work that distinguishes emotional intelligence from emotional quotient. b. An individual may be able to identify and explain others' emotions, but it is the knowledge of one's own emotions that distinguishes emotional intelligence from emotional quotient. c. An individual may be efficient at practically tackling emotional situations, but it is the theoretical knowledge of emotions that truly defines emotional intelligence. d. An individual may comprehend the principles of how emotions work, but it is the application of that knowledge that truly defines emotional intelligence.

d. By definition, emotional intelligence is a practical ability. And while an individual may comprehend the principles of how emotions work, it is the application of that knowledge that truly defines emotional intelligence.

What skill is likely to be assessed in a test of emotional intelligence? a. Knowledge of emotions b. Understanding the range of emotions that individuals feel c. Understanding how emotions work d. Applying emotional knowledge in practical scenarios

d. Only an emotional intelligence test is likely to assess the application of emotional knowledge in practical scenarios. Emotional intelligence emphasizes individuals' abilities to apply knowledge of emotions to manage their own behavior or to influence others. The best emotional quotient test only measures knowledge of emotions and how they work. It can't evaluate the ability to put that knowledge into action.

The ability model of emotional intelligence requires that individuals be evaluated in four related abilities to determine their emotional quotient. Which ability would be evaluated as part of the model? a. Ability to motivate oneself to complete tasks or achieve goals b. Ability to learn skills such as empathy and self-regulation c. Ability to determine one's own emotional intelligence d. Ability to use emotions to solve problems or review situations

d. The ability model requires that individuals be evaluated in the following four related abilities to determine their emotional intelligence: 1) perceiving emotions or understanding verbal and nonverbal signals, 2) reasoning with emotions or using emotions to solve problems or review situations, 3) using and understanding emotions by using the two previous abilities to analyze emotions and choose an action, and 4) managing emotions by regulating emotions in order to respond appropriately and correctly to other's emotions (Salovey and Mayer 1990).

A talent development professional supports the trait model of emotional intelligence and recommends that managers use this model to evaluate the emotional quotient of their team members. Based on this scenario, which statement is the talent development professional most likely to agree with? a. Individuals high in empathy are better able to analyze others' emotions than individuals with good social skills. b. Emotional intelligence is dictated primarily by individuals' abilities. c. Emotional intelligence is independent of individuals' perceptions of their behavioral abilities. d. Individuals have emotional self-perceptions as part of their personality.

d. The trait model establishes that individuals have emotional traits or emotional self-perceptions as part of their personality. Emotional intelligence is viewed as individuals' self-perceptions of their emotional abilities, including behavioral abilities.

A talent development professional claims that the trait model of emotional intelligence is the best emotional intelligence model, as individuals know their own emotional abilities better than anyone else. Which statement would weaken the talent development professional's claim that the trait model is the best measure of emotional intelligence? a. The trait model uses ability as the sole criteria to evaluate an individual's emotional intelligence. b. The trait model does not discuss the behavioral abilities of an individual. c. The trait model does not examine the influence of individuals' emotional characteristics on their emotional intelligence. d. The trait model relies on self-reports to measure emotional intelligence, which can lead to inaccurate results when individuals don't answer honestly.

d. The trait model of emotional intelligence relies on self-reporting to measure an individual's emotional intelligence. Self-reports are susceptible to faking, and this may lead to inaccurate results. In such a situation, it would no longer be the best measure to determine emotional intelligence.

A senior manager has a team of 10 members. Interested in determining the team's emotional intelligence, the manager reaches out to the organization's talent development team with a request for a test to determine an employee's emotional quotient. How should the talent development team explain to the manager that using an emotional quotient test may not help? a. The talent development team should highlight that emotional quotient tests usually ask individuals to choose a statement that describes them best from a given set of options. b. The talent development team should clarify that emotional quotient tests are valuable because they indicate how good an individual's understanding of emotions is. c. The talent development team should highlight that individuals with high emotional quotient tend to perform well in stressful situations, suggesting a positive correlation between emotional quotient and emotional intelligence. d. The talent development team should point out that high scores on an emotional quotient test imply good knowledge of emotions, not the ability to use that knowledge.

d. This approach may not work because high scores on an emotional quotient test imply good knowledge of emotions, not the ability to use that knowledge. Therefore, there may be individuals who appear to have high emotional quotient but may not display high emotional intelligence.