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Abstrak :
Emotional Intelligence (EI) has become a topic of vast and growing interest worldwide and is concerned with the ways in which we perceive, identify, understand, and manage emotions. It is an aspect of individual difference that can impact a number of important outcomes throughout a person's lifespan. Yet, until now there were no authoritative books that bridge the gap between scholarly articles on the subject, often published in obscure professional journals, and the kind of books found in the pop-psych sections of most large bookstores. This book fills that gap, addressing the key issues from birth through to old age, including the impact of EI on child development, social relationships, the workplace, and health. It is a useful introduction to the academic study of EI, including its history as a concept.

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We've all heard of "IQ"...but what's "EQ?" It's "Emotional Quotient" (aka Emotional Intelligence), and experts say that EQ is a greater predictor of success at work than IQ. Companies are increasingly looking for ways to motivate and develop their employees' emotional intelligence. This book presents trainers and coaches with 50 innovative exercises to be used for either individuals or groups. The activities found in the book are grouped according to the various core competencies associated with Emotional Intelligence: * Self-Awareness and Control: an awareness of one's values, emotions, skills, and drives, and the ability to control one's emotional responses * Empathy: an understanding of how others perceive situations * Social Expertness: the ability to build relationships based on an assumption of human equality * Mastery of Vision: the development and communication of a personal philosophy The book also includes suggested training combinations and coaching tips.

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Research continues to show that strong emotional intelligence is critical for anyone hoping become a top-performer in their workplace. Emotional intelligence provides us with a better understanding of ourselves and those around us. This Infoline is designed for anyone looking to understand the basics of emotional intelligence with an eye toward improving their abilities. Readers will learn how emotional intelligence is related to work performance, how to assess their own emotional intelligence, and how to develop their emotional intelligence competencies.

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Issues like lack of trust and commitment, unresolved conflicts, and the inability of individuals to understand how their actions impact others often stop the most promising teams from delivering great results. This simple, easy-to-use book gives busy managers activities they can use to help their employees improve their levels of emotional intelligence and become more effective. The exercises included will help employees deal with anger and emotional triggers, pick up on cues from teammates, encourage communication, and much more.

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ABSTRAK
The purpose of this study is to capture the importance of emotional intelligence for internal auditors in the public sector in Indonesia, considering the advantages of emotional intelligence at the workplace. The research utilises descriptive survey research as a basis for analysis and found that emotional intelligence was important for internal auditors. Particularly, higher importance was found in conducting consulting activity than assurance services. While communication, trustworthiness, and teamwork and collaboration were the top three most important competencies for internal auditors ampathy was the least crucial one.

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ABSTRACT
OCB is a behavior free of individual, not directly or explicity recognized in a formal award system and in promoting the efficient and affective functioning of the organizationing. Emotional Inteliigence is the ability to motivate yourself and try to face the frustation, impulse control and not exaggerate the pleassure, set the mood and keep the load stress does not cripple the ability to think, empathite and pray. Gratitude is able to utilite his creation and the creation of the universe in the context of obedience to Allah. This study conducted on 184 teachers in six SDIT located in South Jakarta area. This reseach analysed using spss 10,0. As for this study aims to examine the influence of OCB. From this research, the independent variable has eight dimentionsan OCB as dependent variable (DV). The research data is processed using a linear multiple regresion method with a significant 0,05 level. Result and conclusion from this research said that there's influence between the dimention of emotional intelligence ang gratitude of OCB (r=0,650) and significance (sig. 0,000). Value R2 from all variable test is 0,422 or equal 42,2%. Dimention of emphatize (sig. 0,001, R=0,375) and dimention of keeping relationship (sig. 0,001, R-0,417)on emotional intelligence variable to independent variable and approved by positive influence and significant with teachers OCB.

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Emotional intelligence is a hot topic. Proven as a leading driver of success, it's also a hot commodity. The EQ Difference offers practical tips and suggestions for developing emotional intelligence and reaping its benefits in any work environment.

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This research is aimed at knowing the relationship between compensation and emotional intelligence with officer organizational commitment of the Supreme of Audit Board (Badan Pemeriksa Keuangan) Jakarta. Compensations is remuneration that giving by employee for their jobs that done include: salary, incentives, and allowance. Emotional Intelligence is capability to feel, understand, and actively to implement energy and power sensitively as energy resource information, relationship and human's influence based on capability indicator regarding self emotion, managing self emotion, self motivating, empathy and building relations with others. Meanwhile, organizational commitment is relative power from individual about trust to the organization goals, willingness to do efforts as good as possible for sake of organizational interest, to be member of such related organization and attractiveness to objective that include affective, normative and rational components. This research using both descriptive and correlation method involving 90 respondents randomized simply. Data collection is conducted by questioner which of validity and reliability had been tested. Validity test using Spearman Rank correlation and Reliability test by Spearmen Brown. Subsequently, the obtained data is analyzed using statistical formulation, i.e. both Spearman Rank correlation and t-test. The result of hypothesis testing show that the compensation and emotional intelligence have positive and significant relationship with officer organizational commitment. Likewise for emotional intelligence also have positive and significant relationship with officer organizational commitment. This is mean that more good the compensation system and more high emotional intelligence, then more high organizational commitment. Otherwise more bad the compensation system and more low emotional intelligence, then more low organizational commitment. Based on this finding, then officer organizational commitment need to be improved with improving compensation system and improving emotional intelligence. The improving of compensation system that need to give priority is health allowance, special allowance for work accident, the objectivity of salary increasing, big days allowance and incentive. The compensation also need to be improved according to the spreading of feasible need. Meanwhile related to improving of emotional intelligence need to doing by giving understanding to officer about emotional intelligence autodidacly by officer or through the emotional intelligence training periodically.

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Penelitian ini bertujuan untuk mengetahui hubungan antara kompensasi dan kecerdasam emosional dengan komitmen organisasi pegawai Badan Pemeriksa Keuangan Jakarta. Kompensasi adalah balas jasa yang diberikan kepada pegawai atas pekerjaan yang dilakukan yang meliputi: gaji, insentif, dan tunjangan. Kecerdasan emosional merupakan kecakapan untuk merasakan, memahami, dan mengimplementasikan kepekaan tenaga dan emosional secara aktif sebagai sumber energi, informasi, hubungan dan pengaruh yang manusiawi yang dilihat berdasarkan indikator kemampuan mengenali emosi diri, mengelola emosi diri, memotivasi diri, berempati, dan membina hubungan dengan orang lain. Sementara komitmen organisasional adalah kekuatan bersifat relatif dari individu mengenai kepercayaan terhadap tujuan organisasi, kesediaan untuk berusaha sebaik mungkin demi kepentingan organisasi, keinginan untuk tetap menjadi anggota organisasi yang bersangkutan, yang meliputi komponen afektif, normatif dan rasional. Penelitian ini menggunakan metode deskriptif dan korelasional dengan melibatkan 90 responden yang diambil secara acak sederhana. Pengumpulan data dilakukan dengan kuesioner yang telah diuji validitas dan reliabilitasnya. Uji validitas menggunakan rumus korelasi Spearman Rank dan uji reliabilitas menggunakan Spearman Brown. Data yang diperoleh dianalisis dengan menggunakan formula statistika, yakni korelasi Spearman Rank dan t-test. Hasil pengujian hipotesis menunjukkan bahwa kompensasi memiliki hubungan positif dan signifikan dengan komitmen organisasi. Demikian pula kecerdasan emosional juga memiliki hubungan positif dan signifikan dengan komitmen organisasi. Hasil ini memberikan arti bahwa semakin baik sistem kompensasi dan semakin tinggi kecerdasan emosional, maka semakin tinggi komitmen organisasi. Sebaliknya, semakin buruk kompensasi dan semakin rendah kecerdasan emosional, maka semakin rendah komitmen organisasi pegawai. Berdasarkan temuan temuan penelitian ini, maka komitmen organisasi pegawai perlu ditingkatkan dengan cara memperbaiki sistem kompensasi dan meningkatkan kecerdasan emosional. Perbaikan sistem kompensasi yang perlu diprioritaskan adalah tunjangan kesehatan, tunjangan khusus untuk perlindungan dari kecelakaan kerja, obyektivitas kenaikan gaji bulanan, tunjangan hari besar, insentif. Pemberian kompensasi kepada pegawai juga perlu ditingkatkan sesuai perkembangan kebutuhan hidup yang layak. Sementara terkait dengan peningkatan kecerdasan emosional perlu dilakukan dengan memberikan pemahaman terhadap para pegawai mengenai hakikat kecerdasan emosional baik secara otodikdak oleh pegawai sendiri maupun melalui penyelenggaraan pelatihan kecerdasan emosional secara berkala.

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Even skilled sales people buckle in tough selling situations - getting defensive with prospects who challenge them on price or too quickly caving to discount pressure. Those are examples the fight-or-flight response - something sales people learn to avoid when they build their emotional intelligence. Studies have shown that emotional intelligence (EI) is a strong indicator of success. In "Emotional Intelligence for Sales Success", sales trainer and expert Colleen Stanley shows how closely EI is tied to sales performance and how sales people can sharpen their skills to maximize results. Readers will discover: how to increase impulse control for better questioning and listening; the EI skills related to likability and trust; how empathy leads to bigger sales conversations and more effective solutions; how emotional intelligence can improve prospecting efforts; the EI skills shared by top sales producers; and much more. Emotional intelligence plays a vital role at every stage of the sales process, from business development to closing the deal.