The intent of this chapter is to show an overview of this survey. It provides a particular mention to the background of the survey. Definition or the research issue, aims of the survey and the restrictions of the research. The importance of theA Emotional IntelligenceA is besides explained through this subdivision. Finally the organisation of the research is presented.
1.2 Background of the Study
The chief concern of this survey is the effectivity of the supervisory degree of dress doing companies who can do a important impact on the public presentation of the mill degree employees. A Therefore this survey focuses on the fact that whether high degrees of EQ helps out to develop the Effectiveness of Line Supervisors. In other words, whether the concern about 1s ‘ ain emotions and other people ‘s emotions will lend to the betterment of the Effectiveness of the Line Supervisors of the Apparel Industry.
For this purpose two Export oriented apparel fabrication mills in the Katunayake Export Promotion Zone were selected. In these mills, there are about 10 thousand employees. Each and every Line Supervisor has to oversee at least 20 five employees at a clip.
Therefore the intent of this Research is to place whether Emotional Intelligence would truly do a better impact or difference for the Effectiveness of Line Supervisors. In other words, to peek at the fact that covering with these above mentioned state of affairss successfully might profit in promoting the employees in such a manner that they will lend more to the development of the public presentation of the organisation.
1.2.1 Emotional Quotient
Singh ( 2001 ) stated that research demonstrate that IQ accounts for merely about 20 per centum of an person ‘s success in life. It means IQ explains a really little portion of a individual ‘s accomplishment at the work topographic point. But finally the research workers found out that Emotional Quotient make a great impact on 1s work and household life that his IQ.
1.2.2 Definitions of EI
These are some definitions of Emotional Intelligence.
Barroom on ( 1997 ) stated that emotional Intelligence reflects one ‘s ability to cover with day-to-day environment challenges and his predict 1s success in life, including professional and personal chases.
Goleman ( 1998 ) declared that Emotional Intelligence is the capacity for acknowledging our ain feelings and those of others, from actuating ourselves, and for pull offing emotions good in ourselves and in our relationships. Emotional Intelligence or the strictly cognitive capacities measured by Intelligence Quotient.
Bar-On, Brown, Kirkcaldy and Thome ( 2000 ) stated that Emotional Intelligence is the ability to comprehend ad express emotion, assimilate emotion thought, understand and ground with emotion, and modulate emotion the ego and others,
1.3 Research Issue
The issue that was recognized here in this research survey is to research the impact of Emotional Intelligence to the Effectiveness of Line supervisors in the Katunayake Investment Promotion Zone and therefore to fain some cognition about the consequence on the Sri Lankan context every bit good,
During the initial interviews of the HR directors of some mills, they declared that there is a inclination of the Effectiveness of the Line Supervisors of the mill, to worsen. Though they have tried to make full the spread by making assorted activities to increase the Effectiveness of the Line Supervisors, they have found out that the Effectiveness of the Line Supervisors has non shown much betterment harmonizing to their Performance Appraisal System. The chief job they have identified for the lessening of the Effectiveness of Line Supervisors was deficiency of self-understand and understanding the feeling of others.
This is a important country where adequate research has non been carried out but a big difference can be done if given adequate attending. Therefore a chief mark is to research whether a important impact could be done by Emotional Intelligence to better the effectivity of Line Supervisors in Apparel Industry and if so this construct ca n’t be used mostly in many countries every bit good to research new ways to increase the effectivity of the Line Supervisors.
This survey attempts to find the relationship between Emotional Intelligence and Effectiveness of Line Supervisors as it has a great impact on heightening the effectivity of Line Supervisors in the Apparel industry.
1.4A Aims of the Study
To find whether Line Supervisors in Apparel Industry have Personal Competency of Emotional Intelligence.
To find whether Line Supervisors in Apparel Industry have Social Competency of Emotional Intelligence.
To acknowledge whether Emotional Intelligence leads to Effectiveness of Line Supervisors in Apparel Industry.
1.5A Research Questions
Does Emotional Intelligence have an impact on Personal competence of Line Supervisors?
Does Emotional Intelligence have an impact on Social competences of Line Supervisors?
Does Emotional Intelligence lead to Effectiveness of Line Supervisors?
1.6 Originality of the Study
This research reveals an emerging construct where there is limited research in Sri Lankan context sing the impact of EQ over Effectiveness the Line Supervisors. Though this has become an of import country to analyze, there are merely few research workers done in Sri Lanka. Theories adopted by western states are barely applicable to Sri Lanka because of Cultural, political, environmental differences. Theories that found in Western states are hard to use to Sri Lankan organisations.
1.7 Research Methodology
To garner the relevant information for this research, two dress fabrication companies in Katunayake Investment Promotion Zone was selected to stand for the Apparel Industry. A sample of 30 Line Supervisors is selected at random. Survey scheme is employed in this survey utilizing questionnaires and depth interviews as methods of informations aggregation.
This research would affect both qualitative and quantitative techniques to analyse the gathered informations and interpret consequences. Therefore, this survey would utilize questionnaires as the chief signifier of informations aggregation and few deepness interviews to light the findings.
1.8A Organization of the Research Study
Research chapters are supposed to be presented as follows:
Chapter 1 – Introduction
This is the comprehensive coverage of debut about the research. It consists of the background and significance of the survey, research jobs, aims and restrictions of the research.
Chapter 2 – Literature Reappraisal
The theoretical model of the research is covered in this chapter. It besides relates to past surveies that have been done.
Chapter 3 – Research Methodology
Methods used to show the findings are stated in a elaborate mode, it should explicate population, sample and construction of the questionnaire and that are supposed to be used I the research.
Chapter 4 – Date Analysis and Data Presentation
Summarized consequences of informations collected through field studies and methods of showing informations in tabular arraies to easier understand are done in this chapter. To analyse the findings of the research for doing rational and valid determinations. SPSS System is used.
Chapter 5 – Findingss and Decision
Decisions are drawn harmonizing to the findings of the research.
2. Literature Review
2.1 Introduction
This chapter will show literature refering to two companies of Emotional Intelligence, viz. Personal Competency and Social Competency.A
2.2A The defects of Intelligent Quotient ( IQ )
Before the Emotional Quotient ( EQ ) construct was initiated, Intelligent Quotient ( IQ ) turned out to be the most of import and extremely valued measuring of employees in any organisation.
Primary IQ measures the accomplishments like mathematical and spacial logical thinking, logical ability and linguistic communication apprehension of a individual. But it does non mensurate a individual ‘s experiences, wisdom personal qualities such as apprehension, kindness empathy etc. anyone can hit high when they are trained to take IQ trials. So it is non known whether a individual score high because of the preparation he gets or his ain intelligence. Some result fluctuations associating to the success of persons in instruction and organisational context should non be explained through traditional IQ steps ( Fatt & A ; Howe, 2003 ) . Researchers, who had done figure of research over IQ, had realized that there is something more in a individual that can non be measured by an IQ trial. Even though some of those individuals had fabulous IQ tonss, they were making ill in their work life and blowing their possible by believing, acting pass oning in a manner that hindered their opportunities to win.
2.3A What is Emotional Intelligence
Emotional Intelligence is one of the most rising and interesting construct of today ‘s universe which mostly impact to every portion of any organisation. Since it deals with Human psychological science factor, it has become an act uponing construct to the heads of people. Emotional Intelligence involves the lower and cardinal subdivision of the encephalon, called the limbic system. Human existences can non populate without emotions as they are of course emotional existences.
Goleman ( 1997 ) described Emotional Intelligence as pull offing feelings so that they are expressed suitably and efficaciously, enabling people to work together swimmingly toward their common ends.
Van Rooy and Viswesvaran ( 2004 ) defined EI as the set of abilities ( verbal and gestural ) that enables a individual to bring forth, acknowledge, show, understand and measure their ain and others, emotions in order to steer thought and action that successfully cope with environmental demands and force per unit areas.
2.3.1 Benefits of Assessing EQ
Measuring Emotional Intelligence gives much benefit for the persons and organisation.
Benefits of measuring EQ for the Individual
Analyze the overall ability to cover with the immediate universe
Inventories emotional and societal accomplishments
Identifies strengths and chances for betterment
Target countries for personal growing and development
Benefits of measuring EQ for the organisation
Acknowledge the countries of employees to be developed
Serve as a preparation appraisal
Supports career way development procedures
Identifies employees with direction potency
Aids in choosing new employees
2.4 Origin of Emotional Intelligence
Hilgard ( 1980 ) declared that our head operates in three ways: Cognition, affect and Motivation. Human memory, concluding, judgement and abstract idea are the properties of knowledge. Emotions, tempers, ratings and other feelings provinces are the properties of affect. Finally the properties of motive are the personality which includes biological impulse or learned goal-seeking behaviour. EI was made up by the knowledge and impact together.
Harvard psychologist and one of the most influential theoreticians of intelligence, Gardner ( 1983 ) had proposed the theoretical account of “ Multiple Intelligence ” , to indicate out the differentiation between rational and emotional capacities. He besides proposed “ Personal Intelligence ” for pull offing oneself and relationships.
Mayer and Salovey ( 1990 ) proposed a comprehensive theory of EI. They have illuminated EL as being able to place, understand, usage and modulate a individual ‘s emotion. Mayer and Salovey ( 1997 ) defined Emotional Intelligence as the ability to comprehend accurately, appraise and express emotion ; the ability to entree and/or generate feelings when they facilitate thought ; the ability to understand emotion and emotional cognition ; and the ability to modulate emotions to advance emotional and rational growing.
There are four subdivisions of their model:
1. Perception, assessment, and look of emotion
2. Emotions facilitation of thought
3. Understand and analysing emotions ; using emotional cognition
4. Reflective ordinance of emotions to advance emotional and rational growing
Goleman ( 2007 ) identified the Five ‘Domains ‘ of Emotional Intelligence as:
cognizing your emotions
pull offing your ain emotions
actuating yourself
Acknowledging and understanding other people ‘s emotions
Pull offing relationships, i.e. , pull offing the emotions of others
2.5A Major alternate theories of EQ
The procedure and results of Emotional Intelligence development besides contain many elements know toA cut down emphasis for persons and organisation, by diminishing struggle bettering relationships and apprehension, and increasing stableness, continuity and harmoniousness. The ultimate consequence of all these is of class the betterment of managerial effectivity.
The turning consciousness and the increasing involvement that EQ plays in employees work and household life have lead research workers to bring forth alternate theories of EQ from clip to clip. Theories of Bar On ( 1988, 2000 ) , Salovey and Mayer ( 1997 ) and Goleman ( 1998 ) are the three theories which built the most involvement in footings of research and applications. These theories have been used to acknowledge the emotional behaviour forms of persons in the work topographic point to accomplish the effectivity of the organisation.
2.5.1Theory of Bar- On
Bar- On is a innovator in the kingdom of Emotional Intelligence and has been involved in withstanding, mensurating and using facets of this concept since 1980.The “ Bar- On ‘s Model ” is explained as one of three taking attacks to Emotional Intelligence in Spiel Berger ‘s Encyclopedia of Applied Psychology ( 2004 ) . In the doctorial thesis of Bar-On ( 1998 ) he coined the term ‘Emotional Quotient ” ( EQ ) , as an parallel to Intelligent Quotient ( IQ ) . He ( 1997 ) defined his theoretical account in footings of five chief societal and emotional abilities including interpersonal accomplishments, intrapersonal accomplishments, adaptability, stress direction, and temper which together influence a individual ‘s ability to get by efficaciously with direction, and temper which together influence a individual ‘s ability to get by efficaciously with environmental demands.
2.5 .2 Theory of Salovey and Mayer
The four subdivision theoretical account of Emotional intelligence describes four countries of capacities or accomplishments that jointly describe many of countries of Emotional Intelligence ( Mayer and Salovey, 1997 ) . More specifically, this theoretical account defines Emotional intelligence as affecting the abilities to accurately perceive emotions in oneself an others, usage emotions to ease thought, understand emotional significances, and manage emotions.
The Four Branch Model of Emotional Intelligence
Mayer & A ; Salovey ( 1997 ) have introduced the four Branch theoretical account of Emotional Intelligence and originate the abilities for each subdivision of Emotional Intelligence through this theoretical account.
1. Emotional Perception an Expression
2. Emotional Facilitation of Thought ( Using Emotional Intelligence )
3. Emotional Understanding
4. Emotional Management
2.5.3 Theory Goleman
As Goleman ( 1998 ) states Emotional Intelligence embraces two facets of intelligence:
Understanding yourself, your ends, purposes, responses, behaviour and all.
Understanding other and their feelings.
Personal Competences
Self-awareness
Self -regulation
MotivationA
Emotional Intelligence
Social Competences
Empathy
Social SkillsA
The edifice blocks of Emotional Intelligence |Source ; Jamali, Sidani an Abu-Zaki ( 2006 )
Goleman ( 1998 ) touched the deepness of the EQ through these two facets when he found most utile for understanding how each accomplishment affairs at work. Emotional Intelligence, as defined by Goleman, is the capacity for acknowledging our ain feelings and those of others, for motive ourselves, and for pull offing emotions good in our relationships ( Fatt, 2002 ) . His frame work has five subdivisions: Self-regulation, Motivation, Empathy and Social Skills.
2.6 Emotional Competence Frame Work
Goleman ( 1998 ) a Harvard psychologist in his land interrupting book, “ Emotional Intelligence ” , had introduced a theoretical account to acknowledge the ways of the endowments move in work live of employees. His acceptances consist of five basic Personal and Social competences. This theoretical account has been chosen as the pedestal of the survey to build the questionnaire and the hypothesis.
2.6.1 Personal Competence
SELF -AWARENESS
i‚· Emotional Awareness –
Acknowledging one ‘s emotions and their consequence
i‚· Accurate Self – Assessment –
Knowing 1s strength and bounds
i‚· Self Confidence –
A strong sense of one ‘s self-worth and capablenesss
SELF REGULATION
i‚·Self – Control –
Keeping riotous emotions and urges in cheque
i‚· Trustworthiness –
Keeping criterions of honestness and unity.
i‚· Conscientiousness –
Taking duty for personal public presentation.
i‚· Adaptability –
Flexibility in managing alteration
i‚· Innovation –
Bing comfy with fresh thoughts, approaches new information.
Motivation
i‚· Achievement Drive –
Endeavoring to better or run into a criterion of excellence
Commitment –
Aligning with the ends of the group or organisation.
i‚· Initiative –
Readiness to move on chance.
i‚· OptimismA -Persistence in prosecuting ends despite obstructions and reverses
2.7 Distinctiveness of EQ Competencies
There are particular features for each and every competence of Emotional Intelligence. Peoples who have the most of these features are considered as emotionally intelligent. They strike a balance between their emotions and behaviours. To be an effectual director or a supervisor 1 should seek to derive these competences in their lives.
Personal Competence
2.7.1 Self-Awareness
Peoples with competency ofA Emotional AwarenessA know which emotions they are experiencing and why they do experience like that. They are able to recognize the links between the feelings, thought s in their heads, the appropriate words they should talk and the tone they should utilize. Peoples who have this competency easy acknowledge how their public presentation is affected by their feelings. They besides have steering consciousness of their values and end to be achieved.
Another competence ofA Self AwarenessA is Self Confidence. Peoples who have this competency are really decisive. They make sound determinations irrespective unsure and nerve-racking state of affairss. They are able to voice the unpopular positions and present themselves with self- confidence.
2.7.2 Self – Regulation
Self-denial is one of the most of import competencies one should hold. Peoples with this competency are able to pull off their unprompted feelings and nerve-racking emotions good. They ever tend to be positive, unagitated and sober in mode, they are able to believe clearly over the state of affairs and even remain focused under force per unit area.
Another competency of Self-regulation is Trustworthiness and conscientiousness. Peoples who have the competency of trust worthiness act ethically all the clip and construct trust sum the others through their reliably and genuineness. They recognize and admit their ain errors and stand against unethical actions of others. They take tough and principled bases at any clip concreted on a rigorous underside line of their ain, people who have Conscientiousness hold themselves accountable for accomplishing their ends and aims. They are good organized and really careful in whatever they do. Such people keep their promises and meet committednesss.
2.7.3 Motivation
Peoples with the competency of Achievement Drive are really consequences oriented. They ever seek out for bettering their public presentation in order to make to their aims and criterions, they set disputing ends and take deliberate hazards. Such people follow information to cut down uncertainness and detect different ways to make things better.
Another competency of Motivation is Initiative and Optimism. Peoples who have this competency are ready to hold on chances around them. They pursue ends beyond what is expected of them. When thy want any occupation to be got done they do non waver even to cut through the ruddy tape and flex the regulations when necessary. They are more likely to mobilise other through unusual, enterprising attempt. Peoples with competency of Optimism maintain on seeking ends in malice of obstructions and set back, they ever work with a hope of success instead that fright of failure. They see reverses as due to manageable instead than personal defect.
Social Competence
2.7.4 Empathy
Understanding others is another competency of Empathy. Peoples with this competency are good hearers to others emotional cues. They are really sensitive for the other emotions and easy understand other ; perceptual experiences. Peoples who have this competence assist out other with understanding their feeling and demands.
Admiting and honoring strengths and achievements, giving utile feedback, placing the demand of future growing, mentoring other and giving seasonably training and assisting you improve the others accomplishments are the features of people who have the competency of Developing others.
Peoples who have the competency of Service Orientation understand their clients ‘ demands are able to supply the right service or merchandise harmonizing to their demand. Such people ever seek assorted ways to increase client ‘s satisfaction and trueness. They lief offer appropriate aid frequently. They are moving as sure advisers to their clients.
2.7.5 Social Skills
A Influence is an of import competency of Social accomplishments. Peoples with this competency are skilled at wining people and good presenters who can appeal to the clients and to carry them. They influence the others indirectly to construct via media and support.
Peoples who have the competency of Communication are able to cover with the hard jobs straight forwardly at any clip. They are good hearers who seek for common apprehension. They besides welcome sharing information with each other, people with this competency encourage for unfastened communicating and they are interested in any sort of intelligence either good or bad.
2.8Impact of EQ to Effectiveness of Line Supervisors
Emotional Intelligence plays a critical function in act uponing the Effectiveness of employees in any organisation. Even though the other factors like wage, fillip, occupation security acknowledgment, publicity, deputation of authorization and duty ectaˆ¦impact for the effectivity of the employees yet the Emotional Intelligence is in the first topographic point in the list which contributes to increase the Effectiveness of the workers mostly.
Zipkin ( 2000 ) has found out by a Gallup Organization survey of two million employees at seven hundred companies the term of office of an employee in a company and the productiveness of the employee is determined by the relationship with his immediate supervisor, the relationship of employees and the Line Supervisors leads non merely to cut down the bend over and absenteeism of the company but besides to increase the rate of mark accomplishment.
Effectiveness can be identified as one of the most important factors of any company in Apparel Manufacturing Company ‘s Effectiveness of Line Supervisors contributes a big sum on accomplishing the company ‘s day-to-day mark. The most effectual Line Supervisors are the people who have the capableness to understand how their subsidiaries feel and react over state of affairss in the work topographic point and how to acquire involved efficaciously to promote them an support them to work out jobs that they are coming across.
When the effectivity of the Line Supervisors additions, the degree of absenteeism and turnover goes down. Employees have the assurance that they can work under the Line Supervisor and he understands their feelings form their position. The degree of Job satisfaction and the mark achievement addition and it creates a committed work force who acquires positive consequences for the organisation such as increased productiveness and improved quality by constructing the EQ competences Line Supervisors can bring forth motivated employees willing to set away energy to better work public presentation. Emotionally Intelligent Line Supervisors are adept to pull off their ain emotions while they are covering with others. Because of this employees who work under him construct trust over the supervisor and experience good about working with them. It is obvious that to be effectual in assisting the organisation to accomplish their ends, Line Supervisors must foremost necessitate to be cognizant of and to pull off their ain feelings of anxiousness and uncertainness. The consciousness of others emotional reactions and assisting them to get by up with those reactions will go easier one time they have become cognizant about their ain emotions and feelings.
It is indispensable for Line Supervisors to understand their workers and derive their regard to make their occupation good. They must exert good penetration and good judgement when rectifying the mistakes of employees and deciding differences. They are bound to assist to work out any job that the workers are holding with their occupations. If the employees who work under the supervisors are non executing their undertakings good, production end product is affected. Having a close relationship with their workers is really of import for the Line Supervisor to accomplish their day-to-day marks. Through forces and Social competences of Line Supervisors, they can make a smooth flowing of day-to-day work of the organisation other that a day-to-day battle. The most of import and the most hard things are to cover with one ‘s emotional state of affairss in the workplace and to decide them in an effectual and efficient mode.
Emotionally Intelligent Employees exhibit the qualities like cooperation with each other, committedness to the work, creativeness and group coherency that are progressively of import for the effectivity of them whereas less emotionally intelligence employees exhibit the sort of struggles, eternal grudges, lesser committedness to work and imbalance of work and household life. When the Line Supervisors become extremely emotional the employees work under them execute their work under them performs their work more volitionally and be given to expose the same qualities through subject.
Insight on Emotional Intelligence Components
The FirstA constituent of Emotional Intelligence, self-awareness agencies, holding a deep apprehension of one ‘s emotions, strengths, failing, demands and thrusts, ( Goleman, 1995 ) . Peoples who have a high degree of Self-awareness are really honorable with themselves and other. Peoples who have a high degree of Self Awareness are really honorable with themselves and others. They avoid the extremes of being excessively critical and unrealistically hopeful. Furthermore, these people know how their feelings affect them, other and their occupation public presentation. ( Goleman, 1995 ) .
The SecondA constituent of Emotional Intelligence is Self-regulation. This is an on-going conversation people have themselves, which frees them from being captives of their feelings ( Goleman, 1995 ) . Employees who have higher degree of Self-regulation are able to confront ambiguities of the industry more than employees who have lower degree of Self-regulation. Furthermore, employees with a high grade of self-regulation would be able to assist in doing accurate and thoughtful determinations through their unprompted behaviours.
The Third constituent of Emotional Intelligence is Motivation. Motivation extends to the deep inner desire achieve for the interest of accomplishment. Motivated employees will work harder for the company and will probably be the most satisfied. To bestir their employees, companies should include them in the determination devising procedure and acknowledge their parts ( Broolfiled, 2000. )
3.4.2 Dependent Variable
Effectiveness of Line Supervisors
1 ) Absenteeism – Absenteeism can be identified as the voluntary nonattendance at work, without a A A A A valid ground. It does non include nonvoluntary or occasional absence due to valid causes or grounds A A A A beyond one ‘s control such as accident or illness. Absenteeism is the term by and large used to mention A to unscheduled employee absences from the workplace ( Tylczak, 1990 ) . Employee absences due to personal unwellness, personal concern and absence without leave, as measured in figure of hours
( Goff, Mount & A ; Jamison, 1990 ) .
2 ) Turnover – . Simply the Labor turnover refers to the motion of employees in and out of a A A A A A concern. Rankin ( 2005 ) defined turnover can be classified in three ways: Employer controlled like A dismissals, redundancies and early retirements ; Employee A A A led like dissatisfaction of changing sorts A and employer and employee uncontrolled like long-run illness, normal retirement, A A A A A A A A A pregnancy A A A A A A leave and decease in service. It is concerned with motions of persons into occupations ( engaging ) and out A of occupations ( separations ) over a peculiar period of clip in an organisation.
3 ) Target Achievement – Target means a coveted end. Target accomplishment is one of the most A A A A A A important facets of the Apparel industry. They set day-to-day marks for each and every employee in order to acquire the optimal benefit of the worker within the work hours.
3.5 Respondents and informations aggregation
3.5.1 Population of the survey
The chief purpose of this research is to analyze the impact of Emotional Intelligence on theA
Effectiveness of Line Supervisors of Apparel Industry in Sri Lanka. For this purpose Line Supervisors of Apparel Making Companies were selected as the population of this survey. The main duty of the Line Supervisor is to guarantee whether the production procedure is carried out harmonizing to the marks and ends of the company.A
As the Line Supervisors are the 1s who deals with a larger figure of employees in the workplace it is of import to analyze, to what extent Emotional Intelligence impact on the Effectiveness of them. Consequently, the population of this survey would the Line Supervisors of Apparel Manufacturing Companies selected for this survey.
3.5.2 Respondents of the survey
The respondents of the survey were 30 Line Supervisors in two Apparel Manufacturing Companies in Katunayake Export Promotion Zone in Sri Lanka.
3.5.3 Sample of the survey
Sample is the finite portion of the statistical population Set of respondents was selected out of the population in order to do illations about the Population of the survey. The population of this survey is the Line Supervisor 02 of Apparel Industry in Sri Lanka. Therefore the Line Supervisors of two Apparel Making Companies in Katunayake InvestmentA A Promotion Zone in Sri Lanka was selected as the sample of this survey.
Due to the busy work hours of the Line Supervisors the sample was selected on the footing of convenience of the company ‘s twenty-four hours to twenty-four hours operations. Hence the convenience sampling technique was used as a non-probability sampling process in this survey. The figure of the Line SupervisorA who responded the questionnaireA in each Selected Apparel Manufacturing Company Was determined by the HR Managers of that peculiar company.
Out of the 40 questionnaires distributed by the research worker all 40 were collected back, stand foring a response rate of 100.00 per centum.
Table 3.1
The figure of Line Supervisors in selected dress doing companies.
Name of the Company No. of line Supervisors
Hirdaramani Mercury Apparel ( Pvt ) Ltd 18
Hirdaramani Garments ( Katunayake ) Ltd. 12
Entire 30
Beginning: Researcher ‘s original concept
3.6 Methods of Data Collection
Siegall ( 2000 ) explains that there are different methods of geting information in a study research such as structured interviews, questionnaires. Panel interviews, over the phone interviews, treatments and controlled observations. Out of these, the dominant tool of for roll uping informations in the study scheme is the questionnaire method. Therefore this survey uses the questionnaire method as the chief method of informations aggregation and besides treatments with HR directors and indiscriminately selected mill degree workers as a feedback.
3.6.1 Primary Data
Data which is collected straight from the firsthand experience of employees is called Primary informations. For this survey, primary information was gathered by utilizing a questionnaire and deepness inter positions with the HR directors and the mill degree workers.
3.6.1.1 Construction of the Questionnaire
The research design used for this survey was chiefly personalized by a questionnaireA ( Refer Appendix A ) . Two separate subdivisions were built up in this questionnaire in order to garner informations from the employees. The general information of employees is gathered through the demographic variables and the information of the EQ degree of Line Supervisors are gathered through the EQ variables. Five demographic variables were included for the first portion of the questionnaire to garner the background information of the respondent to be utilized in the analysis of the survey and 30 inquiries were included in the 2nd portion of it to mensurate the Emotional Intelligence of the respondents.
The inquiries were developed on the foundation of Emotional Competency Model done by Goleman ( 1998 ) . The term EQ was non mentioned in the questionnaire but the research inquiries were framed in the context of the Personal and Social competences of Emotional Intelligence. A pilot study for 1 0 Line Supervisors has been given to guarantee whether it can get the information needed and the simplistic nature of the questionnaire. Each of the variables of the 2nd portion of the questionnaire was measured on a five point Like Scale anchored at “ Strongly differ ” to “ Strongly agree ” . The questionnaire was translated into Sinhala for the convenience of the respondents. The responses were averaged within each graduated table to make scale tonss.
A
3.6.1.2 Depth Interviews
A A few deepness interviews were carried out with the 1-JR director of the two companies and indiscriminately selected mill degree employees who work under Line Supervisors, in order to back up the findings of the questionnaireA ( Refer Appendix B ) . The intent of the treatments was to acquire an thought of the function played by the Line Supervisors inside of the company. These interviews provide a feedback to the survey to obtain an overview of the degree of Emotional Intelligence of the Line Supervisors and the Effectiveness of them. Even though these treatments were non drawn-out treatments due to the busy agendas of the respondents it supported to acquire an thought about the existent status within the company. Three separate inquiries were asked by the research worker from FIR Managers of these Line Supervisors and the mill degree workers who work under the Line Supervisors of these two companies.A
3.6.2 Secondary Data
Published informations and the informations collected in the past discharge called Secondary informations. For this survey, secondary informations of absenteeism, labour turnover and aim accomplishment of the mill degree employees has been gathered from the past records of the companies.A
3.6.2.1 Target Achievement of the mill degree workers
Table 3.2
Target accomplishment of the mill degree workers of the selected companies
Company Name Target Achievement
Hirdararnani Mercury Apparel ( Pvt ) Ltd. 70 % – 90 %
Hirdararnaiij Garments ( Katunayake ) Ltd. 65 % -80 %
Beginning: Researcher s original Concept
The absenteeism labour turnover and aim accomplishment of the Apparel Manufacturing Companies have been shown in per centums in these tabular array.
3.6.2.2 Absenteeism of the mill degree workers
Table 3.3
Absenteeism of the mill degree workers of the selected companies
Company Name April May June July August Sept
Hirdararnani Mercury Apparel
( Pvt ) Ltd. 9.1 11.0 8.2 6.7 4.6 4.9
Hirdaramanj Garments
( Katunayake ) Ltd. 8.9 12.2 8.5 7.1 5.2 5.0
Beginning: Researcher ‘s original concept
3.6.2.3 Labor Turnover of the mill degree workers
Table 3.4
Labor Turnover f the mill degree workers selected companies
Company Name April May June July August Sept
Hirdararnani Mercury Apparel 9.2 1 5.1 11.4 6.2 3.5 7.1
( Pvt ) Ltd.
Hirdararnanj Garments 8.7 13.4 10.6 6.8 4.3 6.4
( Katunayake ) Ltd.
Beginning: Researcher ‘s original concept
A 3.8 Originality of the Methodology
The methodological analysis used in this survey can be identified as entirely built up for its intent compared to the past surveies in a similar nature. Most of the past surveies have used questionnaires to roll up informations to mensurate the degree of EQ but they have non much focused on the deepness interviews with the employees who work with the employee degree that has been taken as the population. Therefore, feedbacks from the I-ER directors of the Line Supervisors and employees who work under the Line Supervisors have been obtained through depth interviews in order to happen out the existent state of affairs within the company. Therefore this survey develops the analysis techniques to get at farther dependable decisions.
3.9 Restrictions of the Methodology
This research has chiefly used the method of questionnaires to obtain information on Emotional Intelligence. There is a possibility that some employees perceive the inquiries in the study instrument as a menace. They do non uncover the existent perceptual experience of them as they assume that information might leak out to the directors.
When the inquiries are interpreting from English to Sinhala the existent significance of the inquiries are difficult to be translated to the exact significance of Sinhala. This might confound the respondents when replying the questionnaire.
4. Data Presentation and Analysis
4.2 Introduction to Data Analysis
The information, chiefly gathered by questionnaires which were distributed among 30 Line Supervisors in two dress doing companies of Katunayake Investment Promotion Zone would be analyzed in this chapter. Even though these two companies have important differences from each other in assorted facets such as the civilization of the company. Organizational hierarchy, direction manners, vision and mission, policies and processs etc. these variables were non considered in deepness when analysing the gathered informations because the chief focal point of the research was on whether the Emotional Intelligent would impact the Effectiveness of Line Supervisors when they are working with the mill degree employees at the workplace. The demographic variables of Line Supervisors such as Gender, Age. Tenure of the employee, highest educational criterion reached etc. would besides be considered in the analysis in order to happen out the impact of these variables on the Emotional Intelligence degree of Line Supervisors.
The relationship between the cardinal variables would be analyzed and interpreted by utilizing following statistical trials which were derived from the usage of SPSS package.
Analysis of variance: Analysis of discrepancy ( ANOVA ) is a aggregation of statistical theoretical accounts, and their associated processs, in which the ascertained discrepancy in a peculiar variable is partitioned into constituents attributable to different beginnings of fluctuation.
One sample T-Test: A T-Test is any statistical hypothesis trial in which the trial statistic follows a Student ‘s I distribution if the void hypothesis is supported. It is most normally applied when the trial statistic would follow a normal distribution if the value of a scaling term in the trial statistic were known. When the scaling term is unknown and is replaced by an estimation based on the information, the trial statistic ( under certain conditions ) follows a Student ‘s t distribution.
Chi-square Trial: Chi-square is a statistical trial normally used to compare observed informations with information we would anticipate to obtain harmonizing to a specific hypothesis. That is, chi-square is the amount of the squared difference between observed and the expected informations divided by the expected informations in all possible classs.
Normality Test: In statistics, Normality Tests are used to find whether a information set is well-modeled by a normal distribution or non. In this survey the Jarquebera trial was used to mensurate whether the variables have been distributed usually.
4.3 Normality Test
Normality Test of the EQ variables have been measured in relation to Jarque. bera trial statistics. All the trial values could be seen between 0 – 6 that is the standard trial statistics. Therefore, the variables have been distributed usually. It indicates that the sample of the survey has non been biased. For that ground the consequence of the survey is more valid.
Table 4.1
Normality Test of EQ variables
Variables of EQ Jarquebera Test value
Self-awareness 5.073468
Self-regulation
Motivation
Empathy
Social-skills
Personal competence
Social competence
1.448573
0.874295
0.371862
2.162452
1.389962
1.003351
Beginning: Researcher ‘s original concept
4.4 The Impact of Personal Competency on the Effectiveness on Line Supervisors
Hello: There is a positive relationship between Personal competence of EQ and Effectiveness of Line Supervisors
To prove the first hypothesis of this survey the properties of Personal competence, viz. Self-awareness, Self-regulation and Motivation of Line Supervisors are tested out with the
Absenteeism, Labor Turnover and Target Achievement of the mill degree workers of each and every company. The statistics obtained to mensurate this relationship are as follows:
4.4.1 The Relationship between Self-awareness and Effectiveness of Line Supervisors
This tabular array shows the relationship between Self-awareness of Personal competence and Effectiveness of Line Supervisors.
Table 4.2
The relationship between Self-awareness and Effectiveness
Company
Significance
Average of
Absenteeism
Average of
Labor Employee turnover
Average of
Target Accomplishment
Hirdaramani Mercury
.
Apparel ( Pvt ) Ltd
0.000
7.41
8.75
70 % -90 %
Hirdaramani Garment
( Katunayake ) Ltd
0.046
7.82
8.36
65 % -80 %
Beginning: Researcher ‘s original concept
Harmonizing to the One-Sample T-Test, the important degree of Self-awareness of Hirdaramani Mercury Apparel ( Pvt ) Ltd is 0.000 in relation to the degrees between agree and strongly hold. It means that the Self-awareness of this company is non in the degree of agree or strongly agree. It indicates that the Line Supervisors, of this company have non considered Self-awareness as an of import factor in their work. The absenteeism of the mill degree workers, who work under these Line Supervisors is averagely high, compared to the other companies ( 7.41 ) . The labour turnover of factory degree workers is besides high ( 8.75 ) , which is the 2nd highest of the two companies. The mark achievement 70 % – 90 % of this company which is relatively high. This indicates that the Line Supervisors who have non considered the factor of Self-awareness are faced with the issue of high absenteeism degree and high labour turnover value but possibly due to other factors they have a higher rate of mark accomplishment.
The important degree of Self-awareness of Hirdaramani Garments ( Katunayake ) Ltd is 0.046. This company has a little important degree of Self-awareness. It means the Self- consciousness of this company is non in the degree of strongly hold or hold. It indicates that the Line Supervisors of this company hold besides non considered the factor of Self-awareness as an of import facet in their working environment. The absenteeism of the mill degree workers is in a high degree compared to the other companies ( 7.82 ) . The labour turnover of factory degree workers is besides high ( 8.36 ) . The mark accomplishment of this company is in a really lower degree ( 65 % -80 % ) . This indicates that the Line Supervisors who have non considered the factor of Self-awareness have to confront a high degree of absenteeism among their workers, a high degree of labour turnover and a well low degree of mark accomplishment.
Therefore, this clearly implicates that the companies that have an undistinguished degree of Self-awareness of Line Supervisors leads to a lower degree of absenteeism and labour turnover and a higher degree of mark accomplishment. Therefore, it indicates further that the Self-awareness and Effectiveness of the Line Supervisors has a relationship.
4.4.2 The Relationship between Motivation and Effectiveness of Line Supervisors
This tabular array shows the relationship between Motivation of Personal competence and Effectiveness of Line Supervisors.
Table 4.3
The relationship between Motivation and Effectiveness
Company
Significance
Average of
Absenteeism
Average of
Labor Employee turnover
Average of
Target Accomplishment
Hirdaramani Mercury
.
Apparel ( Pvt ) Ltd
0.863
7.41
8.75
70 % -90 %
Hirdaramani Garment
( Katunayake ) Ltd
0.003
7.82
8.36
65 % -80 %
Beginning: Researcher ‘s original concept
The important value of Motivation in Hirdaramani Mercury Apparel ( Pt ) Ltd is 0.863. It shows that the competence of Motivation is undistinguished in this company. It indicates that the Line Supervisors of Hirdaramany Mercury Apparel ( Pvt ) Ltd are in the degrees between agree or strongly agree. It indicates that the factor of Motivation is extremely considered by the Line Supervisors of this company. The absenteeism, labour turnover and aim accomplishment of this company is 7.41 8.75and 70 % -90 % severally. This indicates that the Line Supervisors who have considered the factor of Motivation have reached to a higher degree of mark accomplishment even though the absenteeism and labour turnover is high.
The important value of Motivation Of Hirdaramani Garments ( Katunayake ) Ltd is 0.003. It shows that the P value of the competence of Motivation is extremely important. The significance of this is that the Line Supervisors of Hirdaramani Garments ( Katunayake ) Ltd are non in the degree of agree or strongly agree. It indicates that the factor of Motivation is non considered by the Line Supervisors of this company. The absenteeism, labour turnover and aim accomplishment of this company is 7.82, & A ; 36 and 65 % -8O % severally. This indicates that the Line Supervisors who have non considered the factor of Motivation had to see a higher degree of absenteeism and labour turnover every bit good as lower degree of mark accomplishment.
Therefore, this clearly implicates that the company which has a important P value of Motivation of Line Supervisors has reached to a higher degree of absenteeism and labour turnover and a lower degree of mark accomplishment. Companies that have an undistinguished degree of Motivation have reached to a higher degree of mark accomplishment and lower degree of absenteeism and labour turnover. It indicates further that the Motivation and Effectiveness of the Line Supervisors has a relationship.
4.4.3 The Relationship between Personal competence of EQ and Effectiveness of Line Supervisors
This tabular array shows the relationship between Personal competence and Effectiveness of Line Supervisors.
Table 4.4
The relationship between Personal competence and Effectiveness
Company
Significance
Average of
Absenteeism
Average of
Labor Employee turnover
Average of
Target Accomplishment
Hirdaramani Mercury
.
Apparel ( Pvt ) Ltd
0.000
7.41
8.75
70 % -90 %
Hirdaramani Garment
( Katunayake ) Ltd
0.226
7.82
8.36
65 % -80 %
Beginning: Researcher ‘s original concept
The important degree of Personal competences of Line Supervisors of Hirdaramany Mercury Apparel ( Pvt ) Ltd is 0.000. This is extremely important. It indicates that the Line Supervisors have non regarded the Personal competence as of import in this company. This can be clearly identified in the old tabular arraies of the properties of Personal competence. Motivation is the lone Personal competence that the Line Supervisors of this company has regarded, Therefore, this indicate that the Line Supervisors who have competence of Motivation, have reached to high degree of mark accomplishment ( 70 % -90 % ) but the absenteeism ( 741 ) and labour turnover ( 8.75 ) of the mill degree workers are high as they have n’t paid much attending to the other competences ; viz. Self-awareness and Self-regulation.
The important degree of Personal competences of Line Supervisors of Hirdaramany Garments ( Katunayake ) Ltd is 0.226. It shows a extremely undistinguished degree of Personal competence of the company. It indicates that the Line Supervisors in this company hold regarded the Personal competences as of import. But degree of absenteeism ( 7.82 ) and labour turnover ( 8.36 ) of this company is really high and they have reached to a low degree of mark accomplishment ( 65 % -80 % ) . It shows that even though the Line Supervisors have regarded the Personal competence as of import they were unable to accomplish their ends. When sing each property entirely it is obvious that each of them is in the important degree. That is, non even a individual property have been taken in to consideration by the Line Supervisors of this company.
By taking in to consideration all the above facts and findings, it is clear that there is a positive relationship between Personal competence and Effectiveness of Line supervisors. The mill degree workers who work under Line Supervisors who are cognizant of Personal competence are more likely to hold less absenteeism, less labour turnover and besides the mark accomplishment seems to be in a higher degree. Therefore it is clear that where Personal competence takes consequence, the efficiency of those who are concerned become high. This relationship is farther more detailed in Table 4.13. The deepness interviews disclosed that the Line Supervisors who have the competence of Self-awareness meet up less conflict state of affairss with the mill degree workers. Line Supervisors, who had Self-regulation, were considered as dependable employees by their immediate directors and besides the mill degree employees have considered such Line Supervisors as trustworthy.
4.5 The Impact of Social Competency on the Effectiveness on Line Supervisors
There is a positive relationship between Social Competency of EQ and Effectiveness of Line Supervisors
To prove the 2nd hypothesis of this survey the properties of Social competence, viz. Empathy and Social-skills of Line Supervisors are tested out with the Absenteeism, Labor Turnover and Target Achievement of the mill degree workers of each and every company. The statistics obtained to mensurate this relationship are as follows:
4.5.1 The Relationship between Empathy and Effectiveness of Line Supervisor
This tabular array shows the relationship between Empathy of Social competence and Effectiveness of Line Supervisors.
Table 4.5
The relationship between Empathy and Effectiveness
Company
Significance
Average of
Absenteeism
Average of
Labor Employee turnover
Average of
Target Accomplishment
Hirdaramani Mercury
.
Apparel ( Pvt ) Ltd
0.972
7.41
8.75
70 % -90 %
Hirdaramani Garment
( Katunayake ) Ltd
0.010
7.82
8.36
65 % -80 %
Beginning: Researcher ‘s original concept
Empathy of the Line Supervisors of Hirdaramani Mercury Apparel ( Pvt ) Ltd is extremely
insignificant ( 0.972 ) . It means the Line Supervisors are in the degree of agree or strongly agree harmonizing to the one-sample Test. This indicates that the competence of Empathy is considered by the Line Supervisors. The degree of absenteeism and labour turnover of this company is 7.41 and 8.75, severally. The mark accomplishment is 79 % -90 % . This shows that even though the Line Supervisors of Tins Company have considered about Empathy it does n’t hold a important impact on absenteeism or labour turnover.
Empathy of the Line Supervisors of Hirdaramani Garments ( Katunayake ) Ltd is extremely important ( 0.O ) it means the Line Supervisors are non in the degree of agree or strongly agree harmonizing to the One-Sample T-Test. This indicates that the competence of Empathy is non considered by the Line Supervisors. This company has a high degree of absenteeism ( 7.82 ) and labour turnover ( 8.36 ) itself. The mark accomplishment besides really low ( 65 % -80 % ) . This shows that the Line Supervisors who have non considered Empathy had to confront higher degrees of absenteeism, labour turnover and lower degree of mark accomplishment.
