Emotional intelligence plays a vital role in all areas of both personal and work life. To determine whether training and development has an effect on the level of Emotional Intelligence (EI) of leaders is therefore of utmost importance.
The purpose of the study is to investigate the effect of EI training and development programmes on leaders across industries.
Motivation for the study
The motivation for this study is to determine whether EI training does have an effect on the participating managers within various industries and is thereby showing a return on investment.
Research design, approach and method
The purpose of the study is explanatory in nature. A pre-experimental research design was adopted through the use of a one-group pre-test and post-test design. This design resulted in quantifiable data that was compared across industries.
The data was collected through a quantitative, 360 degree Questionnaire used in practice. Main findings
EI training does have a positive and significant effect on the participants in the study. Significant changes occurred across the participants' average EI scores on all the instrument's nine items as well as the overall EI score. Results showed a significant increase in EI skills across all industries. What was interesting in the results were the significantly different industry average EI scores before and after the training intervention. However, despite those significant baseline differences the study found no significant difference in the positive increase of the participating managers' overall EI scores.
Future research / Limitations
Future studies could determine whether a difference might exist between the level of EI of males and females. In order to overcome the sample limitation it would be beneficial to obtain a larger sample with the inclusion of more industries for comparison purposes. The use of a control group, a registered instrument and more statistically advanced techniques could also be considered in future.
Results showed that in the current study, EI can be increased across industries regardless of the EI baseline the individuals started with before the training intervention. This ultimately results in a return on investment for the organisation's monetary investment in EI training as an intervention.
Mini Dissertation (MCom)--University of Pretoria, 2017.