Access the essential membership for Modern Managers
The emotional intelligence of individuals is complex and thus problematic to measure, not least because there is yet to evolve a clear definition of EQ. There is also little consensus on the breadth of the concept and what it should include. Problems occur when cognitive intelligence related to IQ and the competencies relating to EQ are assessed separately. This is because cognition and emotions are inherently linked in mental life. Here we outline some of the models and techniques that have been developed to measure EQ.
Emotional Intelligence Appraisal
Developed by Daniel Goleman, the Emotional Intelligence Appraisal is based on the four skills clusters of self-awareness, self-management, social awareness and relationship management. It assesses the competencies required by individuals to succeed in the workplace.
Emotional Competence Inventory 360
Developed by Richard Boyatzis and Daniel Goleman, the ECU 360 is a development tool that assesses particular EQ strengths and limitations of individuals. It highlights the EQ competencies they will need to achieve the desired career goals.
BarOn Emotional Intelligence Quotient Inventory EQ-i
This model uses a self-report format incorporating 152 items related to EQ. It combines intellectual, social and affective abilities to give an overall EQ score. It also gives scores for intrapersonal, interpersonal, ability, stress management and general mood scales, as well as the subscales of these.
Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT)
This test measures the four branches (managing emotions, understanding emotions, using emotions and perceiving emotions) of Mayer and Salovey’s emotional intelligence ability model and tests how well individuals solve tasks and handle emotional problems in practice. It was developed from the Multifactor Emotional Intelligence Scale (MEIS) and adheres to the multi-dimensional construct of EQ.
Work Profile Questionnaire – Ei–I Version
The WPQei comprises 84 items and measures competencies of EQ related to the workplace. It is based on a seven component conceptual model of EQ consisting of innovation, self-awareness, intuition, emotions, motivation, empathy and social skills.
These are just a few of the measures used to test EQ. Many of the models do not correlate with one another suggesting they are tapping into different aspects of EQ. Such is the case with MEIS which correlates well with traditional measures of intelligence, and EQ-i which overlaps with measures of personality. This is inevitable when there is still debate concerning the dimensions and competencies comprising EQ.
There are questions over whether measurements of EQ should incorporate an individual’s distinct abilities related to emotion; broadly include critical competencies for effective social interaction; or be assessed on a neurological basis. Should mood, defined as diffuse feeling states, be measured primarily, or is real EQ reflected in affective episodes, the short duration intense reactions to stimuli?
Or is EQ just immeasurable? Some philosophical views maintain that emotions are unpredictable, irrational and something that can be suppressed by logic and reason. In addition, all definitions of EQ combine both cognitive and emotional abilities, thus questions arise over whether the two can ever be truly separated and measured independently.
The questions raised here demonstrate that EQ, like IQ, is very difficult to measure, and until we can clearly define what EQ comprises, methods to measure it must be implemented with care, and not taken as definitive.
