NATIONAL ECONOMICS UNIVERSITY

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ESSAY ON HUMAN RESOURCE

MANAGEMENT COURSE

Topic: Emotional intelligence and career success:

Literature review and conceptual framework

Instructor : PhD. Pham Thi Bich Ngoc

Student’s name : Dam Thi Phuong Anh
Class : HRM EEP 61
Student’s code : 11190074

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HA NOI, NAM 2022

 TABLE OF CONTENTS
INTRODUCTION ........................................................................................................................ 1
CHAPTER 1: LITERATURE REVIEW ............................................................................... 3
1.1 Definition emotional intelligence ........................................................................................ 3
1.2 The Levels of Emotional intelligence ................................................................................. 6
1.3 The Components of Emotional intelligence....................................................................... 7
1.4 Career Success....................................................................................................................... 8
1.5 Conceptual framework ......................................................................................................... 8
CHAPTER 2. THE RELATIONSHIP BETWEEN EMOTIONAL
INTELLIGENCE AND CAREER SUCCESS .................................................................... 10
2.1 The role of emotional intelligence..................................................................................... 10
2.2 How Emotional intelligence influences subjective career success (SCS)..................... 11
2.3 Measures to train emotional intelligence .......................................................................... 13
CHAPTER 3: THE APPLICATION OF THE EMOTINAL INTELLIGENCE AT
WORK ........................................................................................................................................... 14
CONCLUSION............................................................................................................................ 16
REFERENCES
 INTRODUCTION
1. The reason for rationale
Work-related stress is a common problem, affecting individuals from all
professional and occupational groups in society. It causes people a lot of diseases,
both mentally and physically, and also damages organizations and companies by
reducing work performance, increasing absenteeism of workers, thereby increasing
the cost of new recruitment. Among the many factors that influence work stress, there
is one individual factor that current research in Vietnam still addresses- emotional
intelligence.
Emotional intelligence (EI) must somehow combine two of the three states of
mind perception and influence, or intelligence and emotions. Emotional intelligence
is the ability to perceive emotions, understand what others speak and understand how
their feelings affect those around them. Emotional intelligence began to be officially
studied in the 90s of the twentieth century and attracted the attention of many
researchers. A number of studies confirm that emotional intelligence is a form of human
intelligence and an important component in personality structure, and also proves a close
relationship between emotional intelligence and personality. and success in academic
and professional activities of individuals. According to scientists, emotional intelligence
is considered a good predictor of success or failure in areas of work that involve people.
Emotionally intelligent people often succeed in life because they make people around
them feel comfortable and this allows for more effective relationship management as
well as a powerful way to focus energy in one direction, in order to achieve results at
work. Besides, a special thing about emotional intelligence is that it is extremely
flexible and everyone can practice to improve their emotional intelligence capacity.
So how does emotional intelligence affect career success?
This is a practical and necessary issue for organizations and businesses in order
to raise employees' awareness, increase work efficiency, and wish to contribute more
to the development of the business. For that reason, I choose the topic: “Emotional
intelligence and career success: Literature review and conceptual framework”.
2. The research objectives:
- To examine the relationship between emotional intelligence and career success
- The importance of emotional intelligence
3. The object and scope of the research
- The study and theory of emotional intelligence

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- Improve the emotional intelligence of employees in the workplace
4. Research Methods
- The study is mainly used secondary data from the research data collection, which
are textbooks, documents, books, journals, articles published research papers,
magazines,….
5. The research structure
In addition to the introduction and conclusion, the research is divided into 03
chapters:
Chapter 1: Literature review
Chapter 2: The relationship between emotional intelligence and career success
Chapter 3: The application of emotional intelligence at work

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 CHAPTER 1: LITERATURE REVIEW

1.1 Definition emotional intelligence

Thorndike (1920) discovered emotional intelligence in the study of social intelligence. He
defined "intelligence as the overall capacity or general capacity of an individual to act with
purpose, to think rationally, and to respond effectively to his or her surroundings" (excerpt
from research). Mo's study, 2010). Since then, many other researchers have delved deeper and
come up with other definitions of emotional intelligence.
Emotions are closely related to people’s purpose, goals, plans, and requires (Brown,
George-Curran and Smith, 2003), so emotional intelligence can be defined as the ability to be
aware of own and others emotions and feelings and to manage the emotions in self and others
(Goleman, 1995). Emotional intelligence is also defined as a subset of “social intelligence”
which involves the ability to consider one’s own and others’ feelings and emotions to guide
one’s thinking and actions (Salovey and Mayer, 1989). Then they defined it again as “the
ability to perceive emotions, to access and generate them so as to assist thoughts, to understand
emotions and emotional knowledge, and to regulate them so as to promote emotional and
intellectual growth (Mayer and Salovey, 1997). The most important construct in their
definition which we require to explain is “emotions”. Van Maanen and Kunda (1989) explain
that emotions are “ineffable feelings of the self-referential sort”, and are comprehensively
defined as “self-referential feelings an actor (employee) experiences or, at least, claims to
experience in regard to the performances he or she brings off in the social world” (Van Maanen
and Kunda, 1989). Feeling explanation refers to basic (e.g. joy, love, anger) and social
emotions (e.g. shame, guilt, jealousy, envy), as well as to related constructs as affect,
sentiments and moods (Ashforth and Humphrey, 1995). Emotional intelligence include some
abilities to perceive, appraise and express emotion accurately and adaptively, understand
emotion and emotional knowledge and make apply of the knowledge by accessing or
generating feelings to facilitate thought, whilst reflectively regulating emotions (Salovey,
Mayer, & Caruso, 2002; Tarasuik, Ciorciari and Stough, 2009). Emotional intelligence skills
have close relationship to motivation and can be explained the gateway to learn all the life and
gain to success. A lot of researches show that emotional intelligence skills are essential to each
learner (Low & Nelson, 1999).
Sánchez-Ruiz, Jose, Carlos, Prez-Gonzlez and Petride (2010) “Profiles of emotional
intelligence characteristics of students from different university faculties” examined that
emotional intelligence trait (EI trait or self-efficacy emotional traits) of 512 students from five
undergraduate faculties: engineering studies, natural sciences, social sciences, arts, and

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humanities. Using the Trait Emotional Intelligence Questionnaire, the researchers
hypothesized that (a) the social sciences would score higher than technical studies in Emotion,
(b) the arts would score higher. higher than technical studies in emotion, (c) arts will score
lower than engineering studies in Self-control, and (d) there will be interactions between
gender and faculty, whereby female students will score higher than male students in social
science only. Several other exploratory comparisons were also made. The results support
hypotheses (a), (b) and (d), but not hypothesis (c), despite the difference in the direction of
prediction.
Nelis, Quoidbach, Mikolajczak and Hansenne (2009) “Emotional Intelligence
Interventions to Enhance Student Success” focuses on the constructs of emotional intelligence
(EI) that address individual differences. in perceiving, processing, regulating, and using
emotional information. Because these differences have been shown to have a significant
impact on important life outcomes. This study investigated, using a controlled experimental
design, whether EI could be increased. The experimental group participants received brief
empirical training in EI while the control participants continued to lead normal lives. The
researchers found a significant increase in the ability to identify emotions and manage them in
the trained group. Follow-up measures after 6 months showed that these changes were
persistent. No significant changes were observed in the control group. These findings suggest
that EI can be ameliorated and open up new therapeutic avenues.
Hopkins & Bilimoria (2008) in the study “Social and emotional competence predicts
success for male and female CEOs” explored the relationship between social and emotional
intelligence capacity and success of CEOs. organization. The study found little difference
between male and female leaders in their display of emotional and social intelligence, and also
found that when it comes to demonstrating competence, Most successful men and women are
more alike than different. However, gender played a logical role in the relationship between
the performance of these competencies and success. Other male leaders are seen as more
successful, even though male and female leaders demonstrate equal competence. The four
competencies that distinguish the most successful male and female leaders from their typical
counterparts are Confidence, Achievement Orientation, Inspirational Leadership, and Catalyst
for Change.
Koman, ES, & Wolff, SB (2008) “Emotional Intelligence Competency in Teams and Team
Leaders: A Multilevel Test of the Impact of Emotional Intelligence on Group Performance”.
This study examines the relationships between team leader EI competence and team
performance. The study was conducted on 349 participating military crew members and
maintenance crews representing 81 maintenance crews and crews.

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 The results show that the team leader's EI is significantly related to the presence of
emotionally competent group norms (ECGN) in the group they lead, and that ECGN is related
to the group's performance. . The authors also make three suggestions. First, Employee leaders
with better EI capabilities not only boost their individual performance but also that of the team
they lead. Second, by developing or hiring emotionally competent managers. Finally, by
developing emotionally competent front-line leaders, organizations should develop
emotionally competent executive leaders because each individual on the management team
influence the development of ECGN in the group they lead.
Carmeli and Josman (2006) “Relationship between emotional intelligence, task
performance, and organizational citizenship behavior” this study suggests a possible link
between emotional intelligence and performance. positive in the workplace. The researchers
say that while research shows a link between emotional intelligence and positive performance
in the workplace, it is often based on self-judgment and assumes true job performance. is
multidimensional. Research shows that there may be links between emotional intelligence and
positive performance in the workplace. The authors note that task performance may not reveal
the completeness of a leader's job role. Other behaviors, such as maintaining civil relationships
and helping subordinates with problems, will also affect job performance.
Researchers have discovered two leadership essentials: altruism and shared conformity can
be reasons for maintaining a leader's respect from subordinates and, therefore, possible affects
the willingness of subordinates to commit to the leader's work. Researchers conducted a study
of 215 employees in 66 different organizations in Israel to see if there was a link between
emotional intelligence and both altruistic and conformist behavior. Data is collected from
subordinates and supervisors, as well as the participants themselves. Their findings suggest
that both altruism and compliance are related to task performance. The researchers also found
that the three elements of EI (emotional assessment and expression, emotion regulation and
use of emotions) were associated with task performance and altruistic behavior, but only partly
to compliance behavior.
Goleman (1998) “Working with Emotional Intelligence” Competency studies in more
than 200 companies and organizations worldwide show that about a third of the difference is
due to technical skills and cognitive abilities in the workplace. when two-thirds is due to
emotional capacity. (In the top leadership positions, more than four-fifths of the difference is
due to emotional competence.) As observed earlier, Goleman‟s contribution to the field of EI
is phenomenal in the sense that he took the theory to a wider section of audience and
popularized it to such an extent that it made to the cover page of “Times‟ instantaneously. He
sensationalized the topic with his book “Emotional Intelligence: Why it can matter more than
IQ‟ in 1995 with tall claims bordering on hyperbolic sometimes, making sweeping statements

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like EI was the reason for “nearly 90% of the difference” between star performers and average
ones (Goleman, 1998). Inspired by the findings of Salovey and Mayer, Goleman pursued
research in emotional intelligence and proposed a four branch model which was further
classified into twenty emotional competencies. He differed from Salovey and Mayer‟s model
of EI in that he added a few personality traits like trustworthiness, innovation, team player, etc.
which has also earned the criticism that it was “preposterously all encompassing‟ (Locke,
2005). He believes that these emotional competencies are not innate talents but those that can
be learnt and developed. In turn, the potential to develop these emotional competencies
depended on a person‟s emotional intelligence which he believes is a latent, inborn talent.
Emotional intelligence and emotional competencies are like apples and apple sauces
(Goleman, 2003). While EI is natural, emotional competencies are the offshoot of EI.
Bar-On's (1997) “Bar-On Emotional Quotient Inventory (EQ-I): A Test of Emotional
Intelligence” this study describes social responsibility and empathy as skills specific abilities
between individuals. Goleman's 1995 model includes empathy and satisfaction perception
alike, which are essential skills for recognizing emotions in others. Bar-On‟s model of
emotional intelligence focuses on the „potential‟ for success rather than success itself and is
more process-oriented than outcome-oriented (Bar-On 2002). He posits that emotional
intelligence can be learned and developed over a period of time through training, programming
and therapy (Stys and Brown, 2004). The Bar-On model differs from Goleman‟s model in
that it includes stress management and general mood components like optimism and
happiness. Apart from these, he incorporates reality testing which asserts how far a person is
aware of the gap between the actual meaning and his construed meaning of a given situation,
and also impulse control which is an ability to control oneself from reacting to a situation in a
reckless manner.
1.2 The Levels of Emotional intelligence
There are four different levels of emotional intelligence – in order from low to high:
• Emotional awareness: The first step to understanding emotions is to perceive them
correctly. In many cases, this can involve understanding nonverbal cues such as body
language and facial expressions.
• Reasoning with emotions: The next step involves using emotions to promote thinking
and perception. Emotions make us prioritize what we notice and react to – we react
emotionally to what grabs our attention.
• Understanding emotions: The emotions we perceive can have many different
meanings. If someone is expressing anger, the observer must explain what caused that
anger and what it means. For example: if your boss is angry, it could mean that they are

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 not happy with your job, or it could be because they were speeding on their way to work
that morning, or they had an argument. with your partner.
• Emotion management: The ability to effectively manage emotions is the highest level
of emotional intelligence. Regulating emotions and reacting appropriately, as well as
responding to the emotions of others, are all important aspects of emotional
management.
1.3 The Components of Emotional intelligence
According to American psychologist Daniel Goleman, the expression of people with
emotional intelligence can be seen through the following 5 characteristics:
• Self-awareness. You know well how you are feeling, and understand how your
emotions and actions affect the people around you. In the role of a management leader,
self-awareness is a clear awareness of one's own strengths and weaknesses, from which
to always behave with a humble and progressive attitude.
For example: For a student A, she considers herself to have the advantage that her ability
to speak in front of a crowd is very good, but her ability to rewrite is worse, so she actively
participates in MCing for the group. school programs and with that, she works hard at the
library to read books to improve her writing skills. As such, she has recognized her own
strengths and limitations to overcome and promote.
• Self-regulation. People with high emotional intelligence rarely attack others verbally,
make hasty decisions, emotional, stereotype or compromise their values. According to
Goleman, the ability to control yourself is also a manifestation of a flexible, rich sense of
responsibility.
For example: For a successful businessman, if they can control their emotions and do not
let them affect their work, such as if there is a sad story in the house, they will not go to the
company and get angry with their employees because of that. members, cancel an important
meeting….
• Motivation. Emotionally intelligent people always do whatever it takes to reach their
goals. As for the quality of their work, they set very high standards for themselves.
For example: For a teacher, enthusiasm is very important. Therefore, whoever has this
will be greatly loved by students and colleagues. And conversely, they only go to class to finish
the lesson without putting their thoughts and feelings into the lecture, the students feel very
bored and tired after each class.
• Empathy. Empathy is the most important quality in team management. The ability to
empathize will help you put yourself in the shoes of others. A manager with a high EQ

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 supports the development of all team members, is willing to stand up for discrimination,
knows how to respond constructively, and listens in all circumstances.
For example: At work, Mr. B is a very delicate person in grasping the feelings of his
colleagues. Today, when I see a colleague of mine sad, I will not joke like usual but instead
ask if the family is okay or keep quiet. Or if you see your colleagues today very happy and
excited, they will join that joy. Thus, his colleagues will feel that he is someone who always
understands and shares with others. As such, it can be said that he was also partially successful.
• Social skills. Emotional intelligence is an important requirement in communication.
High EQ people are always ready to listen, asking for help from others. Good social
skills also give them the ability to manage change and resolve conflicts through
diplomacy.
For example: People who are good at communicating often have good teamwork skills.
They are more concerned with helping others grow and be productive than with their own
success. They know how to argue effectively and are masters at establishing and maintaining
social ties.
1.4 Career Success
Career success is of concern to individuals and also organizations (Judge et al, 1999).
Researchers go on to try identify some organizational and individual factors that improve
employees’ career success (Boudreau, Boswell & Judge, 2001; Judge and Bretz, 1994;
Seibert & Kraimer, 2001; Wayne et al, 1999). Also a lot of studies have taken in base of
multivariate approaches to identifying the career success predictors (Kirchmeyer, 1998), but
no large-scale systematic attempts have been to summarize the existing literature. By
considering “promotion slam” or “job direction” these days, most of employees think that
going up the ladder means success. This topic refers to promotion in organization hierarchy
and getting raised or personal authority implicitly. Thus all staff see their success in connection
with financial positions, pulls and fame. But in profession terms, career success splits into
objective and subjective dimensions (Friedman & Greenhaus, 2000; Hall, 2002; Kirchmeyer,
2002). Jaskolka et al (1985) believe that success is a relatively concept of evaluation and
judgment (Jaskolka, Beyer & Trice, 1985). Objective success or internal success is the
observable part of the job success and refers to outputs, promotions, positions and ranks
(Gattiker & Larwood, 1988).
1.5 Conceptual framework
The chart below presents the effect of emotional intelligence consist of self-awareness,
self-regulation, motivating oneself, empathy and social skills on career success.

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 Self awareness

Self regulation

Motivating oneself Emotional Intelligence Career Success

Empathy

Social skills

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 CHAPTER 2. THE RELATIONSHIP BETWEEN EMOTIONAL
INTELLIGENCE AND CAREER SUCCESS

2.1 The role of emotional intelligence

The role of emotional intelligence has been confirmed in human life in general
and in cognitive activities in particular through the following basic aspects:
- The interaction between the subject and the situation in which emotions are the
driving force of behavior and perception, movement and intelligence are the structure
of that behavior. G. Piagie believes that each behavior includes two sides: the energy
side (created by emotions) and the cognitive side (the result of intelligence).
According to L. X. Vuwgotxki in Italian linguistic thinking is not the whole point of
the process, but behind it must be trends, emotions, needs... If emotions create energy,
emotional intelligence is the source of energy. energy. Understanding our own
feelings or those of others will form a certain emotion in each of us, and then a certain
action will arise.
Example: Hoa feels very happy today and Hoa wants to take care of her colleagues
more.
- Emotions have the role of promoting or inhibiting human activities in general and
intelligence in particular. Those activities are either exciting, fun, or depressing,
reluctant. Not everything we want to do and do well, so having emotional regulation
can help us balance in general living, studying, working, entertaining, etc.
According to Daniel GoleMan, emotions direct the mind, it is even stronger than
logic-math, emotions guide action. Emotion is the inner element of intellectual action,
emotion is the state of mind that follows throughout the action. An action is not
merely the result of an intellectual act, but is also governed by emotions. There is no
action or activity that lacks emotions. Emotions influence the decision of action
through the method, nature, level, ... of the action.
For example: When studying Basic Principles of Marxism-Leninism, Lan felt it
was difficult to understand, difficult to imagine, vague and had no sympathy for that
subject, but Mr. Huynh teaching that subject was very funny. Humor, when teaching
often gives the most specific examples so that students can understand, so when Lan
knows her positive feelings for the teacher, if she knows how to use that emotion to
motivate learning, then there you already have EI.

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- The role of emotional intelligence is also shown in building good human
relationships (family relationships, work, friends, ...) through the process of empathy
(understanding one's emotions leads to to understand the feelings of others).
Sustainable relationships are often built on the basis of mutual understanding of two
parties. People with good emotional intelligence will know how to express their
feelings in accordance with the situation, being able to control it. Their ability to adapt
helps them to act more sensitively, more proactively. Distinguishing the emotions of
others is a fundamental thing in everyone's relationships, where people can grasp their
emotions at the same time. restraining it will understand other people's feelings better.
In addition, people with good emotional intelligence will know how to keep a balance
between emotion and reason and express it to the outside in the most appropriate way.
- The role of emotional intelligence in thinking: emotional intelligence guides our
thoughts, emotions guide us in difficult and dangerous situations in situations where
you are not able to, What factors to think about due to an overwhelming situation or
a situation that you have not experienced before.
For example: The receptionist was suddenly scolded by a hotel customer without
knowing what happened, but her emotional intelligence led her to calmly listen and
apologize to the customer first, then find out the reason. multiply and solve problems.
- In addition, emotional intelligence also plays a role in the health of each individual,
ensuring normal brain activity and avoiding mental illnesses such as fear, depression,
anger, pessimistic attitude, boredom,... affects people's lives. For example: excessive
sadness can cause stomach pain, anger leads to stroke, etc. Recognizing one's feelings
and emotions. Adjusting them properly will help you feel more comfortable and,
above all, avoid illness.
2.2 How Emotional intelligence influences subjective career success (SCS)
Emotional intelligence can actually be more influential upon an individual's
success in life (personally and professionally) than cognitive intelligence (Stewart,
2008). People with high levels of emotional intelligence abilities are more likely
than who have less emotional intelligence to achieve high levels of success in their
workplace. Specially, scholars have stated that social skills are necessary for
executive level leaders; as individuals ascend the organizational hierarchy; social
intelligence becomes an relevant determinant increasingly of who will and will not
be successful (Carmeli, 2003).
Emotional intelligence is also an important of personal relationships success,
family functioning, and success in the workplace (Salovey, Mayer & Causo, 2002).

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 It’s found that the emotionally intelligence people have enjoyed more career
success, feel less job insecurity, lead more effectively, are more adaptable to
stressful events, posses better coping strategies and indicate greater sales success
than those who have low emotional intelligence (Yousuf & Ahmad, 2007).
Goleman focuses on the importance of emotional intelligence in general work
success of people and achievement in their life. Other researchers since Goleman
have claimed that emotional intelligence can predict important occupational and
educational variables (Fisher & Ashkanasy, 2000).
The importance of emotional intelligence to individual and career success can
be explained by how important relationships have become in evaluating personal
and organizational success (Robbins, 2005). Emotionally intelligence people are
able to be effective in pursing the right career that is a career which matches the
values, goals, and vision of the individual. Furthermore, it is believed that
individuals who have high levels of emotional intelligence will have higher levels
of job satisfaction and organizational commitment, that will make both the
individuals and organizations more successful (Stewart, 2008).
People who are good at understanding their own emotions as well as that of others are
found to be more successful in life (Citeman, 2010). Individual’s ability to manage emotions,
feelings, and stress are found to be imperative for success. The increasing awareness about the
vitality of EI for achieving success has been the centerpiece among researchers as well as the
business firms. It has been established that the competency of individual brings success by
taking into consideration the sociobehavioral dynamics. The workplace adjustments and the
overall behavior largely determine the success of an employee (Siegling et al., 2015).
Furthermore, an individual’s emotions are congruous to the facial expression that reflects the
inner state. For instance, frowning showcases the emotion of resentment in an individual.
Every people-oriented job demands the accurate use of emotions considering the reality that
emotions alone would not help you in achieving success in one’s career. The appropriate use
of emotions will help in fulfilling one’s desire and lead a successful life without sidelining that
the emotions that go out of control tend to be disastrous. In work life as well as personal life,
it can affect an individual’s self-identity, relationship with peers, and completion of the tasks
(Koubova and Buchko, 2013). There are five factors, namely, sociability, emotionality, self-
control, wellbeing, and expressed-behavior. Sociability describes the capability to manage,
communicate, and socialize with others. Emotionality pronounces the ability to perceive and
express emotions to sustain relationships with others (Petrides, 2009). Self-control describes
the ability of an individual in regulating stress, pressure, and impulses (Siegling et al., 2015).
Wellbeing focuses on mental disposition and outlook toward life (Singh and Rangnekar,

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2018). The expressed behavior of an individual reflects on his or her emotional state, which is
one of the critical components of attitude toward a specific job because it reflects the wellbeing
of the individual. It highlights self-identity as well as comfort in the predisposition of values,
ideas, system, etc. The premise is to reflect or control one’s behavior with others, which would
affect the path followed by an individual to develop his or her career.
2.3 Measures to train emotional intelligence
In order to be able to make life better and better and improve yourself, learning how to
practice emotional intelligence is the best thing and being able to train yourself to be able to
learn and develop emotional intelligence. Everyone has the ability to train themselves to
become an emotional person because unlike IQ, EQ is not constant in life. We can train our
emotional intelligence through the following ways:
- Understand the importance of emotional intelligence in daily life, understand your own
emotions by increasing the ability to recognize and name emotions, understand the causes of
emotions, recognize differences between emotions and actions.
- Learn to recognize the causes of stress and how to handle and control your emotions: control
anger; behave tolerantly, get along with everyone, increase self-control.
- Open-minded, eager to learn and ready to accept new things, extrovert and enhance empathy
by putting yourself in the shoes of others to consider problems, understand other people’s
feelings, listen listen to what others say.
- Practicing communication skills every day and building good social relationships need to be
trained: Ability to analyze and understand social relationships, ability to resolve conflicts,
confidence and tact in communication , closer and more open to people, more interested in
people.

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 CHAPTER 3: THE APPLICATION OF THE EMOTINAL
INTELLIGENCE AT WORK

In work, emotional intelligence is extremely necessary, especially in the current period,

the tendency to work is based on negotiation and the foreign path of all mankind is based on
peace, negotiate. And like professional competence, emotional intelligence plays an
increasingly important role in human success, especially at work. Applying through some of
the following specific characteristics and practical examples partly shows the very important
role of emotional intelligence in work.
Firstly, when we understand our emotions, we can know with this emotion, we can decide
to work, do a good job or not, how much and how effective is work? With our emotional
intelligence, we will know if we should work when the mood is sad because of family
problems, anger, worries, love stories, friendships, daily life,... or not. ? In addition, emotional
intelligence will help us feel emotions and understand the emotions of others. This is a very
good advantage and takes advantage of our ability to understand other people's emotions so
that we can choose the appropriate way to behave when we meet a partner, thus leading us to
the path of success in life. Karma.
Example: Realizing that his colleague Dang was tired and distracted these days, Hoang
offered to complete Dang's work, which made Dang very grateful, since then they became
closer. Always help each other at work. The ability to understand his feelings and Dang's mood
motivated Hoang and made their friendship and work better and better.
Secondly, if we have good emotional intelligence at work, when we have to decide on a
certain issue, we should consider and think carefully about a certain issue so that we can make
the best decision. We shouldn't be in a hurry to avoid making mistakes, but we shouldn't be
too hesitant to measure and miss the opportunity to help us easily reach the goal of success.
Only when we understand ourselves what we want, need, and what mood we are in can we
find a way to relieve ourselves, relax, and choose the object we need. . There are times in work
at work, so we should not bury ourselves in work when we are unhappy or can't concentrate,
it will make work efficiency not high.
For example: Tung was assigned by the director to meet customers and persuade him to sign
a contract with a foreign company because the director found him to be a competent, quick
and smart person. Grasping the benefits for his company, even though the other party gave
him more conditions, he did not miss the opportunity to still sign a contract with that company
and the director was quite satisfied with the contract. On the contrary, Ly was also assigned by
the company to sign a contract, but because she was a meticulous person, Lan hesitated and

14
measured little by little, putting her personality above reason but forgot what she needed and
left. lost a business for the company.
Third, we must know how to put ourselves in the position of others to see the problem as
well as act and behave. If we can do that, we will control our thoughts and actions and can
exploit the benefits of the other party.
For example: In the market today, young people are very fond of Bibi foundation cream
with the effect of creating beauty for the skin to look natural like no makeup. Grasping the
favorite psychology of women, if using a bold lipstick like today will not be suitable for this
effect, Bibi company researched and released a lip gloss product line with a little bit of the
lightest color. and received positive feedback, favor from customers when combined with the
above cream sample. Putting myself in the position of women to choose the right lipstick for
their foundation not only trains their emotional intelligence every day, but also benefits the
company.
Fourth, emotional intelligence helps us build business relationships at work, expand
exchanges and understanding with customers. People with low emotional intelligence will
find it difficult to form relationships with colleagues, partners, customers, and even in
relationships with friends and family. It also means not being able to control one's emotions,
lack of patience and tolerance when situations arise in life. In love, uncontrolled emotions can
still be accepted by us, but in work, especially negotiating with partners, they are obstacles that
reduce our ability to act wisely. Once negative emotions arise, they can cloud our rationality,
ruining our relationships with others.
For example: Uncle Lai Van Sam is a journalist, editor, and TV presenter of Vietnam
Television, loved by many people and especially the audience of the program "Who wants to
be a millionaire" - a gameshow a lot of customers. He is not only a person loved and admired
by many colleagues, but also loved by television audiences because of his ability to control the
program, his excitement for the audience and his intelligence (understanding). Through the
program, he shows that he is a person who understands all areas of life, behaves intelligently
and skillfully, and especially he is very skillful in exploiting the inner feelings of others, he can
help players reduce stress and comfortably enter the competition, there are clever and subtle
suggestions for players before important milestones,.... Thereby it can be seen that he is a
person with very good EI and he builds long-term relationships, this ability makes his work
more convenient and he is always proactive in his work, he doesn't have to be too heavy or
serious when working. who can comfortably lead the show.

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 CONCLUSION
In summary, the theory of emotional intelligence promises to predict and improve the
life skills of individuals. The proponents of the theory believe that in understanding, analyzing
and managing emotions in themselves and others, lies the key to an improved quality of life.
As the operationalisation of the theory is the crucial factor which validates their claim, the first
and foremost challenge that faces the theorists is to design an instrument or improve upon
existing measures which will accurately evaluate and assess the emotional skills of an
individual. This will also set to rest the other fundamental question whether emotional
intelligence is a distinct form of intelligence or simply old wine in new bottle. Another
challenge that faces the theory is that there are too many definitions and approaches which is
though vital and a healthy sign for any new theory, many a time it leads to confusion among
researchers as to which definition or approach has to be taken. This has also lead people to
accuse the concept as mere hype and ignoring and trashing the theory as non-existent. Besides,
through the application of emotional intelligence in life in general and in work in particular, it
can be seen that the power of emotional intelligence is an effective tool in the wise pocket of
successful people. Let's gradually create a habit of practicing emotional intelligence every day
to grasp life, progress to success not only in career but in all areas of social life. improving the
quality of life, creating a cohesive living and working environment among people by
understanding themselves and understanding others to integrate into a more and more
developed modern society.

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