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Organizational Emotional Intelligence Predicting Performance:

Organizational Emotional Intelligence as a Predictor of Organizational Performance within the Real Estate Industry 

In today’s dynamic business world, organizations must adapt, overcome, and improvise to meet quickly and efficiently the pressures and demands of a modern environment. As James Duderstadt summarized, “We face a future in which permanence and stability become less important than flexibility and creativity, in which one of the few certainties will be the presence of continual change.” Organizations must rely on the knowledge, skills, and experience of a wide range of people to solve multifaceted problems, make good decisions, and deliver effective solutions to achieve successfully their strategic vision. The current environment is one of shrinking revenues and increased costs and expenditures, a heightened need exists for value added efforts focused on increasing organizational performance and subsequently increasing business profitsThis quantitative research study’s focus was to determine if organizational emotional intelligence (OEI) was a valid predictor of organizational performance (OP) in the real estate industry. It built upon the organizational emotional intelligence research but with an organizational performance perspective. An organization’s holistic capabilities as opposed to the individual’s positional knowledge, skills, and abilities are the true strength of how a high performance company maintains their edge over their competitors. Bradberry and Greaves’ Emotional Intelligence Appraisal (EIA), the researcher-designed Subjective Organizational Performance Assessment (SOPA) and SOPA-X, with Dubois and Rothwell’s Developing the High Performance Workplace (DHPW) were utilized to assess Northern Virginia Real Estate organizations. The statistical analysis of the data (n = 210) explored the correlation between OEI and OP; between the OP assessment tools; and between OEI and years in the real estate industry, gender, age, and level of education. At the end of the statistical process, the researcher concluded OEI was a valid predictor to OP at a 0.05 significance level.

Book Details

136 pages
March 20, 2014

About the Author

Dr. Simmie A. Adams

Dr. Simmie A. Adams has a Bachelor of Science Degree in Psychology, a Master of Arts Degree in Counseling (Marriage and Family Therapy), and a Doctoratewith his area of spization being in Industrial/Organizational Psychology. His Dissertation was on the use of Organizational Emotional Intelligence as a predictor to Organizational Performance. Dr. Adams has extensive experience ranging from direct supervisor to senior-level leadership positions. This experience has created a wealth of information to draw upon in the development, implementation, and measurement of performance oriented Business and Training Plans derived from strategic guidance. His experience includes organizational development, change management, human capital management, as well as strategic planning and communications. He has strong organizational development and leadership abilities and has extensive experience in coaching, mentoring, and training personnel. He has strong communication skills as well as the ability to visualize issues, determine solutions, and implement decisions. He has led efforts in analyzing communications, conducting executive interviews, researching industry best practices as well as examining project issues and risks to develop performance driven strategies.