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BU 121 Final Exam > EI and DISC > Flashcards

EI and DISC Flashcards

1
Q

What is IQ?

A

Your cognitive/intellectual intelligence

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2
Q

Is IQ static or dynamic?

A

Static; you can’t change it all that much

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3
Q

When does IQ peak?

A

17 years old

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4
Q

What does IQ stand for?

A

Intelligence quotient

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5
Q

What is personality?

A

The enduring characteristics that describe your behaviour (funny/shy/outgoing/etc.)

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6
Q

Is personality static or dynamic?

A

Static; you are born with it and you can’t change. However, you can be aware of it and work with it

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7
Q

When does personality lock in?

A

5 years old

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8
Q

How are EQ, IQ, and personality related?

A

They all impact each other but are unique from each other; they all work together to make up the person that you are

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9
Q

What is EI in simple terms?

A

Emotional intelligence is a set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges, and use emotional information in an effective and meaningful way

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10
Q

What are the three major elements that make up EI?

A

Perceiving, understanding, and regulating emotions

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11
Q

Is EI static or dynamic?

A

Dynamic; it will go up throughout your life (even if you’ve never heard of EI). BUT if you are aware of it, it will go up faster and higher

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12
Q

What are the three major measures of EI?

A
  1. MSCEIT
  2. EQi
  3. ECI
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13
Q

Which measure of EI was the first to be scientifically validated and is the most widely used?

A

EQi

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14
Q

Who designed the MSCEIT?

A

Peter Salovey and John Mayer

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15
Q

Who designed the EQi?

A

Reuven Bar-On

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16
Q

Who designed the ECI?

A

Daniel Goleman

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17
Q

What does ECI stand for?

A

Emotional Competence Inventory

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18
Q

How does happiness affect the EQi score?

A

It is outside and different from the EI test, but it is an overall indicator that checks in on your well-being

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19
Q

In what ways does happiness affect your EQi?

A
  1. Self regard
  2. Optimism
  3. Interpersonal relationships
  4. Self-actualization
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20
Q

What are the five composite scales of EQi?

A
  1. Self perception
  2. Self-expression
  3. Interpersonal
  4. Decision making
  5. Stress management
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21
Q

Describe self perception

A

Whether you have a solid understand of your emotions; if you are connected to what’s happening and what you are feeling

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22
Q

Describe self-expression; what does it allow you to do

A

Good self-expression allows you to communicate and express your emotions

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23
Q

Describe interpersonal

A

If you can communicate your emotions and what you are feeling, you are more likely to be able to balance your relationships. It’s hard to develop healthy balanced relationships if you don’t balance your emotions very well

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24
Q

Describe decision making

A

When you have established healthy balanced relationships, that provides you with a network. Those relationships are a resource; they provide you with information, and they are your sound board. When you have those relationships in place, you improve your decision making because you improve your confidence in your decisions when you have more information to draw on

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25
Describe stress management
When you are more confident in your decision making, you are less stressed. You know that you can handle the decision-making process
26
Are the five components linear or circular?
Circular; they all affect and flow into each other
27
What is the difference between self regard and self-esteem?
Self-regard means that you understand your strengths/weaknesses and you accept both Self-esteem is your confidence in your own worth/abilities
28
What is the difference between assertiveness and aggressiveness?
Assertiveness is good; it means that you can communicate and defend your position. You don't let someone else walk over you, but you are doing so in an effective way instead of a negative way Aggressiveness is when you get your point across, but in a destructive, critical way
29
What is the difference between empathy and sympathy?
Empathy: you understand how someone is feeling and you can put yourself in their shoes. You don't have to agree with what they are feeling, but you can appreciate what they are feeling. Sympathy: when you tend to share their emotion. When the feelings or emotions of one person give rise to similar emotions in another person
30
What is the difference between impulse control and spontaneity?
Impulse control: when you can delay/resist temptation. A positive attribute, but that doesn't mean that you are boring/not spontaneous. You can be spontaneous without negative consequences Spontaneity: making decisions before thinking about the consequences
31
What does a low score mean on an EI test?
An opportunity to improve
32
Why are low EI scores an opportunity?
You can develop the things that you are not as strong at
33
What is the Rule of 10?
The Rule of 10 is an imbalance in your EI results; if two of the subcategories are off by a difference of ten or greater, it can cause problems
34
Give an example of a combination of subcategories that might cause problems if the Rule of 10 is met
High assertiveness and low impulse control can lead you to speak your mind when you shouldn't
35
How do you measure IQ?
IQ tests
36
How do you measure personality?
DISC
37
How would you define EQ in two words?
Street smarts
38
How would you define IQ in two words?
Book smarts
39
How would you define personality in two words?
Characteristics/traits
40
Why does EI matter?
Emotional competencies are an integral part of the success of individuals within a firm; those with a higher EI in the areas that are required for their career are most likely to succeed
41
What are the two main reasons that hiring managers value EI more than IQ in their employees?
1. Ability to remain calm under pressure | 2. Ability to resolve conflict effectively
42
What are seven ways in which emotional intelligence contributes to bottom line performance?
1. More successful hiring 2. Decreased attrition rates 3. Reduced training costs 4. Higher levels of productivity and success 5. Greater individual performance 6. Better leaders and managers 7. Stronger relationships with employees and customers
43
What were the three characteristics of the EI's of managers who didn't have as much success?
Low emotional self-awareness, low impulse control, and low stress management
44
What were the five characteristics of the EI's of managers who did succeed?
Good at self-actualization, good problem solvers, assertive, interpersonal skills, good stress tolerance
45
Why do you need to build the EI of groups as well as individuals? (i.e. what is the long-term goal of building teams)
To make better decisions, have more creative solutions, and higher productivity
46
What do you need to do in order to make better decisions, have more creative solutions, and have higher productivity as a group?
You need group participation, cooperation, and collaboration
47
What do you need to do in order to have group participation, cooperation, and collaboration?
There needs to be mutual trust between group members, a group identity (where you feel like you belong to the group), and group efficacy (when you believe that the group can perform well, and is stronger together than you would be apart)
48
What do you need in order to have mutual trust, group identity, and group efficacy?
You need to have group emotional intelligence
49
How do you get group emotional intelligence?
You establish group norms from the very beginning that create awareness and regulations of emotions at the individual and group level. Have a system in place to regulate everyone's emotions (NOT ignore them, but use them effectively)
50
Give an example of a group that created group norms that were not serious, but still effective
They brought nerf guns to their meetings, and when someone was in a bad mood or distracted, they would shoot them lightly to remind them to stay engaged and positive
51
What are the four different areas of the trust model?
1. Arena 2. Blind spots 3. Mask 4. Potential
52
Describe the arena
I know; you know
53
Describe blind spots
I don't know; you know
54
Describe the mask
I know; you don't know
55
Describe potential
I don't know; you don't know
56
What is the main takeaway from the trust model?
If you can uncover your blind spots and incorporate the parts that you're trying to hide, you're more likely to reach your potential
57
What are the four personality types? What three words describe each?
D: dominant, direct, decisive I: influencing, interactive, interested in people C: correct, controlled, compliant S: stable, steady, secure
58
On the DISC axis, what are the axes labelled?
Active (north), people (east), passive (south), task (west)
59
What side of the trust model graph shows what you see? (i.e. mirrored/perceived self)
The left side (arena on top, mask on bottom)
60
What side of the trust model shows what others see? (i.e. mask/public self)
The top side (arena on left, blind spots on right)
61
What is the greatest fear of "D" people?
Being taken advantage of
62
What is the actual measure of "D" people?
Active and aggressive vs. Contemplative
63
What is the emotion measured for "D" people?
Anger
64
How do you communicate with a "D" person?
Be brief and to the point. Ask "what" not "how" questions. Focus on results. Highlight the logical benefits. Agree with facts and ideas, not people. Discuss problems in light of how they affect outcomes
65
How do you NOT communicate with a "D" person?
Do not ramble or repeat, focus on problems, be too sociable, or generalize
66
What is the greatest fear of "I" people
Rejection
67
What is the actual measure of "I" people?
Verbal and persuasive vs. non-verbal and reserved
68
What is the emotion measured for "I" people?
Optimism
69
How do you communicate with an "I" person?
Build a favourable environment. Let them talk about ideas. Share testimonials. Allow for social time. Write details, but do not dwell on them. Create incentives for following through
70
How do you NOT communicate with an "I" person?
Do not eliminate social time, do all the talking, ignore their ideas, or tell them what to do
71
What is the greatest fear of "S" people
Loss of security
72
What is the actual measure of "S" people?
Resists change, slow vs. Flexible, fast-paced
73
What is the emotion measured for "S" people?
Emotional expression
74
How do you communicate with an "S" person?
Build a safe environment. Show a genuine interest in them. Define goals/procedures and their role in the plan. Patiently draw out goals. Give them time to adjust. Minimize perceived risk and assure personal follow-up
75
How do you NOT communicate with an "S" person?
Do not be pushy, aggressive, demanding, abrupt, or controversial
76
What is the greatest fear of "C" people
Criticism
77
What is the actual measure of "C" people?
Comply with rules vs. Seeks independence
78
What is the emotion measured for "C" people?
Fear
79
How do you communicate with a "C" person?
Prepare case in advance. Use accurate data. Assure them, no "surprises". Use precise explanations. Be specific. Give patient and diplomatic explanations
80
How do you NOT communicate with a "C" person?
Do not refuse to explain the details or answer questions vaguely or casually
81
What are the five team personality styles?
1. Executor 2. Theorist 3. Analyzer 4. Strategist 5. Manager
82
Describe the Executor team style
Makes it happen, doer
83
Describe the Theorist team style
Visionary, idea person
84
Describe the Analyzer team style
Refines, finds problems and solutions
85
Describe the Strategist team style
Set goals, moves team forward
86
Describe the Manager team style
Ties it all together, balances needs of team (can be D, I, S, or C)
87
What is the antagonized response of "D" people?
Aggressive
88
What is the antagonized response of "I" people?
Negotiate
89
What is the antagonized response of "S" people?
Passive
90
What is the antagonized response of "C" people?
Passive

BU 121 Final Exam (10 decks)

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