Training on Intelligence Quotient – (IQ)

Intelligence Quotient (IQ) is a derivative score which determines how intelligent an individual is (Goleman, 2019). In other words, IQ is a score derived from one of several standardized tests to measure intelligence and it was originally designed to assist and identify children who have difficulties in managing day to day activities at school (Kush, 2013).

There are numerous scholarly theories and arguments put forth as to what is more important in an employee’s success: IQ or EQ. It was once a common belief that a high IQ is important in succeeding life and work. But studies have now showed that both EQ and IQ are required and EQ in much higher proportion than IQ (Goleman, 2019). With Continued studies it is proven that having a higher IQ will not enable employees to engage and work in teams where as having higher EQ will have a positive impact in the work environment (Goleman, 2000). This doesn’t imply it is only required to have higher EQ. the organizations have to give priority on improving both EQ and IQ (Kush, 2013).

The originator of the theory of multiple intelligences “Howard Gardner” identifies seven different types of intelligences:

1.     Verbal/Linguistic

2.     Body/Kinesthetic – body language, physical gestures

3.     Musical/Rhythmic

4.     Logic/Mathematic

5.     Visual/Spatial

6.     Interpersonal

7.     Intrapersonal (self-understanding and insight) (Carter, 2005)

Practical importance of having a better IQ

     IQ is strongly related to measurable human traits such as educational, occupational, economic and social outcomes.

·       A better IQ is beneficious in life, since all activities require some analysis or reasoning and decision making.

·       Also, higher IQ generally required to perform in well in highly complexed jobs or environments. (Furnham, 2008)

·       IQ is major source of enduring consequential difference in job performance.

·       IQ is important in rising up the organizational ladder

·       Higher intelligence will reflect trainability. (Furnham, 2008)

Intelligence Quotient: Usefulness to manage organizations

According to Nettleback and Wilson (2005), IQ tests are useful investments of an hour or two to gain insights on individuals which are unlikely to be achieved with long periods of observations and monitoring. They also state that these tests could help in identify the existence of exceptionalities, which could be positive or negative. Further, it also could work as a diagnostic tool to identify problem areas. (Furnham, 2008)

Specific IQ test could be conducted during the recruitment and selection process of employees to determine their intelligence and the level of competency. (Furnham, 2008)

In conclusion, intelligence has many factors some are connected to an individual’s ability reason and others to feel and individual’s emotion. In other words, IQ tests the ability to solve problems, use logic and grasp complex ideas, whereas EQ test measures the ability recognize emotion in one’s self and others while using the awareness to make decisions. Both kinds of intelligence can influence the quality of work and organizational environment. The key to success can be the influence of both IQ and EQ.

 

References

Carter, P., 2005. The complete Book of Intelligence Tests. s.l.:Capstone.

Furnham, A., 2008. Personality and Intelligence at work. Hove and New York: Psychology Press.

Goleman, D., 2000. Working with Emotional Intelligence. s.l.:Bantam Books.

Goleman, D., 2019. Emotional Inteligence: Discover Why it can matter more than IQ. 2nd Edition ed. s.l.:Independent.

Kush, J. C., 2013. Intelligence Quotient: Testing, Role of Genetics and the Environment and Social Outcomes. s.l.:Nova Publishers.