Emotional analysis is involved in every action, decision and judgment we make. People with emotional intelligence recognize this and use it to manage their lives. Over the last two decades this concept has become a very important indicator of a person's knowledge, skills and abilities in the workplace, at school and in personal life. Research has demonstrated the role of EI in performance, motivation, decision making, management, and leadership. Therefore, EI has many advantages when applied efficiently. They contain valuable information about trust, awareness, informed decision making, and every aspect of human life. Studies have shown that emotions are constructive and contribute to improved performance and well-judged decisions. John Mayer and Peter Salovey coined the term emotional intelligence in 1990. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essay Many EI models have developed over the past two decades; can be divided into three categories: ability, mixed, and trait models. The main difference between the three is whether EI is an innate human ability or a skill that can be trained or acquired over time. There is a shift from rigorous skill tests with scale-type models to subjective self-report questionnaires. Skill models define emotional intelligence as a mental ability. Mixed models of emotional intelligence combine mental ability with personality characteristics such as optimism and well-being. While trait models of EI refer to an individual's perception of their abilities under emotional conditions. The findings of social and cognitive neuroscience research and their broad application within the business environment have marked a fundamental shift in the perception of emotions. The writings of years of psychology and management have also given way to the design of models on the concept of emotional intelligence and to work in experimentally valid scenarios. The elements of emotional intelligence as defined by Reuven Bar On (1996), Daniel Goleman (1995) and Petrides (2000) ) Self-awareness – Recognizing one's feelings, understanding one's quick or ready responses to events, and analyzing how one's Emotions influence behavior and performance. Self-regulation – Managing internal cognitive states, impulses and resources to achieve goals. Identify limiting beliefs. Self-motivation: Use deep emotional states to move and guide you towards your goals. Allow yourself to take initiative and persevere in the face of obstacles and setbacks. Social Awareness: You perceive, understand, and respond to what other people are feeling. Have empathy with others and also understand social networks by paying attention to body language signals. Social Skill – Being able to manage, influence and inspire emotions in others. Managing emotions in relationships. Influence and inspire others through effective emotional communication. Interpersonal relationships - All relationships, both work and personal, have 3 bases: satisfying needs, relating to each other and exchanging information through feelings, thoughts and ideas. Reciprocity is important in every relationship so that both parties can benefit from it. Sharing thoughts and feelings builds stronger, more well-rooted relationships. Rationale: Workplace analysis according to the terminology of emotional frameworks is an exciting research program. The field of EI is interdisciplinary with collaborations ofbiological, physiological and neurological sciences to understand the mind, body and behavioral basis of cognitive abilities. These longitudinal interdisciplinary efforts may be the most effective means of addressing complex questions regarding concepts such as EI skills. People who approach life tasks with emotional intelligence tend to have an advantage and are able to solve problems adaptively. Formulating a problematic statement and identifying the emotional experience behind it can help resolve them. People who use the concept of EI will seek happiness rather than material gains. In itself a complex concept, emotional intelligence is difficult to measure. The simplest EQ test is to use self-assessment questionnaires. The questionnaire asks you to evaluate yourself on skills, competences and behaviors. However, we may not accurately report our skills and abilities as there is a tendency to exaggerate achievements and accept weaknesses. A second approach is to ask people who know you well to take the test, such as friends, colleagues, boss and subordinates. The benefit is that other people are likely to give a non-inflated rating and more accurately analyze how skilled you are at social interactions. A third approach is to use performance tests to measure your EQ. These tests give you practice problems and ask you to work out the correct answers. In other words, they ask you to demonstrate your EQ skills. These tests are more difficult and expensive to perform. If an individual or organization can convince the business world that they have developed and validated an emotional intelligence test that can measure EI accurately and consistently, it will bring them considerable status and financial reward. The importance of applying emotional intelligence has reached the healthcare field. The scope is still new for the development of EI as a training program, but changes are taking over. Furthermore, EI is not very interesting for the healthcare context. His terms of compassion and empathy have been in place for a long time. To gauge how far the EI trend has spread to the healthcare field, researchers conduct numerous studies. Emotional intelligence tests are not widely accepted and result in controversial results. By conducting studies, we try to understand how receptive the (healthcare) sector is to EI and whether this influences their behavior. To help us better understand practitioners, it is important to first correlate and validate what does and does not significantly influence EI. Numerous studies show the relationship between EI, its dimensions and other personality traits. Very few studies go beyond stress level and satisfaction and are therefore very narrow. For a generalized approach to EI, we evaluate here its dimensions and some demographic data, which influence the training of healthcare professionals. We tried a different layout and wondered what high emotional quotient had to do with doctors; who are well trained in their fields and how exactly the research was consistent with current clinical practices. Different EI models have different dimensions, however the most accepted dimensions are those formulated by Dainel Goleman (1995). The dimensions of Self-awareness, Self-regulation, Self-motivation, Social awareness and Social skills. This model is consistent and used in most research studies. Demographics also have a significant effect on emotional intelligence as the emotional quotient directly corresponds to the individual's experiences, routine, and beliefs. To inculcate the effects these would have on,.