Evidence Based Management
Evidence based management uses best scientific evidence available to help in decision making (Thomas & Pring 2004). Air Canada adopted this management approach and employed the use of emotional intelligence, EI, during their selection process to identify pilots with high EI.
An intensive research in social science reveals EI as a key determinant of success in individuals and the organisations they serve (Diana Durek & Shawna Sheldon 2009). Accordingly, Air Canada has relied on this valuable piece of evidence and incorporated EI tests to select candidates who possess the emotional and social competencies needed for long term success as an Air Canada pilot (The EQ Edge 2006).
Pilots have wide areas of responsibility, they function like managers who oversee all aspects of station operations and make quick decisions at work. EI test instruments are needed to provide objective information about candidates’ level of EI, the set of abilities to perceive, express and assimilate emotion in thought, understand and reason with emotions and regulate them in oneself and others.Research has shown that emotions have a greater influence than cognition and it has a profound effect on almost everything we do at the workplace (McShane & Von Glinow 2009).
Air Canada acquires a strategic position by having pilots with high EI. This bolsters employees’ self worth and creates a conducive work environment with better employes relations. The ability to motivate and inspire fellow co workers largely hinges on pilots’ EI. With high EI, pilots are more sensitive to competing demands from the four drives (acquire, bond, learn, defend). They can better avoid impulsive behaviour from those drives and judge the best way to act to fulfil those drive demands in a social context (Mc Shane & Von Glinow 2009). Air Canada would expect their pilots to be adept at relationship management, the highest level among the four dimensions of EI, where pilots can recognise and regulate others’
An intensive research in social science reveals EI as a key determinant of success in individuals and the organisations they serve (Diana Durek & Shawna Sheldon 2009). Accordingly, Air Canada has relied on this valuable piece of evidence and incorporated EI tests to select candidates who possess the emotional and social competencies needed for long term success as an Air Canada pilot (The EQ Edge 2006).
Pilots have wide areas of responsibility, they function like managers who oversee all aspects of station operations and make quick decisions at work. EI test instruments are needed to provide objective information about candidates’ level of EI, the set of abilities to perceive, express and assimilate emotion in thought, understand and reason with emotions and regulate them in oneself and others.Research has shown that emotions have a greater influence than cognition and it has a profound effect on almost everything we do at the workplace (McShane & Von Glinow 2009).
Air Canada acquires a strategic position by having pilots with high EI. This bolsters employees’ self worth and creates a conducive work environment with better employes relations. The ability to motivate and inspire fellow co workers largely hinges on pilots’ EI. With high EI, pilots are more sensitive to competing demands from the four drives (acquire, bond, learn, defend). They can better avoid impulsive behaviour from those drives and judge the best way to act to fulfil those drive demands in a social context (Mc Shane & Von Glinow 2009). Air Canada would expect their pilots to be adept at relationship management, the highest level among the four dimensions of EI, where pilots can recognise and regulate others’
References: Withey, M.J. & Cooper, W.H. (1989). Predicting Exit, Voice, Loyalty and Neglect. Adminsitrative Science Quarterly, 34, 521-39. Pfeffer, Jeffrey, Sutton, Robert I T Knowing-Doing Gap: How Smart Companies Turn Knowledge into Action McShane, S. & Von Glinow, M. (2009). Organizational Behaviour: Emerging Realities for the Workplace Revolution. (4th ed.). New York: McGraw Hill. Pfeffer, Jeffrey, Sutton, Robert I Hard Facts, Dangerous Half-Truths And Total Nonsense Mayer, J.D., Salovey, P. & Caruso , D.R. (2000). Models of Emotional Intelligence. Handbook of Human Intelligence. 2 ed. New York: Cambridge University Press.