Search

The phenomenal growth of banks has created massive employment opportunities for the educated unemployed youths of our nation. The women job-seekers find jobs in banks more attractive and more suitable to their nature. Banks also were not only not averse to taking them but even welcomed their entry because women have certain innate traits which fit in with the job requirements. Thus the humongous increase in job opportunities in banks and the abundant availability of qualified women who get selected in job tests paved the way for the large number of women occupying positions in all cadres today in not only public sector and private sector banks but even in new generation banks. Indian women is distinct from their western counter parts in that they do not shed their conventional roles as mothers and house wives inspire of their professional responsibilities. They are skilled at blending professional excellence and traditional love for home harmoniously. In the process of balancing work and home life, they encounter a plethora of problems. The study is purely exploratory in nature and seeks to identify the factors preventing women employees from aspiring for higher post and problems hindering the work performance of women executives in private sector banks in Puducherry state. Further this aims also at finding out the organizational support for women employees to achieve better work performance. The conclusion has been given. Key Words: Career Advancement, Problems faced by women executives, Role of women, Women in Banking Industry, Working women.

“Emotional Intelligence is the ability to sense, understand, value and effectively apply the power of emotions as a source of human energy, information, trust, creativity and influence” -DANIEL GOLEMAN Emotional Intelligence (EI) must somehow combine two of the three states of mind cognition and affect, or intelligence and emotion. Emotional intelligence refers to the ability to perceive, control, and evaluate emotions. Some researchers suggest that emotional intelligence can be learned and strengthened, while other claim it is an inborn characteristic. A number of testing instruments have been developed to measure emotional intelligence, although the content and approach of each test varies. If a worker has high emotional intelligence, he or she is more likely to be able to express his or her emotions in a healthy way, and understand the emotions of those he or she works with, thus enhancing work relationships and performance. Emotional Intelligence is not about being soft! It is a different way of being smart - having the skill to use his or her emotions to help them make choices in the moment and have more effective control over themselves and their impact on others. Emotional Intelligence allows us to think more creatively and to use our emotions to solve problems. Emotional Intelligence probably overlaps to some extent with general intelligence. The emotionally intelligent person is skilled in four areas: Identifying emotions, using emotions, understanding emotions, and regulating emotions. The term Emotional Intelligence is only a few years old. It originally developed during the 1970s and 80s by the work and writings of psychologists Howard Gardner, Peter Salovey and John Mayer. EI first appeared in 1985 in a doctoral dissertation by Wayne Leon Payne, which he entitled “A Study of Emotion: Developing Emotional Intelligence.” His thesis on emotional intelligence included a framework to enable people to develop emotional intelligence. Payne asserted that many