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Emotional Intelligence And Graduates - Employers' Perspectives, Ailish Jameson, Aiden Carthy, Colm Mcguinness, Fiona Mcsweeney

Articles

Research has demonstrated that employers favour graduates who possess higher levels of emotional intelligence. Many

initiatives to increase students’ levels of EI have involved ‘whole school’ approaches, whereby generic EI skills programmes are

delivered to all students in a third level institute. This paper details an initial survey of employers’ (n = 500) opinions on the

importance and current level of graduates’ social and emotional competencies. The survey was completed across five sectors:

engineering, IT/computing, professional services (including accounting, business, finance, HR, law, retail), science (including

pharmaceutical and life), and social science which are identified growth industries in Ireland. It …

Peer Mentoring And The First Year Experience, Aiden Carthy, Peer Mentoring Resources Limited

Other Resources

The transition from secondary level learning to independent study can be difficult to negotiate and many students also experience emotional pressures as they adjust to a busy social environment at college (McAleavy, Collins and Adamson 2004 ; O’Reilly 2008). Many third level institutions are exploring ways to improve the first year experience and one such approach that has gained increasing interest in recent years is the provision of peer mentoring. This paper outlines and evaluates a pilot peer mentoring programme that was conducted with first year business students (n = 112) from three separate courses at a third level institution …

Reasons For Non-Engagement With The Provision Of Emotional Competency Coaching: A Qualitative Study Of Irish First Year Undergraduate Students, Aiden Carthy, Celesta Mccann, Sinead Mcgilloway, Colm Mcguinness

Articles

Very little is known as to why students choose not to participate in emotional intelligence coaching programmes. This qualitative study was undertaken with a sample of Irish undergraduate students (n=20), who chose not to engage with the provision of coaching at a technical college inDublin. The reasons for non-engagement were explored by means of face-to-face interviews. The four principal reasons for non-engagement were: failing to appreciate the value of coaching; a perceived heavy academic workload; the fact that coaching was not a mandatory component of the academic curriculum; and fear that coaching may reveal weaknesses of character. Based on the …