Emotional analysis is involved in every action, decision and judgment we make. People with emotional intelligence recognize it and use it to manage their lives. Over the past two decades, this concept has become a very important indicator of a person's knowledge, skills and abilities at work, school and in personal life. Research has proven the role of EI in performance, motivation, decision-making, management and leadership. Employment insurance therefore has many advantages when applied effectively. They contain valuable information about trust, awareness, conscious decision-making and all aspects of human life. Studies have proven that emotions are constructive and contribute to improved performance and well-evaluated 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 should not be banned”?Get the original essayMany models of EI have developed over the past two decades; they can be divided into three categories: ability, mixed, and trait models of EI. 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 are variations ranging from strict testing of abilities with scale models to subjective self-assessment questionnaires. Ability 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. Whereas trait models of EI refer to an individual's perception of their abilities under emotional conditions. Research findings in social and cognitive neuroscience and their broad application in the business environment have marked a fundamental change in the perception of emotions. Writings from years of psychology and management have also resulted in designing models on the concept of EI and working under experimentally valid scenarios. The elements of emotional intelligence as defined by Reuven Bar On (1996), Daniel Goleman (1995) and Petrides (2000). ) Self-awareness – Acknowledge your feelings, understand your quick or prompt responses to events, and analyze how your emotions affect your behavior and performance. Self-regulation – Manage 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 – Sense, understand, and respond to what others are feeling. Have empathy with others and understand social media while paying attention to body language cues. Social Competence – 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, whether work-related or personal, have 3 bases: meeting needs, relating to each other, and exchanging information through feelings, thoughts, and ideas. Reciprocity is important in any relationship so that both parties can benefit. Sharing thoughts andfeelings builds stronger, more grounded relationships. Rationale: Analyzing the workplace according to emotional framework terminologies is an exciting research agenda. The field of EI is interdisciplinary with collaborations from the biological, physiological, and neurological sciences to understand the mental, bodily, and behavioral foundations of cognitive abilities. These longitudinal transdisciplinary efforts may be the most effective way to address complex questions regarding concepts such as EI capabilities. People who approach life tasks with emotional intelligence tend to be at an advantage and are able to solve problems adaptively. Formulating a problem statement and identifying the emotional experience behind them 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 rate yourself on your abilities, skills and behaviors. However, we cannot accurately report our own skills and abilities because we tend 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, a boss, and subordinates. The advantage is that other people are likely to give an assessment that is not exaggerated and to more accurately analyze your skill in social interactions. A third approach is to use performance tests to measure your EQ. These tests present you with practice problems and ask you to find the correct answers. In other words, they ask you to demonstrate your EQ skills. These tests are more difficult and more expensive to construct. If an individual or organization can convince the business community that they have developed and validated an emotional intelligence test that can accurately and consistently measure EQ, this will bring them considerable status and financial reward. The importance of applying emotional intelligence has reached the healthcare field. The field is still new to the development of EI as a training program, but changes are taking over. In addition, employment insurance does not fascinate the health system very much. The conditions for compassion and empathy have been in place for a long time. To assess the extent to which the EI trend has infiltrated the healthcare field, researchers are conducting numerous studies. Emotional intelligence tests are not widely accepted and controversial results ensue. By conducting studies, we try to understand how receptive the (healthcare) industry is to EI and whether this affects their behavior. To help us better understand professionals, it is important to first correlate and validate what does and does not significantly affect EI. Many 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 limited. For a generalized approach to EI, here we evaluate its own dimensions and some demographics, which affect the training of health professionals. We tried a different approach by asking about the relationship between a high emotional quotient and doctors; who are well trained in their field and to what extent the research is,.