Emotional intelligence(EI) is defined as “the capacity for recognizing a person’s own feelings and those of others, for motivating themselves and for managing emotions well in themselves and other relationships” (Goleman, 1998). Serat (2009) on the other hand defines EI as the “ability, capacity, skill or self-perceived ability to identify, assess, and manage the emotions of one’s self, of others and of groups” (p. 2). EI has significantly gained popularity in the world mainly because of its association with a person to manage his/her own emotions and handling other people. It is believed that people with high EI are not only good in knowing and understanding themselves, but are also able to sense and respect other people’s emotions. More to this, Serat (2009) argues that high EI people are more optimistic, affable and resilient than people who have lower EI. Over the years, analysts have drawn a fine distinction between Intelligence Quotient and Emotional intelligence while stating that people with high EI are able to cope and relate with others better than people who have high IQ but are devoid of high EI levels. Analysts agree that EI is important. However, they are yet to device ways through which IE can be measured. The different instruments available for measuring the same sometimes overlap or divulge thus making it hard for ordinary people to know just what is the appropriate tool of measurement (Cherniss & Goleman, 2001). Admittedly, EI is a complex issue that has been the debate of numerous debates. One thing that analysts seem to agree on is the fact that EI is a combination of emotional and cognitive abilities. To this end, Goleman (1998) states that EI is the combination of “emotional centers of the brain (the limbic system) and the cognitive centers (prefrontal cortex)”. Cherniss & Goleman (2001), states that EI provides a bedrock for effective performance by individuals in their respective places of work, thus encouraging development in any given society. In managers, the authors argue that high EI is a tool that enables conflict resolution to take place more easily and effectively that would be the case if the manager had low IE levels. According to Goleman (1998), EI has varied competencies, some which has a clear relation, while it is still unclear about how some of the competencies are related. The author suggests that self-awareness produces social awareness and self control. The two on the other hand are responsible for breeding social skills in a person. According to arguments presented by different authors, this essay holds the opinion that EI unlike IQ is not a pre-programmed quality in the brain. One gets the impression that some of the qualities of EI can be deliberately acquired. Mersino (2007) for example argues that getting in touch with one’s feeling is a good starting point to developing EI. Further, the author states that self-awareness can be learnt. This then means that a person with low EI can still work at developing the same to higher levels. In addition to self-awareness, Mersino (2007) suggests developing accurate self-assessment skills. This regards viewing one-self accurately and even seeking opinions regarding one’s behaviors from