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International Journal of Applied Engineering Research ISSN 0973-4562 Volume 11, Number 4 (2016) pp 2859-2864
© Research India Publications. http://www.ripublication.com
Soft Skills-The Need of the Hour for Professional Competence: A Review on
Interpersonal Skills and Intrapersonal Skills Theories
Dr. V. Vijayalakshmi
Assistant Professor, School of Advanced Sciences and Languages,
VIT University Chennai Campus, Chennai, Tamil Nadu, India.
constructing their initiatives on customer or client
expectations. As people today are better informed of the
market and the options available, their expectations need to be
met and the responsibility lies with each individual at every
point of interaction within the company.
The HR team faces the burden of hiring people who are
competent of positively interacting within the corporate
culture. It’s difficult to find a suitable candidate and this
merely indicates that we have a shortage of individuals who
are employable. The growth in the number of students waiting
to be employed versus those who could be employed requires
urgent attention.
Educational institutions have realized the need for inculcating
soft skills to their students along with the academic
qualification (the hard skills) to ensure their professional
competence. Soft skills are distinct from the hard skills and
are recognized as the key to bridge the talent gap we face in
India today. It is essential to interact with the clients and to
work in a collaborative manner within the team. This reflects
on the work quality and productivity. Soft skills are more to
do with who we are than what we know. The hard skills may
be the foundation to a successful career. However, they need
to be cemented with soft skills.
Abstract
Professional competence in the job needs a serious attention
as the last decade has seen an increase in the number of
industries like the IT Sectors, Retail, Travel, Transport,
Financial Services, Hospitality, Beauty and Health care. Even
though job opportunities have increased to considerable extent
in recent years, it is difficult to find a suitable candidate and
this merely indicates that we have a shortage of individuals
who are employable. The growth in the number of students
waiting to be employed versus those who could be employed
requires urgent attention.
Educational institutions have realized the need for inculcating
soft skills to their students along with the academic
qualification (the hard skills) to ensure their professional
competence. Soft skills are distinct from the hard skills and
are recognized as the key to bridge the talent gap we face in
India today. It is essential to interact with the clients and to
work in a collaborative manner within the team. This reflects
on the work quality and productivity. Soft skills are more to
do with who we are than what we know. The hard skills may
be the foundation to a successful career. However, they need
to be cemented with soft skills.
Soft skills can be categorised as interpersonal and
intrapersonal skills. Interpersonal skills are very much
noticeable to others and they are the competence of an
individual to interpret and manage his/her own feelings,
actions, motivations and that of others in the social contexts.
Intrapersonal skills deal with feelings, thoughts and emotions
that are stirred up within an individual. This skill is not
apparent because it is within a person and the individual next
to them may not be aware of it.
This paper aims at explaining the need for soft skills for the
professional competence and reviews the theories of
interpersonal and intrapersonal skills where in need for
acquiring those skills are considered as the need of the hour
by many experts.
Keywords:
Soft
skills,
Professional
Interpersonal Skills, Intrapersonal Skills.
Soft Skills – Definition and Introduction
Generally speaking, ‘soft skills’ is a term related to a
collection of personal, positive attributes and competencies
that enhance a person’s relationships, job performance and
value to the market. Soft skills include one’s ability to listen
well, communicate effectively, approach positively, handle
conflict, take responsibility, show respect, build trust, work
well with others, manage time effectively, accept criticism,
work under pressure, amiable to others and demonstrate good
manners. Bunk (1994) has framed the model of structural
change in today’s society considering the above skills through
his concept of ‘professional competence’. Accordingly an
employee within modern production systems can be described
as…anyone who is able to solve work tasks in an independent
and flexible way and is able and willing to become involved
in planning within his or her occupational environment and
within the work organization.
Thus, a person with good job skills becomes noticeable with
the monotonous workforce and facilitates skilled employees.
Some of the soft skills needed for the workplace are
assertiveness, anger management, team work, problem
solving, communication skill and perseverance termed as
interpersonal skills, and flexibility, resourcefulness, goal
Competence,
Introduction
Professional competence in the job needs a serious attention
as the last decade has seen an increase in the number of
industries like the IT Sectors, Retail, Travel, Transport,
Financial Services, Hospitality, Beauty and Health care. This
has brought a positive change in creating more employment
opportunities. For a competitive edge, companies are
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International Journal of Applied Engineering Research ISSN 0973-4562 Volume 11, Number 4 (2016) pp 2859-2864
© Research India Publications. http://www.ripublication.com
The results of the survey are called ‘the workforce profile’
which has found an across the board unanimous profile of
skills and characteristics needed to make a good employee.
The most common qualities mentioned by the employers are
positive work ethic, good attitude towards learning and be
trained.
Numerous research studies reveal that most of the job
promotions happen because of the attitude of the employees
and only a few because of their qualifications. The recent
hiring strategy has entirely changed when compared to the
past and a survey conducted by the National Association of
Colleges and Employers (NACE 2008) reports.
The top characteristics looked for in new hires by 276
employer respondents have been ‘soft skills, communication
ability, a strong work ethic, initiative, interpersonal skills and
teamwork’.
Lack of English knowledge hurdles many at campus
recruitment avenues and in addition, the report by IBRC
(2007) says
While credentials (degrees and certificates) are important, it is
the development of soft skills (those that are more social than
technical) that is significant for developing a strong and
vibrant workforce.
At various stages of the career, the soft skills requirement
keeps varying. Soft skills.blogspot.com (2008) defines soft
skills as Personality traits, social grace, facility with language,
personal habits, friendliness and optimism that mark people to
varying degrees. Soft skills complement hard skills which are
the technical requirement of a job.
Soft skills are obligatory for the success of the employees,
employers and also for the institution as they help to lever the
competitive market, latest technology, different human
resources, globalization and distinguish the best organisation
from the rest. Luthans Fred (2008) has stated that
The human resources of an organization and how they are
managed represent the competitive advantage of today’s and
tomorrow’s organization and are becoming widely recognized
as human capital (what you know-education experience and
skills).
An employee with ample soft skill is considered as an asset as
he/she creates conducive work atmosphere. One has to build
an equally strong competence in soft skills to be an efficient
team member and a much sought after employee.
Even though students encompass certain people skills due to
their background and exposure, it is inadequate if the student
possesses only these skills to impress the recruiters. This is
because of the fact that the corporate sectors are seeking and
opting for candidates who not only have the requisite
academic qualifications but also with sufficient interpersonal
skills and intrapersonal skills to function in the globalised
setting where they have to deal with people of different
culture and situations with a professional mindset. So, training
in workplace soft skills has become mandatory for today’s
graduates throughout the world. Research studies say that
considering the industrial scenario and to cater to the needs of
students, universities and colleges all over the world adopt
many training techniques to enhance these skills as soft skills
training assists the students with strong conceptual and
practical framework to build, manage and develop into allrounders.
setting, taking initiative, self-development and critical
thinking which are termed as intrapersonal skills. According
to Kechagias (2011)
Soft skills are categorised as intra and Interpersonal skills
(socio-emotional) essential for personal development, social
participation and workplace success.
Life skills or soft skills are a group of interpersonal skills and
intrapersonal skills which can help individuals make implored
choices, good understanding, communicate effectively and
develop coping-up mechanisms. Interpersonal skills are the
talents or ability that help a person to mingle easily with other
people. Individuals with this kind of attitude are highly
friendly, able to work well with various kinds of people,
skilled at assessing the emotions, motivations, desires and
intentions of those around them. Intrapersonal skills primarily
involve characters or conditions of a human being that aid to
form his/her personality. Individuals who are strong in
intrapersonal skills are good at being aware of their own
emotional states, feelings and motivations and feel positive
about what they are doing in their lives. They tend to enjoy
self-reflection and analysis, explore relationships with others
and assess their personal strengths.
Need for Soft Skills Training
Soft skills are needed for everyday life in every place as much
as they are needed in a workplace. The nature of today’s job
demands creativity, confidence, assertiveness and team
building skills. As Luthans Fred (2002) states
No longer just dependent on financial capital or capital
equipment, today’s organisations need human capital
(employees' experience, skills and creative ideas) to be used
as leverage for competitive advantage.
In order to survive and thrive in the highly competitive
environment, organisations require employees with
adaptability, problem solving ability and communication
skills.
International Association of Administrative Professionals
(IAAP 2007) reports that “sixty-seven per cent of human
resource (HR) managers would hire an applicant with strong
soft skills whose technical abilities were lacking. ” In the
increasingly globalised world and the internationalised nature
of workplaces, the young graduates of India are found short of
many skills expected by the employers. Records suggest that
only 25% of the Indian graduates are employable and their
chief deficiencies are identified in the areas of communicative
language skills, teamwork, ability to learn new concepts and
leadership qualities. It is becoming obvious that this new
breed of students need to master soft skills in addition to the
much valued technical skills for their professional
competence. The research conducted by Smyth Country
Industry Council Workforce Demand Profile (2003) says
People most likely to be hired for available jobs have what
employers call ‘Soft Skills. ’ The council has given a list of
personal traits and skills that employer’s state as most
important when selecting employees for jobs of any type.
They are flexibility, writing skills, basic spelling and
grammar, posture, work ethic, adaptability, critical thinking
skills, willingness to learn, good attitude etc.
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(interpersonal skills) to move with the members of the team to
complete the project matters a lot. SAICA (2006) has
analysed the interpersonal skills that lead to better
performance in the job.
Skills that will enable someone to work with others for the
common good of the business, receive and transmit
information, form reasoned judgements and make effective
decisions.
Nowadays, balancing the technical expertise and leading a
team to finish the work go hand in hand for which
interpersonal skills are very much needed. Tenedero (2001)
states the capability of a person with good social skills thus,
Interpersonal intelligence is a facility in relating to other
people. Individuals with this kind of genius are highly
sociable, able to work well with various kinds of people. They
lead and influence others, mediate conflict and build
consensus. They are genuinely interested in other people.
Research shows that employees with keen interpersonal skills
often have the edge in gaining the respect of peers and bosses.
Whatever be the role of an individual it is one’s behaviour that
plays a crucial part in determining the success of the
workplace. The Investopedia (2012), an agency supporting
business deals has declared its view about interpersonal skills.
The term "interpersonal skills" is somewhat of a misnomer,
because it refers to character traits possessed by an individual
rather than skills that can be taught in a classroom. Within an
organization, employees with good interpersonal skills are
likely to be more productive than those with poor
interpersonal skills, because of their propensity to project a
positive attitude and look for solutions to problems.
The optimistic attitude of a person is indispensable to gain
success in the professional life. Optimists are happier,
healthier, and live longer. Researchers say that depression is
expected to become the second biggest killer next to heart
disease by 2020. Pessimism in the workplace is intensifying
nowadays. The 2003 survey by the job agency SEEK (2003)
on job satisfaction of the employees has expressed that “49
per cent of respondents said that they were unhappy or very
unhappy with their job”. Low job satisfaction causes a
negative workplace culture and attitude which not only pushes
the work into drain but also the business to serious economic
loss. Hayes (2000) points out the necessity for the employees
to possess the interpersonal skills.
They have to develop interpersonal skills to accomplish the
project at hand as they need “goal directed” behaviors used in
face-to-face interactions which are effective in bringing about
a desired state of affairs.
Today, the industry expectation from a fresher is higher than
in the past. Organisation for Economic Co-operation and
Development (2001) has specified the anticipated qualities
from the fresh employees.
Initiative, motivation and communication skills are considered
as particularly relevant, because a motivated new hire easily
could obtain the necessary specific skills through training or
on-the-job experience.
A new worker easily acclimatises himself/herself to the novel
atmosphere if he/she has good interpersonal skills. In order to
meet the competitive environment, companies employ a
person with good social and behavioural skills. Barry L.
Reece and Rhonda Brandt (2006) acknowledge the selection
The scope and impact of roles keep increasing as career
progresses and therefore based on the requirement, careful
analysis is needed to select appropriate methods to impart soft
skills. Considering the prerequisites of corporate sectors,
colleges have started introducing courses on soft skills as a
compulsory subject to highlight the job skills like
assertiveness, stress management, leadership qualities, team
work, communication skills, time management, and so on.
An important question here is whether traits like team
leadership, team building, assertiveness, perseverance and
stress management can be taught. The answer is ‘yes’ but the
training depends on the degree or level of the students. The
method of teaching must show some variation from the
contemporary methods like delivery of lectures, concepts and
themes. It would be better if teaching and training are
intertwined in the classroom for inculcating interpersonal and
intrapersonal skills.
Interpersonal Skills
Soft skills can be categorised as interpersonal and
intrapersonal skills. Interpersonal skills are very much
noticeable to others and they are the competence of an
individual to interpret and manage his/her own feelings,
actions, motivations and that of others in the social contexts.
A sense of managing one-self is the basic aspect of
interpersonal intelligence. Individuals with this kind of genius
are highly reflective and likely to have either hunch or a belief
in a higher order. Interpersonal skills are also termed as
‘people skills’ and ‘life skills’ as they aid a person to
communicate and interact with individuals and groups well.
Marlow-Ferguson (2002) has defined interpersonal and
intrapersonal skills.
Intrapersonal skills are the skills that are situated in the mind
of an individual. The other end of this axis is the interpersonal
skills which relate to relationships or communication between
people.
Interpersonal skills are essential for people to be successful in
their personal and professional lives. Employers nowadays
place high importance on interpersonal and intrapersonal
skills and give rather less weight to technical skills. The
concept of interpersonal skills has been described by
Rungapadiachy (1999).
Interpersonal skills may be defined broadly as those skills
which one needs in order to communicate effectively with
another person or a group of people.
A person with commendable interpersonal skills is assured to
get a decent job and establish remarkable rapport in the
workplace with managers and colleagues. Skills like
assertiveness, team work, stress management, leadership
qualities, problem solving, communication, perseverance,
decision making, anger management and listening skills are
termed as interpersonal skills.
Review of Interpersonal Skills Theories
This part of the paper review the theories of interpersonal
skills which are a pre-requisite for the students because they
have to work in teams in their career and when operating in
teams, the technical expertise along with the ability
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criteria of the companies and say “The employers prefer
applicants who work well with customers, management and
colleagues”. The author is of the opinion that the U. S
economy now focuses on service over production, meaning
establishing a functional personal relationship is increasingly
vital to the success of a business. Patricia (2005) has assessed
the causes for the management issues which state
Studies say 90 percent of executive failures are attributable to
interpersonal competencies. But it is found that graduates
appointed as professionals lack interpersonal skills as they are
trained to work individually from their early age. Hence they
suffer both in their career and personal life. It is inevitable for
an employee to get acquainted with interpersonal skills to
analyse the problem and take decision. Gibson et al (1997)
have dealt with the workplace skills and are of the view that.
There can be no understanding and knowledge of problems
and decisions to be made without effective communication
and constructive conflict. Other interpersonal skills include
teamwork, political acumen, networking, risk-taking, helpful
criticism, objectivity, active listening, giving the benefit of the
doubt, support and recognising the interests and achievement
of others.
Some analyses report that in addition to training the labour
force in terms of education and occupation, there is also a new
and distinct demand for a certain set of ‘workplace
competencies’ and ‘interpersonal skills’ usually associated
with the introduction of information and communication
technologies and new work practices. Bresnahan et al (1999)
have identified these competencies and skills as ‘teamworking, problem-solving and communication, together with
specific computing skills’. Hind et al (2007) have described
the merits of acquiring people skills.
By improving and developing their competencies such as
interpersonal skills, teamwork, communication and problem
solving skills, value will be added to their intellectual
capabilities making them more employable.
It has become imperative for the colleges to train the students
to work in teams to change the attitude of the students from
‘my’ to ‘our’ which is one of the exclusive skills
indispensable for today’s workplace. Fielding (2003) has
suggested the ways in which interpersonal skills can be
improved.
If individuals want to improve their interpersonal skills they
should be assertive, have clear statements of perceptions and
feelings as well as facts, intentions and actions.
Interpersonal skills are indispensable for the students to
balance their lives and career and students need to be trained
in these skills to create a better workforce. Research has
demonstrated that these skills can be identified and acquired
through training (Aspy 1973, Aspy& Roebuck 1978, Carkhuff
1969, 1971) and that they can be demonstrated in work
environments. (Aspy 1973, Aspy& Roebuck 1978, Carkhuff&
Berenson 1976). Colleges cannot any more act as a technical
institution, a business school or an arts college. They need to
bring out skilled people with well-rounded backgrounds and
with the ability to think constructively which can be done
through proper training. Understanding the value of
interpersonal skills at workplace, this chapter examines the
prevalence of these skills in the major characters of Harry
Potter novels.
Intrapersonal Skills
Intrapersonal skills deal with feelings, thoughts and emotions
that are stirred up within an individual. This skill is not
apparent because it is within a person and the individual next
to them may not be aware of it. The American Heritage
Dictionary 2010 has given the meaning of intrapersonal skill
as ‘existing or occurring within the individual self or mind. ’
Intrapersonal is to do with self and it is the skill that helps one
manage what is going on inside oneself. An illustration of
intrapersonal is someone having consciousness of how they
affect the world around them by managing their emotion in
the tough conditions. Tenedero (2001) has stated the qualities
of people with intrapersonal skills.
People with intrapersonal intelligence are generally quiet and
deliberate, works well alone, manage their personal growth
and search for identity. They have excellent control of their
feelings and moods. They express themselves through
symbols
Intrapersonal skills are also defined as those skills individuals
require to possess and perfect in order to manage themselves
and it is a prerequisite to interpersonal skills. It is to be noted
that intrapersonal skills lessen internal conflict of the person
concerned and make the person understand how to handle the
perceived external experience internally and come to terms
with one's qualities, limitations and potential. Students with
strong intrapersonal skills are kind, conscious of their
approach and plans and work well independently. They are
self-reflective, self-motivated and learn most effectively when
provided with opportunities and do the work in a focused
manner. To sum up, it gives a clear meaning of one’s own act,
appearance and how one carries oneself in front of the people.
Intrapersonal skills focus on the abilities like flexibility,
resourcefulness, self-esteem, goal setting, taking initiative,
self-awareness and critical thinking. These elements can be
obtained by doing some research on oneself in order to better
off one’s skills. What goes on inside the mind of a person is
the intrapersonal skill which affects the person’s interaction
with the outside world. It impacts the body language, listening
skills and likeability. It also affects one’s performance, critical
and analytical thinking and particularly one’s capacity for
innovation.
It is indeed worth training the college students in intrapersonal
skills as it is the necessary foundation for acquiring leadership
skills. There is no use in giving students training in
communication skills, without giving them the skills to handle
internal struggle and it is like building a big tower and
balconies on a house without proper foundation. At the first
earthquake, everything will fall apart. There are many
advantages of acquiring intrapersonal skills. It increases selfconfidence and enables one to form friends, work with people
more effectively, take more responsibility and increase
productivity. It maximises working conditions and
environment to work well and ensures better understanding
with others which helps to resolve conflicts. People with good
intrapersonal skills initiate new situations more quickly and
develop resilience. The study focuses on the need for
acquiring intrapersonal skills for the students to perform well
in the workplace.
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Survey (1994 and 1997) showing that among the hiring
criteria for potential employees, intrapersonal and
communication skills are the highest ranked, followed by
work experience. In the United Kingdom, employers have
reported that communication skills, learning ability, problemsolving skills, team work and the capacity for selfmanagement are more important than technical, ICT or
numeracy skills as criteria in the recruitment of graduates
(Hesketh 2000). This research scrutinises the foremost
intrapersonal skills like flexibility, resourcefulness, selfesteem, goal setting, self-development and critical thinking in
the major characters of Harry Potter novels.
Review of Theories on Intrapersonal Skills
This part of the paper reviews the theories of Intrapersonal
skills which help one to manage feelings, responses and
actions, so that one is able to function at his/her best. The
‘intrapersonal’ world has the most profound effect upon a
person’s responses, thinking, behaviour, views of one’s own
self feelings and achievement. Many scholars have shared
their opinions regarding the theories of intrapersonal skills
(http:// voices 2011) has elucidated intrapersonal skills thus
It touches upon what is closest to our hearts and being.
Intrapersonal development requires that a person seeks to
understand the psychological mechanisms and sociological
dynamics that determine the emotions they experience. With
this context as a backdrop, they can then have a better grasp of
the reasons behind their feelings when faced with current
environmental stimuli or memories of past events.
Fitzsimons & Bargh (2004) have defined intrapersonal skills
as “The capacity of individuals to guide themselves, in any
way possible, toward important goal states. ” Brown (2000)
has described intrapersonal skills as “The capacity to plan,
guide, and monitor one’s behaviour flexibly in the face of
changing circumstances. ” Zimmerman (2000) has outlined
intrapersonal skills as “Self-generated thoughts, feelings, and
actions that are planned and cyclically adapted to the
attainment of personal goals. ” Ilkowska & Engle, (2010) have
expressed intrapersonal skills as “The process by which one
monitors, directs attention, maintains and modifies behaviours
to approach a desirable goal. ” People with good intrapersonal
skills use their creative ideas and accomplish any difficult
task. Zausznieeski (2006) has found that
Those who are high in both personal and social
resourcefulness have better adaptive functioning and less
anxiety and depression than those who are high on social or
personal resourcefulness alone
Resourcefulness plays a vital role in shaping a person to cope
up with difficult circumstances. Rosenbaum (1990) has
articulated the benefits of these skills and says that ‘self-help
skills’ that constitute personal resourcefulness, also referred to
as ‘learned resourcefulness’, involve strategies for coping
independently with daily tasks and the stress that may be
involved in completing them.
Holmer (1995) has suggested the significance of emotional
intelligence or intrapersonal skills in the workplace
The extent to which we actually practice what we know and
preach as good organisational practise is in large measure a
function of the competence with which we respond to
emotional challenge.
The term emotional challenge refers to any real or perceived
threat to one’s security, self-image or sense of self-worth that
stimulates a person’s instinctive self-protective tendencies to
with draw aggression. Tenedero (2001) has opined that
A sense of self is a basic aspect of intrapersonal intelligence.
Intrapersonal intelligence is a facility in self-management.
Individuals with this kind of genius are highly introspective
and tend to have either sixth sense or a belief in a higher
order. They are generally quiet and deliberate, work well
alone and manage their personal growth and search for
identity.
A qualitative survey on firms on ‘recruitment strategies for
entry-level jobs’ in the United States has found the Employer
Conclusion
Soft skills or behavioural skills, which are a cluster of
personal qualities like friendliness, optimism, communication
skill, teamwork and goal setting, play a significant role in a
person’s success and they help one in adapting to novel
circumstances. Reviewing the theories on interpersonal and
intrapersonal skills has proved that the traditional notion of
emphasising on technical knowledge alone is no longer useful
for the success of an organisation. So, training the students in
soft skills is necessary to gain professional competence.
Change is imperative and we need to understand this and must
be willing to change. This would lead to a better tomorrow
resulting in an improvement in the employable quotient.
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