Whether a candidate has high emotional intelligence would not be a significant factor when considering candidates for the job of a(n)

a. meeting planner who must set up meetings for candidates around the world
b. engineer heading a team designing a complex software/hardware interface
c. copy editor who seeks out spelling errors and grammatical mistakes in manuscripts
d. interviewer who assesses candidates in an employment agency
e. realtor arranging sales between homeowners and potential buyers

c. copy editor who seeks out spelling errors and grammatical mistakes in manuscripts

Explanation:

In psychology, the term emotional intelligence refers to the ability to control, recognize, understand and manage our emotions as well as understand other people's emotions.

Emotional intelligence comes in handy in jobs when we are working with other people since we need to manage our emotions in our interactions with them.

In the examples given, the only one that doesn't include interaction with other persons is c. copy editor who seeks out spelling errors and grammatical mistakes in manuscripts. Therefore, in this case, the fact that he has a high emotional intelligence or not wouldn't be a significant factor when considering candidates for this job since he doesn't have to deal directly with other people.

copy editor who seeks out spelling errors and grammatical mistakes in manuscripts

Explanation: Emotional intelligence in psychology can be defined as the ability, capacity, and skill to assess, and manage the emotions of oneself, of other individuals and of groups.

Emotional intelligence has a lot to do with empathy because it largely has to do with understanding the thoughts, feelings and emotional state of others.

Now, all the options has a lot to do with individuals or people except option c which involves working with a manuscript. HERE, emotional is not required.

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