Cognitive Intelligence and Emotional Intelligence in Organisational Behavior

Emotional intelligence Emotional intelligence (EI) involves understanding one’s emotions plus those of others and using these capabilities to ensure the best outcomes for all concerned. EI also revolves around knowledge of the source of emotions, what emotions mean, and the kind of information they provide towards being able to work well with others.Advertising We will write a custom essay sample on Cognitive Intelligence and Emotional Intelligence in Organisational Behavior specifically for you for only $16.05 $11/page Learn More The Mayer–Salovey–Caruso Emotional Intelligence Test (MSCEIT), is an assessment tool that measures and tests aspects of EI. This analysis concentrates on knowledge and rarely on the ability to perform the tasks related to the knowledge measured. Unlike the past, when all a person needed was intelligence in order to be successful, the present day scenario has made EI mandatory for success; way above intellig ence quotient (IQ). Both managers and employees should be capable of managing themselves as well as other persons in order to be successful. Emotional intelligence is practical within a working environment if an individual handles the moods, emotions and impulses of other individuals with utmost sensitivity (Eisenberg, 2000). According to Sutton (1991), emotions, both negative and positive play a vital role in an individual’s life, both in the workplace and at home. Excitement and satisfaction are common when an employee gets an appreciable hike, wins a contract or a promotion from the management. However, frustration and anger prevail when an individual’s efforts are not appreciated by the right people. Emotions shoot up when an employee is pressured to work within stringent deadlines. Such stressing situations that are common within the context of a home or office, especially while dealing with different individuals, result from the inability to make an intelligent a ssessment of the various possible emotions. Emotional intelligence in the recent past has received considerable attention as potentially useful aspect in predicting and understanding an employee’s performance and success in the workplace. According to Rotundo Sackett, (2002), EI is a complex and multifaceted ability to be efficient and effective in majority of the life’s domains, as well as job success. Further, EI has been defined on the basis of competencies as a learned capability associated with emotional intelligence that translates to phenomenal performance in the place of work.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Cognitive intelligence On the other hand, Cognitive intelligence is defined as the intellectual capabilities such as writing, reading, logic, analyzing, reason and prioritizing. Tests conducted to measure cognitive ability are used in performance a nalysis. Such tests are used to measure an individual’s ability to solve problems in various cognitive spheres. The distinction between emotional intelligence and cognitive intelligence is evidenced in the psychometric tests of assessing cognitive ability and psychometric tests of intelligence (Sparrowe et al., 2001). Cognitive intelligence as a latent trait is assessed by psychometric tests. The cognitive ability is also assessed by tests that change over time; varying on the age as well as intelligence. Strengths of emotional intelligence and cognitive intelligence With reference to job performance, cognitive intelligence has been identified to relate to such job performance dimensions as organizational citizenship behavior (OCB) and task performance. While OCB involves activities that are vital in achieving the organization’s objectives, though not formally considered as part of a job, task performance concerns the primary substantive duties that are formally consid ered part of the job (Rotundo Sackett, 2002). Theoretically, cognitive intelligence fosters task performance through the knowhow of rules, procedures and facts relevant to the technical core of the job. It further enhances OCB through such aspects as rules, procedures and facts vital for effective cooperating, helping and endorsement for the organization. Employees considered limited by their cognitive abilities may reconsider focusing on the benefits of high emotional intelligence as they often report low job performance in most jobs. With low job performance, there is a relatively larger room for correction and improvement. For instance, a salesperson who fails to retain the interest of possible customers is likely to lower the possibility of mistakes in future. As such, failure to attain job performance through cognitive intelligence can be compensated for through complementary mechanisms under emotional intelligence. Some of the strengths of emotional intelligence are as follow s: First, additional mechanisms include proficiency at identifying and understanding the emotions of other individuals. This is achievable within the working environment whereby organization members interact with coworkers, supervisors, support staff, and with outsiders such as patients, clients and customers. In the process of interacting, emotions are publicly displayed through vocal, facial and bodily signals that relay vital messages about their intentions, attitudes and goals (Sutton, 1991).Advertising We will write a custom essay sample on Cognitive Intelligence and Emotional Intelligence in Organisational Behavior specifically for you for only $16.05 $11/page Learn More For individuals with low cognitive intelligence and high emotional intelligence, such pertinent information may be transformed to high-risk performance. On the contrary, an individual with high cognitive intelligence and low emotional intelligence can accurately detect the publicl y displayed emotions to facilitate interpersonal functioning and coordination necessary for enhancing task performance. Additionally, information about other people’s intentions, attitudes and goals may be transformed into frequent OCB by individuals exhibiting low cognitive intelligence and high emotional intelligence. Such individuals can, for instance, depict the need for assistance for individuals exhibiting anxiety and sadness (Eisenberg, 2000). Secondly, emotional intelligence can enhance job performance of low-cognitive-intelligence individuals’ through regulating emotional influences to cater for social relationships. If an employee generates and displays genuine emotions, rather than fake ones, he/she is likely to receive favorable reactions. Showing genuine concern for coworkers’ problems enable employees to develop stronger relationships than employees showing less concern. To develop good social relationships, individuals with high emotional intellig ence and low cognitive intelligence may use their abilities to manage emotions. With well established and strong social relationships, there are higher chances of enhancing task performance through advice and social support. Similarly, favourable working relationships will highly prompt employees to participate in OCB more often to the advantage of colleagues (Sparrowe et al., 2001). Thirdly, job performance individuals with low cognitive intelligence can be enhanced by emotional intelligence through the effects of emotions on the individuals’ thoughts and actions. Individuals with low cognitive intelligence but intelligent emotionally can attain high levels of task performance and OCB in most jobs, by managing their emotions towards strengthening their motivation and quality of their decisions. For instance, understanding that anger leads individuals to undermine the level of risk in situations prompts managers to suppress anger while in the process of making an important fi nancial decision; thus portraying positive task performance. Similarly, an employee that understands the importance of positive emotions in enhancing motivation will boost positive emotions towards engaging in OCB (Gardner, 1983). Although open for discussion, it has been proven that emotional intelligence will often relate to the job performance of an individual within the organization with low cognitive intelligence, and in turn compensate for the low cognitive intelligence. However, as cognitive intelligence increases, emotional intelligence should be less positively related with job performance.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Emotional intelligence is associated with certain benefits. Unlike in 1918, the Intelligence quotient (IQ) is now rated 24 points higher; a direct consequence of more schooling, better nutrition and smaller family sizes. However, emotional quotient (EQ) is lower between the two periods. The low EQ is evidenced by the bahaviours common with kids in the current times; more aggressive, more angry and unruly, more lonely and depressed, nervous and prone to worry. Cases of crime and violence are on the rise; drug abuse is persisting, cases of alienation and despair rising, unwanted pregnancies, school dropouts, eating disorders and even bullying (Wood et al., 2010). In business and psychology, it has become a pass time to predict job performance. When the performance assessment is carried out comprehensively using data from subordinates, peers and superiors, EQ predicts a higher performance thrice as good as IQ. Emotional intelligence contributes up to 90 percent for leadership through t he influence, team skills, self-confidence, political awareness and achievement drive. However, unsuccessful leaders, we depicted as being angry, lacking empathy, moody, defensive and critical. In corporate setting and blue-collar occupations, emotional intelligence assessments have been employed in predicting success and failure. Furthermore, the assessments have been instrumental in predicting aggression in the workplace, academic dropout, ability to recover from severe mental conditions and ability to cope with extreme medical conditions (Eisenberg, 2000). Limitations of emotional intelligence and cognitive intelligence Although many writers and scholars of intelligence have denoted the need for emotional intelligence as a necessary condition for effective leadership or productive leader-members relations, an empirical study to scrutinize this link suggests otherwise. Contention and issues of controversy touch on the definition and methods of measurement or predicting emotional i ntelligence; and what EI is supposed to measure or predict. Although it allows us to maintain relationships and keep our actions under control, emotional intelligence is variously dismissed as being just another management concept. More often than not, organizations encourage their employees to embrace emotional intelligence both during the hiring and development stages of their careers at the organisation. Individuals with low emotional intelligence view the move by the HR as an intrusion or hindrance into their personal lives. Consequently, emotional intelligence cannot be learned overnight but requires time and effort to learn and practice it correctly (Sosik Megerian, 1999) Unlike cognitive intelligence, that is measurable using psychometric tests, emotional intelligence is people ability and measurement of the social skills among individuals is a daunting task. Numerous analysis and effort are required in order for a successful analysis to be conclusive. Cognitive ability and emotional intelligence in modern organisations Organizations instituting leadership development programs depend on the feedback of coworkers to have a clue of how their leaders conduct themselves in the workplace. Variations exist in the results of employees’ self-ratings compared to the ratings by their supervisors, coworkers and subordinates. Management development often focuses on primary skills, abilities and knowledge that are considered fundamental to high-performing individuals or effective leadership behavior. The important leader behaviours are defined and acknowledged in a way that allows for their assessment and feeding back to the individual. Once an analysis of the key traits is done, the concerned individual is motivated to increase their understanding of areas of strength and weakness, in turn driving the development of improved leadership behaviour (Conway Huffcutt, 1997). In an effort to improve the organization as well as the individual’s performance , organizations invest considerable resources into skill development the individuals on the management level and above. As expected, increase in the return on investment points to the progressive employee development strategies. In addition to the management of skill development during a management-development initiative, it is essential to consider the skills an organization terms crucial for improvement. Organizations are guaranteed of better performing leaders championing for higher returns on investment if investment in the right skills is successful (Wood et al., 2010). In a similar tone, the lines of intelligence testing movement are adhered to by roots of emotional intelligence. Various forms of intelligence, such as social intelligence or the ability to act wisely towards other individuals exist. This aspect of intelligence has since its conception been a daunting task to measure, compared to measuring an individual’s cognitive abilities. Despite the challenges, attem pts to measure social intelligence have established that it is composed of three aspects: social knowledge, attitude toward society and degree of social judgment (Gardner, 1983). Further research was instrumental in coining of the concept emotional intelligence, as the presence of cognitive ability. It was a few years later that emotional intelligence was brought to the mainstream public and was quickly embraced by the leadership development community. Organization value emotional intelligence as it provides a framework for the measuring and designing of emotionally-based soft skills. According to Goleman et al. (2002), emotional intelligence is designed for use in organizational theory, research and practice to develop effectiveness of individuals both in leadership positions and workplace. Emotional intelligence in organizational outcomes has also been correlated with performance, and especially with linkage to leadership performance. Research conducted by Sosik and Megerian (1999 ) established leaders with high emotional intelligence performed better than their low emotional intelligence colleagues. Performance on job-related cognitive ability tasks have also been linked with emotional intelligence. A survey conducted in 1997 on benchmark was conducted on various corporations. From the survey, Goleman (1998) discovered 80 percent of companies focused on trying to promote emotional intelligence in their employees through training and development. While it was implemented during the recruiting and evaluation processes, almost 90 percent of desired traits for entry-level workers but were correlated with emotional intelligence. Following the results of various studies conducted across corporations the world over; it was conclusive that evidence pointed to the importance of emotional intelligence for the entry and success in the workplace today. Similarly, inclusion of emotional intelligence competencies is important as concluded by the agricultural education res earch. Goleman (1998) further argues that in order to apply emotional intelligence in the workplace, two set of competencies ought to exist: personal and social. Similarly, a divergent view postulates that eight factors should be considered while implementing emotional intelligence in an organization. These reservations arise because individuals differ in the abilities to handle emotions; while others may manage personal emotions and anxieties well, handling other people’s emotions might prove impossible. As such, researchers have concluded that individuals’ underlying basis for their levels of ability is neutral. Additionally, the human brain is considered plastic; ready to learn at every given opportunity. Variations in emotional skills can be compensated, especially if the concerned parties are willing to take up the task. References Conway, J. M. Huffcutt, A.I. (1997). Psychometric properties of multisource performance ratings: a meta-analysis of subordinate, supe rvisor, peer and self-ratings. Human Performance. 10, 331-360. Eisenberg, N. (2000). â€Å"Emotion, regulation, and moral development.† Annual Review of Psychology. 51: 665–697. Gardner, H. (1983). Frames of mind: the theory of multiple intelligences. New York: Basis Books. Goleman, D. (1996). Emotional Intelligence. Bloomsbury Publishing Plc. London. Goleman, D., Boyatzis, R. McKee, A. (2002). Primal leadership: realizing the power of emotional intelligence. Harvard Business School Press: Boston. Rotundo, M. Sackett, P. R., (2002). â€Å"The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy-capturing approach.† Journal of Applied Psychology. 87: 66–80. Sosik, J. J. Megerian, L. E. (1999). Understanding leader emotional intelligence and performance: the role of self-other agreement on transformational leadership perceptions. Group and Organization Management. 24, 367-390. Sparrowe , R. T., Liden, R. C., Wayne, S. J. Kraimer, M. L. (2001). â€Å"Social networks and the performance of individuals and groups.† Academy of Management Journal. 44: 316–325. Sutton, R. I. (1991). â€Å"Maintaining norms about expressed emotions: The case of bill collectors.† Administrative Science Quarterly. 36: 245–268. Wood, J., Zeffane, R., Fromholtz, M., Wiesner, R., Creed, A., Schermerhorn, J., et al. (2010). Organisational behaviour: Core concepts and applications (2nd ed.). Brisbane: John Wiley and Sons. This essay on Cognitive Intelligence and Emotional Intelligence in Organisational Behavior was written and submitted by user Vanessa Stevenson to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Boiling points essays

Boiling points essays Boiling Points and Intermolecular Forces Introduction: Intermolecular force is the force of attraction and repulsion between molecules. They are much weaker than covalent bonds. When boiling a liquid to form a gas, the intermolecular forces are broken not the covalent bonds. A molecular compound that has strong Van der Waals forces will also have a higher boiling point since more energy is required to break the intermolecular bonds. (Notes) Purpose: To test the theory and rules for London and dipole-dipole forces. Question: What trend in boiling points of the hydrogen compounds of elements in groups 14-17? Hypothesis/Prediction: According to dipole-dipole attractions attractive forces are between polar molecules which have higher electronegetivity difference. And only H2O and HF are the polar molecules in group 16 and 17 which means they have the chances of larger dipole moments in the molecules with greater attraction between molecules. Since we know that the strength of the London forces depends on the number of electrons and boiling point increases as the number of electrons increases. And as we see in the groups in each group the number of electrons increases and also the same one repeats itself, but some molecules in it are also polar like HF and H2O. And so when a polar molecule that has the same number of electrons as a non- polar molecule will have higher boiling points due to dipole- dipole forces. And thus it is predicted that the boiling point increases as the of electrons increases in each group. c) The trend in boiling points of the hydrogen compounds of elements in groups 14-17 is that as the total number of electrons increases in the same group and boiling point also increases and also as the group increases the boiling point also increases as they are all non- polar and their number of electrons also increase as it goes down the same group. But there are two exceptions in that t ...

Interview with an immigrant 4 pages single spaced Essay

Interview with an immigrant 4 pages single spaced - Essay Example Nabeeb: Learning English was really hard, especially considering that I had spoken a different language for 20 years. In Tanzania, I was accustomed to speaking the national language which is Kiswahili, in addition to my local Chagga dialect. It is very rare to find people speaking in English in Tanzania, and in fact, most people perceive English as a foreign language. Considering that I spoke very little English by the time I came to the United States, the language barrier was so much of an issue that most of the time, I did not make sense in my broken English, and people would laugh at me. Interviewer: It must have been really hard to get laughed at. How did you handle it? Nabeeb: At first, it was so humiliating. Imagine having kids as young as 6 years old laughing at you because they speak better English than you. It became so bad that I opted not to talk to people and this made me very lonely and homesick. Interviewer: So how did you overcome the language barrier issue and speakin g of home sickness, how bad was it? Nabeeb: After secluding myself for around two months, I realized that life would not get any easier if I did not take up the responsibility of fighting of the language barrier problem. I, therefore, enrolled at a local grammar school where I took up English lessons, started interacting with people and actually urged them to correct me whenever I spoke bad English. But I must say that for an immigrant, having to distinguish between formal English and American slang is an uphill task. The homesickness? No words can fully describe what it feels like to be in an alien land, away from friends and family, and forced to adapt to new life. I would get so home sick that I would spend my free time trying to find other Tanzanians who help me manage the homesickness. Communicating with my family back in Tanzania via telephone also helped ease the homesickness. However, the international calls were very expensive at the time for a student, meaning that communi cation was very rare. Interviewer: Apart from the language barrier and homesickness, what other challenges have you faced as an immigrant in the United States? Nabeeb: Once I set foot in the United States, everything was totally different. It is like waking up to a new world; the weather, the food, the modes of dressing, the accents, and more so the system of education, all gave me a culture shock. In class especially, I found the teaching methods so strange that I used to be the quietest student in class. I could not dare ask questions or even answer them. It really took me time to get adjusted to the American classroom. In addition, there are too many laws controlling the lives of immigrants that one almost feels suffocated. Obtaining a driving license, getting a work permit, travelling out of the country, getting social security, among many other regulations almost make one feel like a suspect. I must also add that it took me quite a while to get used to eating burgers and pizzas . I used to crave for Tanzanian food so much that I would try the recipes only to end up disappointed because the ingredients I found here are not the same as those used in Tanzania. Anyway, after months of complaining, I finally adjusted and I got used to the food here. Interviewer: But the experiences could not have been all bad. Is there anything positive about being an immigrant in the United States? Nabeeb: Everyone wants to live the American dream. That is what I came chasing for and that is the best decision I ever

Researched Literary Analysis Essay Example | Topics and Well Written Essays - 1750 words

Researched Literary Analysis - Essay Example The traditional prim pram conventions like pristine landscapes, innocent boys, loving parents, perfect mentors, and the security provided by an impeccable moral order had degenerated to the plight of some cheap and outdated joke. In contrast, the Bank’s narrative is set in a comparatively macabre ambience where the teenagers play with guns and marijuana, little girls are exposed to sexual abuse and pornography, death and violence always lurk in the background and everything ultimately seems to come down to sex and money. ‘Rule of the Bone’ appears to be a bloody spoof on the traditional notion of American Dream where the world order is defined by a burgeoning middle class whose popular idea of success hovers around cars, dish washers and the Sunday mass. Chappie, the protagonist in ‘Rule of the Bone’, if one could call him a protagonist in the true sense of the word fits nowhere in this cozy world order. Infact the only way he manages to infiltrate this sophisticated world is by breaking into a rich family’s summer house, along with his friend Russ. However, the accompanying filth and grime that seems to be his fate soon come to settle around him even in such polished quarters. Banks nowhere in his novel makes a conscious or deliberate attempt to make his characters likeable or tries to coax out the unguarded sympathy of his readers for his characters (Kakutani 2). The escapades of a teenager, who has problems with drugs, who puts in with violent bikers who love to b ludgeon homosexuals, who breaks trigger happy during fits of rage and frustration will certainly not make a good bed time story. Yet, the irony is that Banks never intends his book to be just another bed time story. On the contrary, ‘Rule of the Bone’ is a work of art that jolts the consciousness of its readers out of their cherished notions of what is acceptable

America and the challenges of religious diversity Essay Example for Free

America and the challenges of religious diversity Essay Religion and Theory Introduction   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The world today is dynamic such that there is need to recognize the diversity of the people that live in it. People across the world are different in terms of culture, religion and race. However, there are few people that have consistently failed to accommodate diverse beliefs and opinions. One of the diversity factor that has come under sharp focus is religion. All over the world, there are people with special religious sensitivities and thus the need to accommodate diverse opinions when it comes to religion. Such people should be allowed to promote and practice their religious beliefs and practices with little or no interference. However, this freedom should be limited to the fact that the said religious beliefs and practices do not infringe on the rights of other people in the society.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The practice of religious persecutions started man7y years ago when certain religious beliefs and practices were discouraged. The consequences of practicing the discouraged religious practices included harassment and illegal persecution. Today, it is very difficult to identify individuals with special sensitivities and sensibilities from the street. However, there are certain factors that are common with certain religious following. Different religious groups have different code of dressing. This might make it easier to identify an individual with religious sensitivity.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   According to Wuthnow, (2011), religious groups such as the Islamic faith require that women dress modestly. Inn more conservative Muslims, women are required to wear veils covering most of their body. This is to reinforce their religious beliefs regarding chastity and behaviour. Muslim men also wear long flowing gowns which also would make them easy to identify. Almost every ethno-religious subcultures ranging from mainstream religious following such as the Hindu to smaller ethno-religious subcultures such as the Amish have a specific dress code. However, the dressing code is not the only way that one can identify people with religious sensitivities. The important thing for every individual in the society is to learn and respect the divergent opinion of the general populous when it comes to religion. References Wuthnow, R. (2011). America and the challenges of religious diversity. Princeton University Press. Source document

Ethanol as an Alternative Energy Source Essays -- Biofuel Bio Fuel Ess

Biofuels: Ethanol an Alternative Energy Source Abstract In today's society, when someone wants to go to the movies, work, school, library, or mall, they drive to their destination. The average amount of gasoline consumed per year is about 146 gallons in the U.S. (Biofuels for Transportation, p1). Discoveries of huge petroleum deposits kept gasoline cheap for decades and biofuels were forgotten (Leen, p1). However, with the recent oil prices, along with growing concern of global warming caused by carbon dioxide emissions, biofuel regained popularity (Leen, p1). Ethanol, a renewable fuel made from plants was added to gasoline to increase octane and help the engines burn more efficiently and cleanly (West,p1). Introduction Ethanol or ethyl alcohol (EtOH) is an alternative energy source which produces a fuel with higher octane rating and fewer emissions than unblended gas (West, p1). Some sources used to make ethanol are sugar canes, maize, sorghum, fruit and vegetable waste, barley, wheat, potatoes, molasses, cotton, or any other plant that contains a large amount of sugar. But the leading U.S fuel crop is corn. Corn byproducts allow more fuel to be made from the same amount of corn by breaking down the starches in its cell walls (Benefits, p3). The enzyme Tran 2 increases production of alcohol from corn by 2% to 3% (Benefits, p3). There are four steps toward making ethanol. First, the feedstock is ground for easier processing, then when the sugar is dissolved from the ground materials, the microbes feed on the sugar producing ethanol and carbon dioxide as byproducts (West, p2). Lastly, the ethanol is purified to achieve the correct concentration (West, p3). This grain alcohol is a colorless and flammable as well as drin... ...http://journey tofor ever.org/ethanol.html>. 2. Martinez, Scott. Ethanol. 12 Sept 2005. WiseGeeks, Wisegeek.com/ what-is-ethanol-fuel.htm>, 22 July 2008. 3. Sunshine John. What is Ethanol Fuel? 8 July 2008. Ethanol. 20 July 2008. . 4. Unknown. Biofuels. Alternative Energy. 25 July 2008. . 5. Unknown. Genomes to Life. 2007 July 10. Biofuels for Transportation. 19 July 2008. . 6. Unknown. The Benefits of Biomass. 2006 Sept 18. Bioenergy. 18 July 2008. . 7. West, Lester. What is Ethanol? 13 March 2005. About. 17 July 2008. ethanol.htm>.

Proud to Be a Filipino Essay

Filipinos are abundant in terms of culture, tradition, cuisine, and transportation. All of us Filipinos should be proud of them. There are a lot of tourist spots in the Philippines that we can be proud of. And to introduce my culture would be fun and great. I would make them ride a jeepney, eat some street food like kwek-kwek and drink some alcohol like tagaka. First, I would make foreigners ride a jeepney. It is one of the transportations in the Philippines. It has four wheels and a lot of colors and designs. It has a small aluminium horse in the front as a sign of a traditional jeepney. It is the most used transportation in the Philippines because it has the cheapest fare among the other transportation here in the Philippines. Second, I would make them eat some street foods like kwek-kwek. It is a Filipino street food that is made up of hard-boiled egg or quail egg coated with orange batter and flour. It is deep fried and served with cucumber, salt, and vinegar. Lastly, I would let them drink the â€Å"tagaka† an alcoholic drink made in the Philippines. It is a drink made of tanduay, gatas, and kape. It is mixed and it taste like chuckie. It is popular among the Filipino drinkers. It is cheaper than a bailey drink. It is taste like a cocktail and you can taste the bitterness of the coffee, the sweetness of the milk and the taste of the alcohol. Our colourful and lively Philippine culture that makes us distinctly Filipino is the one thing that makes us different from the rest of the world. We do have different traditions and beliefs but all of them are purely Filipino. There are many other kinds of foods and transportations that are purely Filipino. Let us be proud of our nationality.