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Effects of emotional intelligence on effective leadership in an academic essay
Effects of emotional intelligence on effective leadership in an academic essay
Key aspects of an efficient and effective leader
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One type of aggressive behavior is passive-aggressiveness. Leaders that use passive-aggressive behavior have the same intent as aggressive leaders, but are more subtle in their approach. Passive-aggressive behavior is characterized by the following behaviors: disguised hostile humor, unclear feedback, the stirring up office politics, unclear explanations, the blaming of external factors instead of being accountable, having pointless rules, giving the cold shoulder, setting people up to fail, holding grudges, dropping hints without saying what they want, and not being invested in improving employees (Cain). The goal of passive-aggressiveness is to keep employees off-balance, never letting them know exactly what is expected of them, and never …show more content…
When considering emotional intelligence in the context of leadership, emotional intelligence represents the “people skills” held by effective leaders (Riggio et al.). In understanding why emotional intelligence is critical to effective leadership, one study suggested that this is because “leaders need to understand their own emotions and the emotions of followers in order to encourage and motivate others and to encourage follower creativity. In addition, the quality of leader and follower relationships is dependent on leader emotional intelligence” (qtd. in Riggio et al.) Leaders with high emotional intelligence understand that leadership is about building people up and supporting them. By creating an inspiring environment, effective leaders encourage employees to achieve their goals. High emotional intelligence also helps leaders to regulate their emotions, which is essential when handling stressful situations. Assertive leaders use emotional intelligence to put thought behind their actions, and they understand the consequences of their behavior on others. They use their high emotional intelligence to satisfy their own needs and the needs of their employees while maintaining respect, and do not put other people down in the name of organizational …show more content…
Interpersonal communication is the way that leaders connect with their employees and share what they know. Leaders must realize that they way in which they communicate leaves a lasting effect on both their employees and their organization. Managers who receive high marks from their employees are those who communicate frequently, use egalitarian rather than a controlling style when communicating, ask instead of demand, and take the needs and feelings of others into considerations when communicating (Sethi and Seth). These managers employ a positive, assertive communication style – powerful, but non-threatening. Leaders that employ an aggressive communication style are less effective, and while assertive leaders encourage employees, aggressive leaders leave employees miserable and less satisfied with their jobs. Aggressiveness is counterproductive and presents problems for employees and organizations. The impact of aggressiveness should not be underestimated, nor tolerated. The good news is that aggressive leaders can become assertive leaders by increasing their emotional intelligence. “If we manage our emotions; that is, blend emotion and thought, we increase the chances that our decisions will be more effective and our lives more adaptable” (qtd. in Ingram et
Verbal aggression is message behavior which attacks a person's self-concept in order to deliver psychological pain.(Infante, 1995) Studies of verbal aggression have focused primarily on children and adolescents in educational and social settings. Very few studies were found to examine verbal aggression in adults in the workplace.(Ebbesen, Duncan, Konecni, 1974) The consequences of verbal aggression in the workplace can lead to social isolation, job related stress, health related problems, as well as problems in career advancement. It therefore should be considered important, for the individual and management, to identify and address the causes of verbal aggression.
(2013) called, resonance. Resonance is when a leader is attuned to people 's feelings and move them in a positive emotional direction (p. 20). When leaders create resonance they become in sync with those they are leading and the emotions those people feel is the glue that holds them together as a team (p. 20). However, when leaders are not in tune and out of touch with the feelings of the people they lead, they instead create dissonance (p. 19). Dissonant leaders create a lack of harmony and people feel conflict emotionally. Dissonance discourages people and burns them out. The toxic environments that dissonance produces doesn’t just exist in the group or workplace but is carried by the people throughout the rest of their interactions (pp. 21-22). How much a leader has developed their emotional intelligence is seen through how they lead and if they produce resonance or
There is an importance of leaders to first analyze the impact of their emotional manifestation. Leaders should own emotional intelligence. Those leaders that don’t possess emotional int...
Madlock, P. E. & Kennedy-Lightsey, C. (2010). The effects of supervisors’ verbal aggressiveness and mentoring on their subordinates. Journal of Business Communication, 47(1), 42-62.
In management, there are many functions a manager has, and even more skills a manager must possess. Managers must have technical skills, conceptual skills, and especially human skills. For a manager to have human skills, it means that they can understand, communicate, support, and motivate their employees, helping them to reach high levels of productivity. Employees who are managed by someone who genuinely cares about them, are more happy and more productive, therefore benefitting the company as a whole.
In addition, Alexander is a Professor of Organizational Behavior & Director of the Centre for Leadership and Decision-Making, and Christine. Her work related to incivility has been featured worldwide in over 500 television, radio and print outlets. They both have researched a lot about incivility and they also wrote a book about it. With their background, they build their credibility to make sure we trust them that civility is important in the workplace. That can improve our career in the future.
An individual’s ability to control and express their emotions is just as important as his/her ability to respond, understand, and interpret the emotions of others. The ability to do both of these things is emotional intelligence, which, it has been argued, is just as important if not more important than IQ (Cassady & Eissa, 2011). Emotional intelligence refers to one’s ability to perceive emotions, control them, and evaluate them. While some psychologists argue that it is innate, others claim that it is possible to learn and strengthen it. Academically, it has been referred to as social intelligence sub-set. This involves an individual’s ability to monitor their emotions and feelings, as well as those of others, and to differentiate them in a manner that allows the individuals to integrate them in their actions and thoughts (Cassady & Eissa, 2011).
Mamta, M., & Gupta, A. (2010). Relationship of Emotional Intelligence with Work Values & Internal Locus of Control: A Study of Managers in a Public Sector Organization. Vilakshan: The XIMB Journal Of Management, 7(20), 1-20.
Emotional intelligence is ‘a set of competencies that allows you to apply thinking and feeling to make optimal decisions.’ (SEI leadership report, 2013) In the report, the author makes critical analysis of the result of the SEI report. By presenting the analysis by ‘Know yourself’, ‘Choose yourself’ and ‘Give yourself’, the author has a more clear understanding of her strengths and weakness concerning her EQ. Based on the skills and analysis, the author applies the theory into her future professional career development in order to achieve her career goal.
Emotional self-control is defined as recognizing destructive emotions and maintaining control over our impulses while acting upon them. The idea of emotional self-control is important to people in multitude of workplaces, but it is crucial for anyone in a leadership position. Strong emotional leadership is directly related to emotional intelligence. The public looks upon leaders as an example to display an even-tempered manner while facing hardships. This week readings include ideas of diffusing emotional reactivity, using responsive listening, reacting emotionally and showing empathy. The chapters also demonstrate different scenarios of using emotions, understanding emotions and managing emotions.
The development of Emotional Intelligence requires a recognition of one's own strengths and limitations, an exploration of how current decisions are framed through beliefs and prior experiences, and the actualisation of potential by using the greater self knowledge gained. However, in a report by the Institute of Management (2002) research showed that the quality of leadership in the workplace was poor. Further, the research reinforces a positive relationship between financial turnover and the priority given to leadership development (Institute of Management, 2002). Fifty-five percent of those questioned gave the characteristic of being inspiring as the most important attribute of leadership, but only eleven percent say they are witnessing it at work.
Sy, T., & Cote, S. (2004). Emotional intelligence: A key ability to succeed in the matrix organization. Journal of Management Development. 23(5). 437-455
Emotional intelligence is all about recognizing, understanding and regulating the sub-conscious or the emotions that drive us. Emotions are often thought as irrational or “nonintellectual” feelings that are beyond our control. However, emotions are complex states of mind and body, consisting of physiological, behavioral, and cognitive reactions to situations that can be managed and directed1. Self-awareness and self-knowledge are the fundamental building blocks of emotional intelligence. By being aware of one’s emotional state we can manage and communicate feelings in a more constructive way. By exhibiting emotional intelligence we get better in negotiation and conflict resolution, and hence enhance our capacity to understand the needs and desires of others2. One of the important aspect of leadership is to recognize the needs of others so that they can be met in a way that encourages higher performance and workplace satisfaction3.
Dulewicz, V., & Higgs, M. (2000). Emotional intelligence: A review and evaluation study. Journal of Managerial Psychology, 15(4), 341-372.
It was Daniel Goleman whom greatly popularized the theory of Emotional Intelligence, EI or EQ, defining it as the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships. (Goleman, 1998). Organizations in the present day, especially in the service industries, are embracing the notion of emotional intelligence at the workplace because of its relationship towards employee’s performance, quality of service, and customer loyalty. All in which ultimately contributes to better reputation and higher returns. At Starbucks, emotional intelligence plays an important role in job performance, as the company enjoys a loyal customer base and a reputation as one of the most admired companies in America. (Robbins, Judge, 2013). An employee with high emotional intelligence will be able to handle his own impulses rationally, able to react quickly in tensed environment, solve problems and remain composed even in the face of adversity. In 1998, Goleman conducted a research and discovered that 67% of the competencies management outlined as determining factors of excellence within a job was correlated to emotional abilities. (Khalili, 2012). This summarizes the implication of emotional intelligence as a way to increase the success of an organization today.