This paper will identify and examine the perspective of cognitive intelligence and emotional intelligence which are considered to be important individual diversities in the field of organisational behaviour. The organization selected for this topic is, The Australian Hellenic Educational Progressive Association, commonly known as (AHEPA), the association was founded in Melbourne Australia in 1938; at that time the mission of AHEPA was to promote Hellenism, education, philanthropy, civic responsibility, family and individual Excellence. Originally the association was set up with a small group of Australian/Greek volunteers as a community based establishment to assist Greek immigrants in Australia experiencing language barriers, families with financial difficulties, finding homes, jobs, medical care and help the elderly, as former state secretary of the association I was able to experience the cognitive and emotional intelligence behaviours first hand.
The General Structure of the "AHEPA Family" is composed of distinct groups, all of which work in harmony on a local, state and national level under its constitution and by-laws. They are; the Supreme Lodge (National body), Grand Lodges and District Lodge (State bodies). There are several committees within AHEPA who work in harmony to organise fundraising and community activities. The members of these committees work diligently to achieve their various goals for the betterment of the whole community. AHEPA is recognized as a non-profit charitable organization; this essentially means that any profits or surpluses the charity makes must be used to further its charitable purposes. Such profits or surpluses must not be distributed to owners, members or any other individual or group of i...
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...n greater in today’s diverse working environments, neglecting emotional intelligence working in a small group can be devastating in the efficiency to the organisation, and these breakdowns can produce confusion, uncertainty hostility and reduce the required performance. The fear of change in any organisation is a major concern as at times management seeks for a quick fix instead of taking a more comprehensive and longer perspective, thus creating emotional uncertainty and mistrust. Given the facts and understandings of cognitive intelligence and emotional intelligence are conceptualized, emotional intelligence can be rationally considered as a reasonable measure to which a person can apply rational judgment and reasoning and feelings to situations and responses in the organisation, it shows that emotional intelligence is a stronger predictor to a task performance.
The purpose of the paper is to guise available variables around Emotional Intelligence and School Leadership Effectiveness. Emotions are our state of being or mood, how we feel at a particular time. Intelligence is the ability to think and reason; therefore, emotional intelligence is to be aware of one’s state of being or moods and to also be cognizant of the mood of others (Mayer et al 2007). Thus being emotionally intelligent can lead to better decision making, better managing which leads to better leadership (Blell 2011).Thorndike defined social intelligence as “the ability to understand and manage men and women, boys and girls – to act wisely in human relations”. Gardner included interpersonal and intrapersonal intelligences that are closely related to social intelligence in his theory of, multiple intelligences.
Emotions are frequent companions in our lives. They come and go, and constantly change like the weather. They generate powerful chemicals that create positive and negative feelings, which have a powerful effect on leadership. Some emotions can either facilitate leadership, while others can detract from successful leadership. This course, Emotionally Intelligent Leadership, has truly opened my eyes to the affects that emotions have on being an effective leader. Peter Salovey and John Mayer defined emotional intelligence as “the ability to monitor one’s own and other’s feelings and emotions to use the information to guide one’s thinking and actions” (p. 5). This definition in itself states that emotions, whether it be ones own emotions or those of others, is the underlying factor that directs the actions of a leader. Therefore, throughout the progression (advancement) of this course, I have learned the importance of the development of emotional intelligence for being an effective leader, and because of this I plan on developing the capacities that contribute to being an emotionally intelligent leader for my own success, now and in the future.
Emotional Intelligence plays a huge role in individual and an organization’s performance. In order to perform at our best we must not only recognize, understand, and keep our emotions in check but also help others to control and keep their emotions in check. This is apparent in the way emotional intelligence allows individuals and organizations to use their intelligence, empathy, and emotions to improve and heighten your gifts. Furthermore, emotional intelligence is a skill that can be learned and when repeated often can become a habit that can last for many
Emotional intelligence is the ability to understand how to manage and express your emotions, develop and maintain good social relationships, and think clearly and solve problems under pressure. Emotional intelligence is a foundational skill, and when you work on it it tends to affect many other behaviors that you might have otherwise worked at on your own. Emotions are the primary driver of our behavior – emotional events is what motivates us to act. There are three emotional competencies that are important in emotional intelligence: self-reflection, self-regulation, and empathy. These form the foundation for all competencies and skills. Some of the top behaviors and qualities of employees with a high emotional intelligence include admitting
Emotional intelligence is the ability to gauge your emotions as well as the emotions of those around you, to make a distinction among those emotions, and then use that information to help guide your actions (Educated Business Articles , 2017). It also helps us consciously identify and conceive the ways in which we think, feel, and act when engaging with others, while giving us a better insight to ourselves (Educated Business Articles , 2017). Emotional Intelligence defines the ways in which we attain as well as retain information, setting priorities, in addition to regulating our daily actions. It is also suggested that as much as 80% of our success in life stems from our
Emotional Intelligence is the ability of awareness and understanding of an individual towards the others signal and emotion, in order to display a positive and accurate feedback. Identify effectively human being’s reaction and emotional would prepare the leaders to handle with different situation in an impassive manner. Emotional Intelligence indicate its self in five categories: self-awareness, self-regulation, motivation, empathy, and social skills.
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.
There are many different positions in an organization that require different knowledge, skills and abilities. Supervisory and management positions encompass more than just technical knowledge, skill and expertise in their given area, but being leaders over others. This is of interest to organizations in having leaders who are able to motivate, understand and get their teams to work together. Many organizations are looking to improve their performance and productivity through finding and placing the right people in leadership positions. How the concept of emotional intelligence and its evolution has come to the forefront in assisting companies about leadership performance and decisions will be discussed along with the debate among researchers and the review of three assessments as to their impact and uses.
Emotional intelligence has a large amount of number, which in common with social intelligence. Both of them are relevant with perception and understanding of other’s emotion, oneself and act cleverly way in interpersonal relationships. They are mood driver, a neurological and biological state of mind which are the significant key for human relationship, furthermore they are overlapping, interdependent and multidimensional. Additionally, found that most successful people seem to behave wiser in socially and emotionally, for instance, in the workplace and close relationships (Kang,Day, & Meara, 2005). However, each of them contains and focuses on different elements. According to
Sy, T., & Cote, S. (2004). Emotional intelligence: A key ability to succeed in the matrix organization. Journal of Management Development. 23(5). 437-455
Organizational behavior is the study of the many factors that have an impact on how people and groups act, think, feel, and respond to work and organizations and how organizations respond to their environments. (George & Jones, 2005) Organizational behavior is particularly important to managers, who are responsible for supervising the activities of one of more employees.
An increasing percent of the population begins to know the idea of emotional intelligence. This concept was firstly developed by two American university professors, John Mayer and Peter Salovey (1990) and they concluded that, people with high emotional quotient are supposed to learn more quickly due to their abilities. Another psycologist named Daniel Goleman (1995) extended the theory and also made it well-known. In his articles and books, he argued that people with high emotional quotient do better than those with low emotional quotient. In this essay, it will be argued that high emotional intelligence can influence work performance positively to a relatively high extent. Both benefits and limitations of a high level of EI in the workplace will be discussed and a conclusion will be drawn at the end of this essay.
Stephen Robbins and A.J.B UBRIN think organisational behavior (OB) includes three interrelated influence and contact area of research: the behavior of the individual level, the group level and the organisational level behavior.
Not having emotional intelligence will bring selfishness and aggogance to the workplace therefore high emotionally intelligence will bring positive relationship between you and your workmates in your
After About four weeks of taking Organizational behaviour, we have covered a broad spectrum of subject from motivation to personality and behaviour theories has well has the process of individual learning, and how they are met in everyday business life. This essay simply summarise my understanding of the course with my personal experiences has a way in which I relate a few of the theories and topics learned in the span of these few weeks.