An organization 's interest in strategic leadership has been a leading development topic, has been applied in many organization foundations for leaders, and is currently increasing within an organization and leadership styles today. One of the most important questions is how to implement efficiency and effectiveness strategies daily for leaders to be successful in influencing their team’s performance and organizational productivity. Leadership is operated with the moderate amount of influence through with the impact leaders has on their team/group performance. Implementing initiatives or change would identify situations that will prompt additional insights on what type of strategies leaders can create to encourage innovation to achieve efficiency
In order to sustain difficulty, the organization must transform practices in order to be successful as well, having effective leadership to guide employees through those difficult and unwanted changes. The idea that emotional competencies can positively impact workplace outcomes has led an emotional intelligence (EI) to explode as a hot topic among management practitioners (Farh, Chien, & Tesluk, 2012, p.11). Emotional Intelligence with leader process provides the framework for individual to characterize their abilities, behavior, and performance contributing to their organization. Emotional perception encourages efficiency and effectiveness in the work environment theorized by employees. Emotional Intelligence framework is the opportunity to examine the mechanism and boundary that have the form of the relationship between employee and organization. Personality and context interaction theories strongly suggest that the predictive validity of traits or abilities on work outcomes heavily depends on contextual characteristics (Farh, Chien, & Tesluk, 2012,
Performing emotions to facilitate concerning thought employee might have and to reason with their own emotions. Chains on how employees are able to understand their emotions and the ability to manage emotions within themselves and others (Kerr, Garvin, Heaton, & Boyle, 2006, P. 265-279). Emotional intelligence involves four features: self-awareness, self-management, social awareness, and relationship management.
Social effectiveness organizing is a key to Emotional Intelligence. Having the ability to influence your employee behavior and performance outcome is naturally a process for both parties involved including the organization. Interaction with employees helps gain them a personal trust to be able to share their emotional experience naturally. Quality and effectiveness of the social interaction between the leaders and employee create a higher efficiency of future easier
The ability to express and control our own emotions is vital for our survival in society and the work place but so is our ability to understand, interpret, and respond to the emotions of others. Salovey and Mayer proposed a model that identified four different factors of emotional intelligence (Cherry, 2015).
The theory of emotional intelligence is relatively new, however the psychological theory has become prevalent and many entities have adapted the principles of this theory in order to enhance relations within the professional environment as well as increase performance which ultimately lead to a positive place of work. (Allan Chapman 2014)
There are four key competencies of emotional intelligence: self-awareness, understanding one’s own emotions and their implications; social awareness, understanding other people’s emotions and the impact that they may have; self-management, controlling one’s own emotions and not acting before thinking; and relationship management, using emotions to establish and maintain relationships (Schermerhorn et al, 2012). It is important that employers actively participate and exhibit self-awareness and self-management as a role model and example to their employees. Employers could utilize informal counselling sessions with employees or anonymous detailed climate surveys, social awareness, to see exactly what strengths and weaknesses are present within the workplace. Using the data obtained from these informal counselling sessions and detailed climate surveys, relationship management, employers are provided the tools to not only make corrections, but make improvements and cultivate relationships that not only promote a healthy workplace environment but a successful workplace environment. These suggestions also fall in line with the Four Branch Model of Emotional Intelligence: perception, facilitation, understanding, and management (Mayer & Caruso, 2002). More specifically, the suggested methods for managers to effectively
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.
(2013) separated emotional intelligence into four domains, self-awareness, self-management, social awareness, and relationship management (pp. 30, 38). These domains are then broken into two competencies. Self-awareness, the understanding of one 's emotions and being clear about one 's purpose, and self-management, the focused drive and emotional self-control, make up the personal competence (pp. 39, 45-46). While social awareness, or empathy and service, and relationship management, the handling of other people 's emotions, make up the social competence (pp. 39, 48, 51). These emotional intelligence competencies are not innate talents, but learned abilities, each of which contribute to making leaders more resonant and effective (p. 38). This is good news for me because I still have much to develop in regards to emotional
Emotional intelligence is the subset of social intelligence that involves the ability to monitor one’s own and others’ feelings and emotions, to discriminate among them, and to use this information to guide one’s thinking and actions. (Ledlow & Coppola,
The reason that I choose this concept is because it combines all the other concepts presented in this book. Since EQ can be learned rather than something one can be born with, like IQ, I believe that by using it everyday others will learn from me. As a case in point, Emotional Intelligence 2.0 mentioned that within the past five years the amount of people who are attuned to their own emotions and emotions of others have increased from 13.7% to 18.3% (Bradberry & Greaves, 2009). Credit for this increase in EQ has been attributed to the fact that EQ is contagious, infecting people with knowledge of emotions who have never been introduced to the concept of EQ (Bradberry & Greaves, 2009). Since relationships are important in the nursing realm, with patients and coworkers, I will use the strategies presented within the concept of relationship management to depict emotionally in tuned treatment and emotional awareness of coworkers. For example, while working with patients and coworkers I will avoid giving mixed signals, build trust, acknowledge their feelings, complement their feelings and show it when I appreciate extra help (Bradberry & Greaves, 2009). By using these skills, I believe that patients will be more open with me when asking questions and believe that I see them as a human rather than just another patient. I also believe that using these skills
There are four main factors identified in emotional intelligence. The first is the perceiving of emotions, which involves the initial understanding of emotions in order to perceive them accurately (Parker et al, 2013). In most cases, it could involve the comprehension of facial expressions and body language. The second factor is reasoning with emotions, which involves the use of perceived emotions in the promotion of cognitive and thinking activity. An individual’s emotions have a critical role to play in their prioritization of what they pay attention to, as well as react to. Te next factor is the understanding of emotions, which involves how the individual interprets the perceived emotions. The individual will be required to, for example, interpret why another individual is expressing emotions of anger. The final factor is the management of emotions, which refers to a person’s ability to manage effectively their own emotions (Parker et al, 2013). Regulation of emotion, appropriate response, and how one responds to other people’s emotions is fundamental aspects of EI.
...sults were compared with those from another 140 supervisors, peers, and Regression analyses showed that there is a positive correlation between the emotional intelligence of managers and organizational climate. The results of the analyses also show that among emotional intelligence's factors, social awareness and self-awareness have more influence on organizational climate, while among organizational climate factors, credibility is most influenced by managers' emotional intelligence.”
Emotional intelligence: This is most difficult concept to understand and master. This is the ability of the individual to manage the emotions of their own and of others. It can also be termed as “steer smarts” which is mostly possessed by executives of the company in order to maintain the relationship within the company as well as with the stakeholders. There are four important features of EI models are:
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.
The ability to not only recognise let alone harness both mine and the emotions of others, is an area I will spend in much deeper research and thought going forward. The logic behind this methodology has cemented for me, why others are able to be more successful than they really should be. Along with why others who should succeed are only able to rise to a set level, topping out due to a lack of social intelligence. In addition to my further leadership units in this MBA course. I will also be purchasing several books on the subject and seeking to attend speaking sessions, ideally in person and if possible training courses to further my abilities both personally as well as how I can impact
Sy, T., & Cote, S. (2004). Emotional intelligence: A key ability to succeed in the matrix organization. Journal of Management Development. 23(5). 437-455
The concept of emotional intelligence competence (self-confidence, self-aware ness and empathy) play a role in transformation of a common man to a leader. Transparency, believing in your vision elevates confidence even in your co-workers that drives you reach at the goals astutely. Many leaders in the business applied the same strategy and are still using the same to ensure the growth of an institution both academically and in private organizations. Does coaching improve the efficiency of the employees? From the story of Ogilvy one has to accept the theme that personal coaching enables to form good bond between leads and the employees. It works in a perfect manner in everybody’s life as personal motivation helps a lot in improving our emotional response. Coaching enhances the employee responsibilities and motivate them to achieve the
High emotional intelligence can improve work performance and its varied aspects can contribute to work differently. One aspect of emotion...