252). This quote illustrates the role emotions play in our lives and how they influence work environments. Emotional intelligence has been proven to be a predictor in success as an employee and effectiveness as a leader for managers. Emotional Intelligence and implementing it within the workplace will positively impact employee relations and this bottom line can increase profits for organizations. Organizations need to implement emotional intelligence training in development into its training programs.
It is also believed that positive interpersonal relationship at workplace is able to increase subordinates’ satisfaction with leader and subordinates with high levels of satisfaction are more likely to be committed to the organization (Brown and Peterson, 1993). Differences in the perception of conflict possess implication in its own right. This is due to leaders uses of conflict styles may be reinforced by subordinates’ responses or the leader may anticipate subordinates’ reaction to the use of conflict styles. It is worthwhile for the leader to be aware of the existence of multiple sources of conflict in work situations and how it promote subordinates’ job satisfaction sin... ... middle of paper ... ...nd Kabanoff (1990) support these dimensions. Applying good management principles in building quality relationships with people will help to prevent or at least lessen conflict.
Emotional Intelligence has gained great prominence in the study of its relationship with leadership effectiveness. By understanding one’s own emotions, managing and controlling these emotions, as well as understanding the emotions of others, research shows that leaders can have great influence on an organization’s success (Goleman, 1997; Goleman et al., 2002).
They truly have a vested interest in their followers bettering themselves in order to become more valuable workers. Often, due to their obvious efforts on their team members’ behalf, close relationships are developed as a result. Transformational leaders focus on the behaviors of their group. The leader himself behaves in a specific way in order to motivate his employees to emulate his illustration of how good employees conduct themselves. It is of the utmost importance that a transformational leader has a high level of emotional intelligence.
(Kotelnikov, 2007). Not only does the above statement deal with personal responsibility, the statement supports the ideas of better communication not only from management but within the employees themselves. As Kotelnikov continues, he points out how empowerment is the oil that lubricates the exercise of learning. "Talented and empowered human capital is becoming the prime ingredient of organizational success. A critical feature of successful teams, especially in knowledge-based enterprises, is that they are invested with a significant degree of empowerment, or decision-making authority."
Having a vision provides empowerment, and most of all I believe it provides a useful change within a business or organization. Peter Drucker famously stated that "management is doing things right; leadership is doing the right things." Great leaders possess dazzling social intelligence, a zest for change, and above all, vision that allows them to set their sights on... ... middle of paper ... ...strong knowledge base and also believe in what their leading. Competence (or competency) is the ability of an individual to do a job properly. Leadership competencies such as managing change, risk taking, innovating, and even enhancing business skills all give support in great leadership.
In order to inspire and motivate people, trusted leaders that take up managerial positions achieve higher levels of relationship among followers because they articulate a vision (inspirational motivation), show a special concern for people (individualised consideration), and provide a role model for ethical behaviour (idealised influence), among others. Furthermore, they are equipped with knowledge of the environment in which the organization is operating and are faced with very dynamic environments that demand new and appropriate styles of leadership. In conclusion, building trust in leadership is an integrated process that demands gaining knowledge in aspects of trusted leadership, positive identification and application of tools of trusted leaders, analysis of how trusted leaders work, and building trust in perspective. The three dominant concepts learned from the assigned readings that include trust as the foundation of leadership involves the willingness to be vulnerable, ability to gain knowledge and creative thinking and integrate both personal and organizational trust draw with the ability to cultivate faith and entrench learning as part of organizational culture. These ensure that the trust attained is sustainable and the levels of knowledge improve with the demands of new management and leadership concepts.
Utilizing the power of teamwork Team leaders across the world are focusing on basic elements such as instilling trust within their employee teams so that each employee can work with each other and share work effectively; It not only builds effective employee relationships but also helps in reducing conflicts. Finally effective leaders know the importance of increasing collaborative efforts within employees by frequent interaction and valuing their opinions helps in Emphasizing upon core values and leadership skills, while hiring people in organizations. World’s leading high engagement organizations hire for leadership potential as expressed in individual values that align with core organizational values. Finding employees who will fit into the company’s culture is more important than hiring based on work role competency.
They can naturally develop knew knowledge and the necessary skills to cope when they are challenged with tasks that are outside of their basic job duties. By encouraging such development, it can prepare employees for future assignments and promotions. Not only does delegation benefits the employee receiving the new task, but it also benefits the manager and the organization too by enhancing effectiveness. Trust Delegation can help managers build a positive relationship with staff. It is a way of showing employees they are respected, for delegation “demonstrate trust and confidence in delegates” (Whitten & Cameron, 2007, p. 467).
Being intelligent contributes to a leader’s ability to solve problems; their degree of higher intelligence also enhances their perceived competence compared to their followers. Since motivation is related to the level of effort people put into what they are doing, leaders should create roles that tap into employee know-how and the full range of their abilities, thus using their higher intelligence, to create an incentive plan to recognize and reward superior performance that is inclusive of all employees (not just senior management/employees) and structured carefully enough to avoid excessive costs to t...