Abstract
Emotional intelligence has been coined by many theorists and had been the subject of much literature, controversy, and scrutiny. Emotional intelligence is defined as “a set of competencies that distinguishes how people manage feelings and interactions with others. It is the ability to identify one’s own emotions, as well as those of one’s co-workers or employees” (Goleman, Boyatzis, & McKee, in Pierce & Newstrom (Eds.), 2008, p. 180). The author will review the definition and attributes of a successful, emotionally intelligent, morally competent leader. Comparisons will be made between leaders which demonstrate emotional intelligence to those which are void of moral intelligence. The conclusion is that leaders who act with high moral intelligence produce consistently high performance result.
Emotional Intelligence: Moral Success versus Immoral Stupidity. A Case Series
Introduction
Shell and Moussa (2007) note that former Chrysler chairman Lee Iacocca once noted, "You can have brilliant ideas; but if you can't get them across, your ideas won't get you anywhere.” In order for one to be an effective leader one must learn to interact with their constituents, one must develop an emotional intelligence.
Emotional Intelligence
Emotional intelligence is defined as “a set of competencies that distinguishes how people manage feelings and interactions with others. It is the ability to identify one’s own emotions, as well as those of one’s co-workers or employees” (Goleman, Boyatzis, & McKee, in Pierce & Newstrom (Eds.), 2008, p. 180). If a leader just focuses on the bottom line, the financial outcome, the “show me the money attitude”, then they are doomed to fail. Knowledge@Wharton (2004) interview Dr. Deepak Chopra, ...
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...ssey-Bass.
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Hedging and 'Servant Leadership': Retrieved from http://knowledge.wharton.upenn.edu/
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Quinn, R. (2008). Building the Bridge As You Walk On It. In J.L. Pierce, & J.W. Newstrom (Eds). The Manager’s Bookshelf (pp 233-236). Upper Saddle River, NJ: Pearson
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Organization, One Person at a Time need pub
The transformational leadership characteristics of idealized influence, inspirational motivation, and individualized consideration are heavily linked with Daniel Goleman’s theory of emotional intelligence (Barling, Slater, & Kelloway, 2000). 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).
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
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...
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.
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.
Perform the Big 5, and Emotional Intelligence self-assessments. Review these two assessments and summarize your results. Pay special attention to themes, threads, and overlapping areas. How can you use this information?
Rehman, R. (2011). Role of emotional intelligence among leadership styles, decision making styles and organizational performance: A review. Retrieved from: http://works.bepress.com/rashidrehman/2
Throughout the years we have seen significant changes in “Corporate America,” changes that have seriously impacted those in the workplace and consumers as well. It is a dog eat dog world out there due to the economic stresses of today. This daily struggle to survive in the workplace has affected the lives of everyone involved as interpersonal skills are declining especially among company executives. Are academic institutions to blame for this obvious lack of concern for others in the workplace? It has been suggested in the following studies that higher level education is lacking in regard to the study of emotional intelligence and empathy within their business leadership programs. Empathy is defined as, “the feeling that you understand and share another person's experiences and emotions: the ability to share someone else's feelings,” (Merriam-Webster, 2014). Emotional intelligence and empathy will be observed throughout this paper as a result of two separate studies, each were conducted with regard to leadership. Please note that the first article focuses on these issues through a secularist worldview while the second article embraces a Christian worldview. Although the issues are the same, the methodologies are somewhat different.
EMOTIONAL INTELLIGENCE I understand that emotional intelligence is the ability to be first be aware of and then have the ability to take control of your own feelings under different circumstances. There are many benefits in having competent and effective leaders in the organisation, namely; greater business success and productivity, higher employee engagement levels, lower turnover rates and better utilisation of organisational talent. Organisations which have effective leaders have stronger performance, growth and sales. I understand that every organisation needs to have a people strategy in place to attract, retain and develop their employees and their leaders. If executed well it can give the organisation a competitive edge, affect productivity
Sy, T., & Cote, S. (2004). Emotional intelligence: A key ability to succeed in the matrix organization. Journal of Management Development. 23(5). 437-455
What is emotional intelligence? Emotional Intelligence is the ability to perceive, evaluate, and control emotions (http://psychology.about.com/od/personalitydevelopment/a/emotionalintell.htm). While taking the Emotional intelligence assessment, my scores are as following an 8 in self-awareness, an 8 in self-management, an 8 in social awareness, and a7 in relationship management. While on campus today I came across a group of students and two individuals sitting alone. The first two groups of students were sitting in the library. The first individual person was sitting in the hallway and the second individual person was sitting outside at a table.
However, emotional intelligence picks up where cultural intelligence leaves off and that can be confusing to some. After taking these two types of tests, you will understand why. When I took my cultural intelligence tests, my score was pretty high and that was surprising on my end. Globalization has resulted in the need for not only competent leaders but also leaders who have high levels of cultural intelligence (Little, 2012, para.1). When I look more into it, I come to realize that I do remain true to all types of groups. I make a great leader because I am not only accepting, but because I am opened to ideas and wanting to learn how to connect with others who are from different places around the world. When I took the emotional intelligence test I was a little surprise with my results. I leaned toward the introvert side which caused my results to lower and that is okay. I just know that I have some stuff to work on. I find it interesting that emotional intelligence manages behavior and social complexities. The emotional intelligence has generated considerable interest over the last few years and has become a standard concept in general and applied psychology, as well as in applied business settings (Pan, 2010, para.1). This survey is more common and colleagues are asked to take this type of survey so employers can learn more about the employees and their work performance. Two of the most important things we need to learn about emotional intelligence
An effective leader possesses a variety of influential qualities; one quality that powers the success of a leader is the concept of emotional intelligence (EI). In the past twenty years, more emphasis has been placed on this essential quality, creating a higher demand for EI in the movement of leadership culture and development of today’s upcoming and current leader’s. As Goleman (1998) states, “Most effective leaders are alike in once crucial way: they all have a high degree of what has come to be known as emotional intelligence” (p. 94). A group of people with a common goal cannot be successful and reach their fulfillment without effective leadership; one way to illuminate exceptional leadership skills is the utilization of EI. Leadership
When faced with conflict, a leader with emotional intelligence is able to understand differing perspectives and find a common ground for everyone to work from. This leads people to work as a team (Goleman et al,