Recognizing emotions in others. Empathy builds on emotional self awareness and is the fundamental "people skill". People who are empathetic are more attuned to recognize the emotions of others and to respond suitably. • Handling emotions. This describes the ability to have effective relationships and is also the ability that underpins popularity, leadership and interpersonal effectiveness.
Conscientiousness was the strongest trait that related to OCB (Judge, Higgins, Thoresen, Barrick, (1999). It shows that people who are reliable and hard-working have a better chance of being promoted at their work place. Also, people who are more outgoing, sociable and confident are more likely to be efficient managers. Also, personality assessments are helpful in selecting people for management roles. Such tests measure a person’s mental ability and give the employer a better opinion about the job
Consequences need balance, they shouldn’t always just be used when a person is needing reprimanded. These consequences can be good and positive; like implementing incentives based on job performance and acknowledging employees for their success. Too many negative consequences can also be detrimental to an overall company culture (Bearley, 2016). This can often promote unethical behaviors while instilling fear and anger into employees. Equal balance being placed on both ‘consequent’ actions will help promote an environment for employees to reach their full potential and achieve many great
Employees must understand the procedures in delivering services to provide better customer support. Using ITIL leads to improved employee performance and knowledge. Thus, it also leads to higher customer satisfaction. It also provides IT support providers an interactive role in the organization. The use of the ITIL framework makes IT departments a part of the overall structure of the business.
First with a strength-based organization, there are assessments and observations that help find strengths. This will allow the managers to get to know their staff better, also allowing the staff member to feel as though what makes them unique is important (Samuels & Hoxsey, 2010). The staff members are also going to get to know the strengths of the manager. This allows the staff members to better understand how and why the manager makes decisions and comes up with ideas like they do. Another benefit of a strength-based organization is it allows each staff member to be placed in the right part of the team (Samuels & Hoxsey, 2010).
However, the need of strong emotional intelligence is require for the people who lead others. Ermer (2012) stated that the terms strong emotional intelligence and leadership have deep link as it helps the leaders to recognise the needs of their employees, there satisfaction level, retention and their performance. It is important for leaders to observe the level of satisfaction among its employees in order to motivate them and to help them in performing according to the high working standard so that they can benefit the organisation. Here are some of the factors that are important for an emotionally intelligent leader who possess the responsibility and proficient to lead people especially in an organisation (Houghton, et al.,
Increases Productivity: Redesigning their job functions and duties makes employees much comfortable and adds to their satisfaction level. The unambiguous job responsibilities and tasks motivate them to work harder and give best output. Not only this, it also results in increased productivity of an organization. Brings Belongingness in Employees: Redesigning job and allowing employees to do what they are good at creates belongingness in them for the organization. It is an effective strategy to retain talent in the organization and encouraging them to carry out their responsibilities in a better fashion.
Therefore while choosing between male and female we must consider first the habits, values and emotional intelligence of both individual cases before deciding whether to chose a male or a female for the position to lead a government organization. This is due to that as mentioned earlier, many studies have shown that although women are more emotional and empathetic it does not mean that they are fit to be leaders, men on the other hand also have certain discrepancies with regard to emotional intelligence, and however emotional intelligence could be built for both men and women even at a later age. In fact emotional intelligence in both genders gets better at an older age and through the theories of emotional intelligence that help building a better emotional intelligence quotient such as Goleman’s domains which state that a leader can build on his emotional intelligence through knowing your emotions (Self Awareness), managing your own emotions (Self-Regulation), motivating yourself (Motivation), Recognizing and understanding other people’s emotions (Empathy) and Managing relationships (Social Skills). Therefore before deciding on the gender of the individual we need to identify their EQ level to be able to associate it with the decision making skills that help a leader in making decisions such as ; Flexibility, ability to handle stressful situations and manage conflicts and
Self-esteem results from viewing yourself positively within the context of your surroundings. How well you get along with peers and family members and how you judge yourself in comparison with others shapes your self-esteem. Whether at home, school, or the workplace, how well you understand and respond to ever-changing interpersonal demands also shapes your self-esteem. Self-esteem is a powerful predictor of success, Positive self-esteem may be as important to success in school and on the job as the mastery of individual skills. Therefore, you will have the power to help people and support them for the improvement of the problems they may face.
The results revealed that EI affected leadership behaviour of the project leader. In addition, project managers with higher EI used open communication and proactive leadership styles. Finally, it was found that EI generated delegating, open communication, and proactive behaviour, which would bring positive outcomes to the