Mixed Model Of Emotional Intelligence

Two models of emotional intelligence have emerged since its inception, the ability model and the mixed model. The ability model explains emotional intelligence as “abilities that involve perceiving and reasoning abstractly with information that emerges from feelings”. The mixed model on the other hand, defines emotional intelligence as “and ability with social behaviours, traits and competencies” (Mandell and Pherwani, 2003). Some researchers have criticised both models, however the ability model is largely accepted and upheld by Mayer and Salovey (1993, 1997). The mixed model on the other hand is espoused by Daniel Goleman (1995, 1998) and Bar-On (1997) who believes that using the mixed model gives one the chance to broadly analyse the concept

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.,

The more the leader knows himself the more he is able to influence and observe people. An emotional intelligent leader will not jump to any decision or opinion regarding any people but he will take some time to judge the employee’s potential and capabilities before taking the decision for respective person. Judging ability is one of the most essential qualities that a leader should possess in order to manage their working staff because it is seen that most of the people in executive department of the organisation lack this quality and predict wrong situations as it further worsen the situation in a working environment (Palmer, 2003). Therefore, leaders should learn certain techniques like focus on particular situation from different perspective, making alternatives plan to control the manage in organisation and observe the body language of management staff so that they can predict the situation that might occur in the organisation because of any disturbance in the work force for the organisation as it might create in the work balance of organisation. Consequently, a good leader should prepare to handle any of these messy situations so that it can be controlled before it become