1.0. Background of the Study
Emotion is an important factor and plays a significant role in the success of a leader. Fitness (2000) opined that the work environment is “one of the most interpersonally frustrating context that people have to deal with”. Emotional Intelligence (EI) is often measured as an Emotional Intelligence Quotient (EQ). Thorndike (1920) introduced the term ‘social intelligence and defined it, as the ability to understand and manage people to act wisely in human relations. Emotional intelligence grew out of this particular definition and influenced the understanding and conceptualization of the term.
Emotional Intelligence as a concept was first introduced by John D. Salovey and Peter Mayer in a series of articles between
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Therefore influence is the sine qua non of leadership (Northouse, 2010). The earliest theorists of leadership (Machiavelli: 1468-1527) described certain effective techniques for manipulation and remaining in power. This gave him a mucky reputation in the later centuries. Leaders may decide to control or manipulate followers through such mechanisms like fear or coercion, but in most cases it becomes more beneficial to work with their followers in a co-operative approach. As a result several mechanisms are adopted by leaders in the quest to influence followers towards the attainment of the desired goals of the organisation or group. In the organisational setting keen attention is given to other predictors of employee performance such as job satisfaction, motivation and compensations and benefits in the bid to boost employee performance. But leaders must have the capacity to sense employees' feelings about their work environments, to intervene when problems arise, to manage their own emotions in order to gain the trust of the employees, and to understand the political and social conventions within an organization. In addition, a leader must have the capacity to impact organizational performance by setting a particular work climate as close to 90 percent of success in leadership positions is attributable to emotional intelligence (Chen et al, 1998). Effective leaders are …show more content…
Projects and programmes of these organisations address wide variety of problems including social, economic, and political and in some cases spiritual. In this sector, there is great emphasis on results and impacts as positive results serves as a justification for continuous access to funding. This and other demands bring great challenges to leaders in the nonprofit sector. It is evidence that these challenges are highly demanding, and distinct from those faced by governments or the for-profit
With an economy driven by capitalism and bottom lines, it seems inevitable that nonprofits must tap into these business dealings if they are to survive. In respect to this, chapter three of Leslie R. Crutchfield’s and Heather McLeod Grant’s book, Forces for Good: The Six Practices of High-Impact Nonprofits, titled “Make Markets Work,” delves into the strategies used by nonprofits who have harnessed business tactics in an effort to increase their social impact. Using three overall strategies- change business practices; partner with business; and run a business- the chapter describes how non-profits have achieved such successful leverage in the business world. Opening with the Environmental Defense Fund’s (EDF) transformative decision to
EMOTIONAL INTELLIGENCE AMONG SOCIAL WORK PROFESSIONAL Abstract Emotional Intelligence is defined as being able to recognize emotions in self and others, understanding how emotions work and being able to manage emotions. Knowing the crucial role of emotions and relationships in the social work chore, the rapid growth of literature reveals the relevance of EI to social work is behind the schedule and it’s time to re-evaluate and work on it. In this study, the relationship between emotional intelligence, measured by the Wong and Law Emotional Intelligence were examined with a sample of social work professionals in different fields (N=100). Demographic profile such as age group gender, the order of birth, marital status, type of family, education,
Currently, nonprofit organizations are the fastest growing organization in the World. They only date back to the 1970s. They can range from being owned by one person and little products going out, to them being multibillion dollar foundations. Most nonprofit organizations provide goods and services like charitable, educational, and religious ones (Hall par. 3). Services are meant to meet the needs of the people and help the surrounding communities like providing food, helping animals, and protecting the environment (Ingram par.
(2000). Leadership that gets results. http://hum.sagepub.com/content/53/8/1027.full.pdf+html. [Accessed 26 November 2014]. http://www.danielgoleman.info/topics/emotional-intelligence/.
According to Daniel Goleman (1998), Emotional Intelligence is "the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships. Leadership influences the behaviors, attitudes and thoughts of others. Effective leaders help others navigate obstacles and challenges. They can also encourage and inspire those around them.
Based on the reflection of emotional intelligence case study on Kathy Smith, she is a experienced and competent project manager with ambitious, determined, confident and goal oriented. With the assigned of oversee a multimillion-dollar chemical plant construction project in southeast asia, she need to work with a team of local people. The working style of Kathy is top to down which is directive and performance-oriented. In my understanding of this case study, Kathy Smith is a person that lacks of cross cultural intelligence and competence. Despite experiencing problems with the team, she tend to persists in her own normal approach to work.
I have a better understanding of it and I feel that my results were on pair with what I thought. “Emotional intelligence (EQ) refers to the array of personal-management and social skills that allows one to succeed in the workplace an in life in general” (Sterrett, E. A. (2000). Manager's Pocket Guide to Emotional Intelligence: From Management to Leadership). I think that the definition of EQ is how I see
But even with all the leadership training programs and “expert” advice available, effective leadership still eludes many people and organizations. One reason, says Daniel Goleman, is that such experts offer advice based on inference, experience, and instinct, not on quantitative data. Now, drawing on research of more than 3,000 executives, Goleman explores which precise leadership behaviors yield positive results. He outlines six distinct leadership styles, each one springing from different components of emotional intelligence. Each style has a distinct effect on the working atmosphere of a company, division, or team, and, in turn, on its financial performance.
The definitions of leadership appearing in the first three decades of the 20th century emphasized control and centralization of power (Northouse, 2016, p.2). In the early 1900s research began to see if leaders possessed certain traits or characteristics that would distinguish
Nonprofit Organizations (NPOs) also operate in a critically important space between American society’s private and public spheres. Both policymakers and the public have often either misunderstood or overlooked the nonprofit sector. Extending from neighborhood grass-roots organizations to very large health care entities, the nonprofit sector is both immense and diverse. Nonprofit Organizations engage themselves in a wide variety of endeavors, including culture, economic development, education, environment, and health.
Leadership Analysis Introduction One of the popular definitions of a leader is, "The only definition of a leader is someone who has followers." ( ) A more comprehensive definition that highlights striking features of a leader is, "A simple definition of leadership is that leadership is the art of motivating a group of people to act towards achieving a common goal.” ( ) A closer scrutiny of the characteristics of an influential leader would many ways assist one, in recognizing those attributes in an attempt to assimilate the best in others.
Criticisms of theoretical foundation: 1. Emotional Intelligence cannot be documented as form of aptitude – the best Support was given by Eysenck (2000) where the researcher states that Emotional intelligence is having unsubstantiated imaginations where the other researches came to know about this Intelligence when studying the different types of intelligence. 2. Emotional intelligence is a baffling ability with ethical traits- Adam grant in his study claims that well developed Emotional intelligence is not a mechanism for attaining goals
During my time in high school, I was responsible for leading a fund raising charity event. Aside from this experience I have not been in situations where I have shown or developed valuable leadership qualities (L1,2,3), however after attending the ‘Women in Industry’ event (appendix) I was motivated by these women to look for ways to develop these leadership skills further. If I can develop leadership qualities I can gain a competitive advantage to reach a managerial and higher paying position in my career. Emotional intelligence and leadership are therefore intertwined.
Martinez-Pons (1997) continues to explain that the ability to relate behaviors and challenges of emotional intelligence on workplace implementation is a really big benefit in constructing an outstanding team. One of the most usual factors that leads to retention problems is communication flaws that create disconnection and doubt. A leader lacking in emotional intelligence is not able to effectively measure the needs, wants and expectations of those they lead. Leaders who react from their emotions without sorting them can create mistrust amongst their staff and can utterly put their working relationships on the line.
Introduction Power in the social dimension is simply the capacity to bring about certain intended consequences in the behaviour of others (Gardner, 1993). French and Raven (1959) purposed five bases of the power and divided to position power and personal power. So, who have a power and control it? Leadership is a process whereby an individual influences a group of individuals to achieve a common goal (Northouse, 2010). The most efficiency ways are the leader exercise the power to influence.