...Finding the Right Style of Leadership: Using The Emotional Intelligence Approach Many people have brought various different approaches in regards to leadership. One of the main approaches to leadership is emotional intelligence for leadership (or for short, emotional leadership). Emotional leadership can be defined in many ways. We will define it as; “the capacity to reason about emotions, and of emotions to enhance thinking. It includes the abilities to accurately perceive emotions, to access and generate emotions so as to assist thought, to understand emotions and emotional knowledge, and to reflectively regulate emotions so as to promote emotional and intellectual growth” (Mayer & Salovey et al., 2004). If a person can master the ideas of emotional intelligence it will help them become an incredible and effective leader. Every person that takes the role of a leader has the same goal; to get results. There is no exact science to be a perfect leader. However, there are steps one can take to be the best possible leader. Every person may be better suited to lead a specific type of situation. Yet, a person can use some of the tools given here to become a great leader. Every person will lean toward one style of leadership more than others. It may fit the person’s personality more or it may be how they feel they can get things accomplished for that group. One of the main figures in the dynamics of leadership, Daniel Goleman (2000) breaks down leadership into six simple...
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...facilitate change. The changing of new organizational patterns are definitely needed due to the increase in the American cultural patterns, (Carter, 2000). “Typically organizational literature dealt with how diversity, rather than cultural patterns, may influence corporate culture. Although organization scholars have paid attention to issues concerning diversity, less attention has been paid to examining the influence of dominant American patterns upon organization,” (Carter, 2000). Upon my completion at Walden University, I hope to become a Child and Family Counselor. As human service professionals, it is important that you are competent and aware of your client’s culture. According to the Department of Health and Human Services, “Child welfare workers can improve their practice with children, youth, and families by increasing their knowledge and appreciation of different cultures,” (US Dept. of Health and Human Services, 2013). An organizations knowledge on an individual’s culture and climate can help to influence social structure. As defined, “organizational culture refers to the shared norms, beliefs, and behavioral expectations that drive behavior and communicate what is valued in organizations,” (Cooke & Szumal, 1993; Verbeke, Volgering, & Hessels, 1998). These shared values and norms are implemented for employees to carry out the specific goals of the organization. As new employees and members join organizations, they are taught the proper way to conduct themselves...
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...Chapter 3 - Listening Listening at Work 1. Dennis Hastert, former Speaker of the U.S. House of Representatives claimed, “They call me the Speaker, but they ought to call me the ___________.” A. Listener B. Moderator C. Facilitator D. Master of Ceremonies 2. Listening skill contributes to career success in all of the following aspects EXCEPT A. your effectiveness in an organization B. your upward mobility C. your productivity D. Effective listening skills contribute to all of these. 3. A survey of 1000 executives ranked _____________ at the top, as the ideal manager’s skill. A. listening B. conflict resolution C. writing D. public speaking Barriers to Effective Listening 4. Conversational partners are typically able to interpret _____ of each other’s remarks accurately. A. 25 to 50% B. 10 to 20% C. about 75% D. 50 to 70% 5. Forty-eight hours after listening to a 10-minute presentation, the typical listener can recall ______ of the information presented. A. 10% B. 25% C. 50% D. 75% 6. Rhonda received a voice message marked “urgent,” but due to the poor quality of her phones’ speakers, she was not able to understand the message. Which barrier to listening does this problem represent? A. communication channel barrier B. attitudinal barrier C. message overload D. preoccupation Listening Styles 7. Rodayne’s friends say he is an excellent communicator. His listening...
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...Leadership by Daniel Goleman and Richard Boyatzis Product 12088 Best of HBR on Emotionally Intelligent Leadership, 2nd Edition Collection Overview What distinguishes great leaders from merely good ones? It’s not toughness, vision, or industry smarts. It’s their emotional intelligence—a potent combination of self-management and relationship skills. Studies strongly suggest that emotional intelligence plays a far greater role than IQ in determining leaders’ effectiveness, and thus their organizations’ success. To increase your emotional intelligence, start by understanding the skills that define it. Then learn how to flexibly interchange those skills to meet the needs of shifting circumstances. Finally, use mood contagion (a powerful neurological process) to create positive chemical connections between your and your followers’ brains. COPYRIGHT © 2008 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED. Featuring the work of Daniel Goleman, this HBR Article Collection shows you how to foster and spread the positive emotions that drive quantifiable business results in your firm. The Articles 3 Article Summary 4 What Makes a Leader? by Daniel Goleman Emotional intelligence comprises five self-management and relationship skills. Selfmanagement skills include 1) self-awareness—knowing your strengths, weaknesses, and emotions and their...
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...basis. The district is designed to promote students to achieve, develop leadership, impact the lives of students, empower their staff, and engage the community. Within the school district, the emotional intelligence that the employees need to consider is relationship management with building cultural diversity among...
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...authors as discussed earlier in this paper. Here the culture of the school will be viewed as the existence of an interplay between three factors: the attitudes and beliefs of persons both inside the school and in the external environment, the cultural norms of the school, and the relationships between persons in the school. Each of these factors may present barriers to change or a bridge to long-lasting implementation of school improvement. It bears repeating, however, that the interrelatedness of these facets of the school most strongly affects the efforts of those seeking to improve schools. As Fullan (1991) notes, factors affecting implementation "form a system of variables that interact to determine success or failure" (p. 67). The Impact of Culture An examination of school culture is important because, as Goodlad's study (1984) points out, "alike as schools may be in many ways, each school has an ambience (or culture) of its own and, further, its ambience may suggest to the careful observer useful approaches to making it a better school" (p. 81). Krueger and Parish (1982), in their study of five districts implementing and then discontinuing programs, postulate that the key to program implementation and continuation is "the interactive relationships that teachers have worked out together regarding 'how we gets things done here' " (p. 133). Depending upon how well leaders understand and use this notion, culture can assist school improvement efforts for at-risk students...
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...who reports to whom and where decisions are to be made. Leading: A function that includes motivating employees, directing others, selecting the most effective communication channels, and resolving conflicts. Controlling Monitoring activities to ensure they are being accomplished as planned and correcting any significant deviations. Mintzberg‟s Managerial Roles [2] Definition - Organisational Behaviour. OB is a systematic study of the actions and reactions of individuals, groups and subsystems. O.B. is the systematic study and careful application of knowledge about how people- as individuals and as members of groups –act within organizations. It strives to identify ways in which people can act more effectively. O.B. is a field of study that investigates the impact that individuals, groups and structures have on behaviour within organizations for the purpose of applying such knowledge towards improving an organization‟s effectiveness. O.B. is the study and understanding of individual and group behaviour, patterns of structure in order to help improve...
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...some attributes of an effective human resource management strategy and how to communicate that strategy. How will the strategy unfold? Will I lead by setting a good example? Will I have to make decisions that are not very popular with the staff and employees? If I am not the one in charge, will I set an example of leadership by following to the best of my ability? Will my leadership style be respected? Will I make decisions that reflect the best interest of the employees, peers, those appointed over me, and the customers? All this will be a challenge and test how I am seen as a leader. These questions will not be answered in the next few pages. However, in the years of experience that will follow this class and the many leaders that I will try to emulate as my knowledge of human resources unfolds. I want to be an effective leader, I read in our text; the experience and leadership style of the operating manager or leader directly affect human resource management activities because many, if not most, programs must be implemented at the work-unit level. Thus, the operating manager or leader is a crucial link in the human resource management function. Leaders must orchestrate the distinctive skills, experiences, personalities, and motives of individuals. Leaders also must facilitate the interactions that occur within work groups. So leadership is one who communicates and motivates others to accomplish a task or mission with proficiency and enthusiasm. Effectiveness needs to be...
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...Consortium for Research on Emotional Intelligence in Organizations www.eiconsortium.org Self Directed Learning 1 Unleashing the Power of Self-Directed Learning Richard E. Boyatzis, PhD May 28, 2001 To be published in Ron Sims (ed.) (2002) Changing the Way We Manage Change: The Consultants Speak. NY: Quorum Books. Correspondence should be addressed to Richard E. Boyatzis, Department of Organizational Behavior, Weatherhead School of Management, Case Western Reserve University, 10900 Euclid Avenue, Cleveland, Ohio, USA, 44106-7235. Reproduced by The Consortium for Research on Emotional Intelligence in Organizations with special permission of the author. Consortium for Research on Emotional Intelligence in Organizations www.eiconsortium.org Self Directed Learning 2 The new economy is not about technology, it is about a change in the basic assumptions about the nature of work. Contributing to this are several demographic factors. Worldwide, the workforce is aging. By 2050, the average age of the US population will increase to 40 (from 36 in 1995). In the US in 1999, 19% of the workforce was 70 or older. By that same year, the number of retirees in Europe will be greater than the number of people in the workforce (The Economist, 2000). The workforce and population is becoming increasingly ethnically and racially diverse. By 2050, 24% of the workforce (about 97 million people) in the US will be Hispanic. Women are filling more positions of power...
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...Due to their own low self-esteem, they tend to look down on others to try to make them feel less of a person. People who commit hate crimes may do so because they are, and they tend to brutalize their own self and towards their victims and tend to make it appear to be a game. The effects of hate crime towards individuals or groups can be very severe due to the hate crime that’s being committed is done by targeting individuals based on the specific identities; race, national origin, ethnicity, sexual orientations, disability or religion, and the effects of the hate crime will cause the individuals or groups to experience emotional issues. In my opinion, I believe that we can do our parts in helping to minimize the occurrences of hate crime by setting and leading by example when it comes down to being respectful of what we say or make remarks to a statement so that it won’t lead to being misconstrued, being mindful of our attitudes and actions towards others. We need to make sure that our law enforcement agencies keep us inform with public information on the data and statistics that they collect on hate crime and make it available to the general public. We need to offer ongoing support to our neighbor and co-workers...
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...institution inevitably is slow and lethargic. It takes many supervisors, managers, and leaders too tackle large scale problems and years developing solutions to the problems. The Marine Corps has developed many formulas and models to attack such problems. These formulas and models reengineered a strategy by streamlining, integrating, and transforming a process to eliminate waste, delays, and slow response time (Ivancevich, p. 518). These processes allow for individual commanders to adjust unit approach to still meet the objectives and intent without endangering the Marine Corps strategic message and vision. Over the next seven pages, I have taken Kotter’s eight step process and incorporated them into my experience to how The Heart of Change theme and reasoning influenced my expected behavior as a manager in the Marine Corps. Increase Urgency While working as a staff officer in a higher level command the sense of urgency is slow and unwilling to change. The typical expression you hear in the office spaces at a higher level headquarters, “is if you want change throw money at it to continue research”. The expression only proves the lack of change that occurs within the organization. Though the expression does provide humor, however, it really does not accomplish the task at hand for change. The idea for change is to focus on maximizing worker output. Conducting change in a higher level headquarters does not necessarily correspond with institutional laziness or unmotivated...
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...| “How Personal Can Ethics Get?” | Frank Gladden | | Strayer University | | | 1. Discuss how personal differences and preference can impact organizational ethics. Personal differences and preferences impact organizational ethics due the fact that we all have a different set of ethics at some level. These differences will lead to conflict at times. This is where an organization’s need to create its own sort of ethic, which some organizations refer to as a Code of Conduct, can blend the individual employee’s personal code into that of the organization. Ethics can be defined as a set of values and principles that help us determine what is right and wrong1. It can also be described as a moral code. Lawrence Kohlberg’s model of moral development points out how a person’s moral code (ethic) can begin and grow. It can be shown as a step progression: 1) Obedience and Punishment. 2) Instrumental. 3) Interpersonal. 4) Law and Order. 5) Social Contract. 6) Universal.2 If a person never progresses to the top of the model, they may or may not do certain things in an organization that they may or may not have done whether someone knows about it or not. A person’s ethic, most agree, start at home. We are raised with our parents’ own opinions of what is right and wrong. Then, as we grow, our ethics are further molded and adjusted by our peers in school, places of worship, and other social organizations. For example, in some cultures, it is considered...
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...WORKPLACE ENVIRONMENT AND ITS IMPACT ON EMPLOYEE PERFORMANCE A study submitted to Project Management Department in Saudi Aramco BY Nowier Mohammed Al-Anzi Open University of Malaysia 2009 i Open University of Malaysia WORKPLACE ENVIRONMENT AND ITS IMPACT ON EMPLOYEE PERFORMANCE A study submitted to Project Management Department in Saudi Aramco Nowier Mohammed Al-Anzi 51060418 Project Paper Submitted in Partial Fulfillment of the Requirement for the Degree of Master of Business Administration Open University of Malaysia 2009 ii DECLARATION Name Student's Number : Nowier Mohammed Al-Anzi : 51060418 I hereby declare that this project paper is the result of my own work, except for quotations and summaries which have been duly acknowledged. I hereby verify this research has not been submitted in substance for any other degree. Signature:ــــــــــــــــــــــــــــــــــــــــــــــ Date: ـــــــــــــــــــــــــــــــــــــــــــ Supervisor Name: Mr. Iqbal Singh Kaundali Signature:ــــــــــــــــــــــــــــــــــــــــــــــ Date: ـــــــــــــــــــــــــــــــــــــــــــ iii APPLICATION TO CONDUCT RESEARCH PAPER PART A: STUDENT PARTICULAR 1. Name Student’s Number : Nowier Mohammed Al-Anzi : 51060418 PART B: PARTICULARS ABOUT THE PROJECT 1. Title of the project : Workplace Environment and Its Impact on Employee Performance : To determine the impact of work environment on employees’...
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...Final Exam Case Analysis MGMT 7135: Seminar in Leadership and Team Building Table of Contents Performance Management Model..……………………………………………………3 Communications.………………………………………………………………………..12 Leadership...………………………………...…………………………………………..13 Conflict.…………………………………………………………………………………..16 Perception……………………………………………………………...………………..17 Team Performance……………………………………………………………………..18 As Regional Director for Happy Face Frozen Foods (HFFF), I hold a great responsibility to meet sales projection levels at each of my sales districts. Hitting goal is not just a numbers game- it’s a task of managing people within the culture of the organization. My ultimate goal for District IV and district manager Tony’s performance deficiency is to diagnosis issues and problem areas. Multiple management/leadership models and concepts are needed in order to shift this district to become profitable and successful. PERFORMANCE MODEL Skills, Abilities, Traits Tony appears to have a lack of effort, despite being young, aggressive, talkative, appears to be intelligent, and was a top sales representative. I questioned his work ethic capabilities, but the Myer Briggs Type Indicator says we are polar personality opposites as he is an ISTJ and I am an ENFP. In general, his type explains why his apparent lack of effort is actually his “introverted” and “sensing” personality; Tony self-reflects, works alone, thinks before acting, keeps energy inside, is hard to read, and verbalizes...
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...Written Campaign Proposal: Bullying Brittnay M. Howell ECE 205: Introduction to Child Development Instructor Nadia Hasan August 11, 2014 Written Campaign Proposal: Bullying Bullying has been a problem for world for generations. According to a UCLA psychology study, bullying boosts the social status and popularity of school students, which in turn makes the student want to bully more. The website NOBullying.com states, “20 percent of U.S. students in grades 9-12 reportedly have experienced bullying, while 28 percent of students in grades 6-12 report the same. Experts agree that most incidences of bullying occur during middle school. Most of these students in the study reported name calling as the most prevalent type of bullying, followed by teasing, rumor-spreading, physical incidents, purposeful isolation, threats, belongings being stolen, and sexual harassment. Surprisingly, cyberbullying occurred with the least frequency. 70.6 percent of teens have seen bullying occurring in their schools and approximately 30 percent of young people admit to bullying themselves” (Bullying, 2014). The best way to bring down the percentage of people bullied not only at school but in life is to bring more awareness to the situation through facts, campaigns, and history. Campaign Proposal There are multiple affects that being bullying has to child development. Children who are bullied experience negative...
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