...The book, Emotional Intelligence 2.0, provides an alternative approach to how a person achieves success. This book does not focus on the conventional determinant of success, such as formal education and training, experience, and intelligence level (IQ). Although all these components contribute greatly to ones achievement of success, these factors are not the only factors to be considered in whether a person will be successful or not. This book focuses on the concept that it refers to as emotional intelligence (EQ), which is one’s ability to recognize and effectively understand his/her emotions in a productive and rational manner. The objective of Emotional Intelligence 2.0 is to educate people on suppressing their natural willingness to succumb to their feelings or emotions. The author states, “The physical pathway for emotional intelligence starts in the brain, at the spinal cord. Your primary senses enter here and must travel to the front of your brain before you can think rationally about your experience. But first they travel through the limbic system, the place where emotions are experienced. Emotional intelligence requires effective communication between the rational and emotional centers of the brain” (p. 7). Overall, people have to learn to deal with or work through the emotional phase of the thinking process and resist making “knee jerk” decisions based on their feelings at a given moment. By increasing their EQ, people are more proficient in making...
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...Emotional Intelligence Students Name University Affiliation Course Details Emotional Intelligence Emotional intelligence is the possession of an ability one has to monitor and properly manage their emotions in an intelligent way such that they cannot take over you or even affect the process of decision making. The issue can also be expanded to mean the ability to understand others emotions that aids in knowing reasons for their behavior and ensuring effective communication with them. Examples of the concept can understand your emotions so that you might be able to manage them and become fully emotionally intelligent. Another example can be the application of rational thinking about emotions before execution of any action. An emotional decision is always wrong because anger or other emotions might make you do something regrettable hence thinking might help stop the bad action. Once you are emotionally intelligent, it is easier to understand other and if not you will be depressed and feel bad all the time. Individuals who lack emotional intelligence have challenges both in the workplace and at home (Goleman, 2002). Emotional quotient is an employee’s ability and the understanding of his or her emotions and those of the colleagues at the workplace that helps create the better working environment. Intelligence quotient is the level of intelligence that an employee uses to interpret, understand or implement his or her knowledge in situations that contribute to the company’s growth...
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...Emotional Intelligence and Leadership Qualities Self-Awareness Principals of Leadership: Service to Others Fall Semester, 2010 Jeff Hawkins "Emotional intelligence refers to 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," says Daniel Goleman in his book "Working with Emotional Intelligence" (1999). It describes abilities distinct from, but complementary to, academic intelligence - the purely cognitive capacities measured by IQ. The concept of an “emotional intelligence” as important in certain applications as an “Intellectual Intelligence” is not necessarily new. The conversations surrounding Emotional Intelligence are becoming more focused, and taking on a greater relevance in our practices. The idea of emotional intelligence (EQ) as a counterpart to intelligence quotient (IQ) for educators and educational leaders is an expanding area of study and self-reflection. Research shows that emotional intelligence may actually be significantly more important than cognitive ability and technical expertise combined. In fact, some studies indicate that EQ is more than twice as important as standard IQ abilities. Further, evidence increasingly shows that the higher one goes in an organization, the more important EQ can be. For those in leadership positions, emotional intelligence skills account for close to 90 percent of what distinguishes outstanding leaders from...
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...Characteristics of Emotional Intelligence Daniel Goleman, an American psychologist, developed a framework of five elements that define emotional intelligence: 1. Self-Awareness – People with high emotional intelligence are usually very self-aware. They understand their emotions, and because of this, they don't let their feelings rule them. They're confident – because they trust their intuition and don't let their emotions get out of control. They're also willing to take an honest look at themselves. They know their strengths and weaknesses, and they work on these areas so they can perform better. Many people believe that this self-awareness is the most important part of emotional intelligence. 2. Self-Regulation – This is the ability to control emotions and impulses. People who self-regulate typically don't allow themselves to become too angry or jealous, and they don't make impulsive, careless decisions. They think before they act. Characteristics of self-regulation are thoughtfulness, comfort with change, integrity, and the ability to say no. 3. Motivation – People with a high degree of emotional intelligence are usually motivated. They're willing to defer immediate results for long-term success. They're highly productive, love a challenge, and are very effective in whatever they do. 4. Empathy – This is perhaps the second-most important element of emotional intelligence. Empathy is the ability to identify with and understand the wants, needs, and viewpoints of those...
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...UNIVERSITY City, State LEADERSHIP EFFECTIVENESS A Paper Submitted in Partial Fulfillment of the Requirements for course # – course title Name College of Business and Public Management Department of Organizational Management and Leadership Month Year Analysis Report Quality Improvement is a key department that is regulated by multiple agencies. Creating an effective quality team is challenging to many leaders. With such high regulatory requirements and demands place on such a small department, having an effective leader is crucial to maintaining a strong and capable department. Positive Feedback Again I have chosen to interview my current manager and mentor. Although I have had many positive comments and insights about my mentor, the first area of my interview is one where I feel she could use some feedback and recommendations. Being that our department is a mere twelve people, there are many strong and opinionated personalities. As an effective leader, one needs to be able to address each type of personality individually. Our department is comprised of nurses, analysts and an administrative assistant. All but one person in our department is outspoken and open. Our administrative assistant is very quiet, and reserved. This type of personality is not a problem, unless it is addressed improperly. Although I knew the first question I asked my manager would be a sensitive issue, I was interested...
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...Psychology: Emotional Intelligence: Mind over Matter By: Tabitha Harris American InterContinental Online University Abstract This research paper will examine and explain Emotional Intelligence (EI). There will be a description of EI, along with examples to support my analysis. The significance of Emotional Intelligence to the psychology field and to human behavior will be exposed. I will reveal my own personal EI test results, as well as my emotional experiences while taking the test and afterward. I will provide some psychological ideas and theories associated with EI. Finally, I will demonstrate tips for improving and enhancing an individual’s own Emotional Intelligence. Psychology: Emotional Intelligence: Mind over Matter Emotional Intelligence or (EI) is a psychological term that everyone should get acquainted with. It is a very significant entity to psychology and to the human behavior. EI is the capacity to understand and manage your own emotional experiences as well as being able to perceive, comprehend, and respond to the emotional responses of others. The EI test that was issued to me, for this particular assignment, was very accurate on the perception of my Emotional Intelligence. My EI scoring range was 55-80, a very impressive score! The results revealed that I was extremely high. This is very important because a person has to be self-aware to asses’ their self accurately. I was very cautious and honest while taking the test. In this experience, I learned...
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...Table of contents 1.0 Introduction3 2.0 Intrapersonal Effectiveness3 2.1 Theory……………………………………………………………………………..…….3 2.2 Emotional Intelligence…………………………………………………………………..3 2.3 Learning Style Profiler………………………………………………………….……….4 2.4 Development Actions…………………………………………………………….….…..5 2.5 Impact on Organizational Effectiveness………………………………………….……..6 3.0Interpersonal Effectiveness…………………………….…………………………….…..6 3.1 Theory……………………………………………………………………………….…..6 3.2 Spark and MEIS…………………………………………………………………………7 3.3 Belbin Team Roles ……………………………………………………………………..7 3.4 Development Actions……………………………………………………………………8 3.5 social and cultural diversity considerations……………………………………………..9 3.6 Impact on Organizational Effectiveness……………………………………………...…9 4.0 Conclusion………………………………………………………………………………10 Reference list………………………………………………………………………………..11 Appendix…………………………………………………………………………………..…13 Assignment#1 1.0 Introduction Working in business is a unit whose aim is to develop an understanding of the skills which can make efficient works in business environment. In this portfolio, I am going to discuss the theories what I have learned in class, including intrapersonal, interpersonal and organizational effectiveness. I will also discuss my own experience which link to the theories. I will choose to concentrate on my learning style based on the Jackson Learning Style Profiler for intrapersonal effectiveness. In the second part I will choose SPARK feedback and MEIS...
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...Journal of Organizational Behavior J. Organiz. Behav. 26, 867–871 (2005) Published online in Wiley InterScience (www.interscience.wiley.com). DOI: 10.1002/job.334 The Incubator Transformational leadership and emotional intelligence: a potential pathway for an increased understanding of interpersonal influence F. WILLIAM BROWN* AND DAN MOSHAVI College of Business, Montana State University, Bozeman, Montana, U.S.A. Summary Non-cognitive emotional intelligence could potentially contribute to a more holistic understanding of interpersonal influence and leadership; however, significant issues of definition, psychometric independence, and measurement must be conclusively resolved. Possible relationships between emotional intelligence, transformational leadership, and individual/organizational outcomes are described and further investigation is encouraged. Copyright # 2005 John Wiley & Sons, Ltd. Introduction Of all the issues integral to organizational behavior, few, if any, concepts have been the object of as much conjecture, study, and consideration as have leadership and social influence. An understanding of the capacity to influence others has captured the attention of practitioners, academics, and social commentators throughout history. During the 20th century, progress toward a more complete understanding of influence and leadership was characterized by alternating cycles of excitement and despair. As the mid-20th century approached, the notion that innate qualities...
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...1.0 The Role of Emotional Intelligence In Project and Construction Management Today 1.1 Introduction This literature review deals with the role of emotional intelligence in project and construction management today and argues that, even if it is a relatively new approach and just became more and more important during the last decade, the topic is still not getting enough attention in the contemporary construction industry (Zhang & Fan, 2013). Especially when it comes to larger and more complex or even international and cultural complex projects, a high level of emotional intelligence and competence in the project management might be more necessary and contribute to the project’s success (Müller & Turner, 2007). Therefore this literature review contains an overview of the significant authors, defines the actual term of emotional intelligence, analyses the main issues and positions, summarizes some relevant studies and research and identifies implications for contemporary project and construction management practice. 1.2 Overview As one of the most significant authors Goleman (1995) defines emotional intelligence as the ability of being aware of your own and other’s emotions, recognizing them and even using them to influence people in their actual thinking and behaviour. That is why these abilities are very supportive and at least as important as IQ or technical skills for every leader independent of his industry, in order to achieve better business results (Goleman...
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...InsureCo’s Case Report TUTOR WORKSHOP TIME: DUE DATE: DATE SUBMITTED: Contents Contents 0 1.0 Executive Summary 1 2.0 Introduction 2 2.1 Report Topic 2 2.2 Limitations 2 2.3 Sources of Data 2 2.4 Organisation of Report 2 3.0 The Lack of Appropriate Planning for Change………………………………………..3 3.1 Lack of Contingency Planning 3 4.0 Insufficient Investment in Leadership and Team Building 4 4.1 Transactional Leadership 4 4.2 Transformational Leadership 5 5.0 Transformational Leadership, Work Engagement and Emotional Intelligence 6 5.1 Work Engagement………………………………………………………………………...….6 5.1.1 Application to Case 6 5.2 Emotional Intelligence……………………………………………………………………….7 5.2.1 Application to Case 7 6.0 Ineffective Design of Reward System 8 6.1 Reward System in Today’s Context 8 6.2 Ineffective Reward system 8 6.2.1 Application to Case 9 7.0 Recommendations 9 8.0 Conclusions 10 9.0 References 12 10.0 Appendices 17 10.1 Appendix 1: SWOT Analysis 17 10.2 Appendix 2: Add-on Effect of Transformational Leadership 18 10.3 Appendix 3: Organisation’s Life Cycle and its Leadership Requirements………………….19 1.0 Executive Summary InsureCo has met with several consequences that have adversely affected the company’s overall productivity, turnover rate, compensations costs and workplace engagement. It is imperative for the executives to understand the underlying causes behind these detriments to better the prospects of this company. If these...
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...A Strategic Approach: Talent Acquisition and Development in Healthcare Vaughn Benton, PharmD Adventist University of Health Sciences HTCA585: Human Resources Management Benita David, PhD. August 6, 2015 A Strategic Approach: Talent Acquisition and Development in Healthcare The primary objective described in the syllabus for this course is as follows: 1. Identify strategies to remain competitive in a labor market where talent availability is a challenge, through understanding the fundamentals of recruitment and selection tools used to identify top talent. This in itself possess a rather significant challenge to leaders within the healthcare field today. To even begin to formulated any form of a strategic plan or approach, one must first begin by seeking an understanding of the turbulent nature of the healthcare environment that we currently entering. Nearly every aspect of how we deliver and are reimbursed for healthcare as a product has changed and with that, the mindset of those within the healthcare realm has to change as well. Future leaders in healthcare have to be able to recognize the value that remains in current and past best practices while simultaneously being nimble in nature as they adapt and innovate with every change that occurs. For any healthcare business to have longterm success, this type of talent is a must-have. Charles Darwin once made the statement, "It is not the strongest of the species that survive, nor the most...
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...1 Emotional Intelligence and Business Success The Impact of Leaders’ Emotional Intelligence on Employee Satisfaction and Commitment by Kerry S. Webb, PhD Assistant Professor of Management Texas Woman’s University School of Management P.O. Box 425738, CFO 413 Denton, TX 76204-5738 940-898-2104 kswebb@twu.edu Electronic copy available at: http://ssrn.com/abstract=1948065 2 ABSTRACT Business leaders impact their subordinate performance and attitudes through their leader behaviors and attitudes. This study discusses the potential impact of leader behaviors via emotional intelligence attributes on employee satisfaction and commitment to their leader and to the organization. The findings suggest strategies for enhancing leader behaviors to maximize positive individual- and organization-level outcomes. Methodology This study presents a brief review of emotional intelligence and summarizes the current research on organizational leadership regarding how leader behaviors impact employee and organizational outcomes, especially employee satisfaction and commitment, two variables of interest in this study. Study data was collected via survey methodology, utilizing workers with full-time work positions across multiple industries. Implications This article contributes to the field of management by determining the impact and effect of leader behavior on employee satisfaction and commitment. Vast research to date has shown the overwhelming importance of high satisfaction and commitment...
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...Role of Emotional Intelligence in Effective Leadership OB PROJECT TERM I By: Anumeha Gupta (h11067) OB-II PROJECT (TERM II) Dwaipayan Gupta (h11075) Shesadri Biswas (h11110) Sreekanth S V (h11113) Vikrant Chaplot(h11118) GROUP B7 1 ACKNOWLEDGEMENTS We would like to express our gratitude towards Prof. Manish Singhal for giving us the opportunity to pursue this project in the course “Organizational Behaviour - II”. We want to thank him for his creative and thoughtful ideas that made our project work highly interesting and interactive. We would like to thank Mr Gaurav Marathe for taking out the time to answer our numerous queries and for his useful suggestions that went a long way in helping us improve our project. We would also like to thank Ms Dulcie Margaret Young for providing the necessary administrative support. We would like to thank the committee heads and secretaries at XLRI for their valuable inputs. We also want to thank the committee members (both senior and junior batches) for taking out the time to answer our questions regarding their respective committee heads. We would always be grateful to the esteemed pedagogy of XLRI and hope to apply the learnings from this project for effective management in our respective fields. 2 TABLE OF CONTENTS Abstract ............................................................................................................... 4 Introduction ...............................................................
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...management functions within an organisation. Report prepared for, Mr. Bruno Silva Prepared by: xxxxxxxx Student ID: xxxxxxxxxxx Table of contents 1. Executive Summary 4 2. Introduction 5 1) Purpose 5 2) Virgin Companies 5 3) External Environment 5 4) Management Functions 5 5) Methodology 5 6) Plan 5 3. Planning 6 1) Strategic Management at Virgin 6 2) Methods used to assess the environment 8 3) Methods used to allocate resources 8 4. Leading 9 1) Leading within the Virgin Companies 9 2) Trait Theory 9 3) Leadership styles 10 4) Emotional intelligence 10 5. Conclusion 11 6. Recommendations 11 7. Appendices 13 8. Reference List 19 1.0) Executive summery This report has been prepared to recognize the contribution of the four management...
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...Proposal Human Resource Managers Perceptions of Leader Emotional Intelligence and its Effect on Employee Commitment: A Phenomenological Study ____________________________________________ [Insert name of Researcher] [Insert name of Institution] [Insert date of submission] Problem Statement Human Resource professionals are closely involved in all aspects of employee turnover and occupy a unique role in the organization, interacting between executives and all other employees (Gentry, 2006). Human Resource professionals are involved in organizational decision-making, liaising with senior leadership and with employees at all levels of the organization as an aspect of personnel administration and recruitment, selection, and termination (Gentry, 2006). This unique position gives Human Resources a clear overview of the personnel within the organization (Wielemaker & Flint, 2005). Leadership plays an important role in the success of an organization (Bass, 1990), and the emotional intelligence of the leader has an impact on the organization (Goleman et al., 2002). Affective commitment is important for reducing turnover (Morrow, 1993). It remains unclear whether the emotional intelligence of the leader affects employees’ commitment. This phenomenological, qualitative study will explore the life experiences of Human Resource professionals, to investigate the phenomena of the emotional intelligence of the leaders and the affective commitment of their employees...
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