...The collaboration between emotional intelligence and the leadership A Case study of SAGA Corporation Presented By: Muhammad Adnan College: London College of Business Supervisor Name: Joy Joseph Submission Date: Declaration This work has not previously been accepted in substance for any degree and is not being concurrently submitted in candidature for any degree. |Signed | |(Candidate) | |Date | | | STATEMENT 1 This thesis is the result of my own investigations, except where otherwise stated. The correction services have been used, the extent and nature of the correction is clearly marked in a footnote(s). Other sources are acknowledged by footnotes giving explicit references. A bibliography is appended. |Signed | |(Candidate) | |Date | | | STATEMENT 2 I hereby give consent for my thesis, if accepted, to be available for photocopying and for inter-library loan, and for the title and summary to be made available to outside organizations. |Signed | ...
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...EMOTIONAL INTELLIGENCE IN MEDICINE Leadership Reflection Paper #2 July 16, 2011 Emotional intelligence, the ability to recognize one’s own feelings and those of others, is well documented as an important, yet frequently absent, facet of leadership. This leadership skill is utilized in both team interplay and individual encounters between leaders and followers to unite toward common goals. In the medical field, in particular, emotional intelligence is a highly utilized asset regarding leadership roles as physician-patient relationships rely heavily on emotional perception and response. When I reflect on my own personal use of emotional intelligence over the years I have spent practicing medicine, I realize how important and vital the skill has become in my life since dealing with disease processes and disease afflicted patients pose both scientific and emotional needs. As a caregiver, I’ve had to deal with both issues simultaneously and integrate my responses to patients on both levels. As I think about my own maturation process in this arena, I have developed two conclusions. First, I feel that personal emotions and emotional responses are inherent to our personality types. This may be due to our genetic makeup or our past childhood formative experiences but nonetheless seem to be established by adulthood. Not every person has the same emotional outflow to a specific set of circumstances. Second, I feel that recognition and acknowledgement of others’ feelings...
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...Emotionel Intelligence and leadership Project Presented to Dr. Fadi Hachem Course Instructor American University of Science and Technology In Partial Fulfillment of the Requirements for the course MGT 535: “Organizational Behavior” Aya Hamade Table of contents Pages Overview 1 Literature review 1 Definition 2 Emotional Intelligence, IQ, and Personality Are Different 2 Emotionel Intelligence and Leadership 2 Developing leadership skills 3 Emotional intelligence and its impact on leadership skills 3 Creating emotionally intelligent teams 6 Emotional Intelligence Is Linked to Performance 6 References 8 Overview Emotional Intelligence Is the Other Kind of Smart. When emotional intelligence first appeared to the masses in 1995...
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...Introduction In 1990, Mayer and Salovey wrote, 'Emotional Intelligence' (E I) which gave rise to this concept as a medium of individual assessment that accurately describes the attributions for responses to successes and failures in life. In 1995, Daniel Goleman wrote his popular follow-up to this work, entitled, Emotional Intelligence, Why it can Matter More than IQ. Here Goleman, expanded upon this concept and provided it with an often criticised and lay version of the earlier notions of Mayer and Salovey. This paper, concentrates largely on the works of Mayer and Salovey and Goleman as a tool to establishing the inherent link between emotion and intelligence. This paper will therefore begin by giving an overview of the origins of the concept of Emotional Intelligence and how these two attributes of the human condition are linked. There will be a description and critique of the meaning, distinctive nature and importance of E I. Following this, there will be exploration of Mayer and Salovey's four areas of E I, which are assessed on the basis of the MSCEIT ability test. These four areas will be compared with the five areas stated by Goleman and each will be critically assessed. Finally there will be a discussion of the practical applicability of E I to the education of adults and its relevance in various genres of the workforce. A. The Origins of E I 1. Emotion Mayer and Salovey stated that the traditional image of emotion is as a vice of human nature that is to be controlled...
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...ABS 415 WEEK 4 DQ 1 LEADERSHIP ROLE IN DIVERSITY ASH COURSE To purchase this visit here: http://www.nerdypupil.com/product/abs-415-week-4-dq-1-leadership-role-in-diversity-ash-course/ Contact us at: nerdypupil@gmail.com ABS 415 WEEK 4 DQ 1 LEADERSHIP ROLE IN DIVERSITY ASH COURSE Week 4 DQ 1 Leadership Role in Diversity Evaluate how a leader’s role and responsibilities might change as a company becomes more diverse. Is it important for today’s leaders to develop cultural intelligence? Do you think a leader that has never had experience with people different from him or herself can develop the ability to smoothly adapt to culturally different ways of thinking and behaving? Support your response. Respond to at least two of your classmates’ postings. Home Work Hour aims to provide quality study notes and tutorials to the students of ABS 415 Week 4 DQ 1 Leadership Role in Diversity Ash Course in order to ace their studies. ABS 415 WEEK 4 DQ 1 LEADERSHIP ROLE IN DIVERSITY ASH COURSE To purchase this visit here: http://www.nerdypupil.com/product/abs-415-week-4-dq-1-leadership-role-in-diversity-ash-course/ Contact us at: nerdypupil@gmail.com ABS 415 WEEK 4 DQ 1 LEADERSHIP ROLE IN DIVERSITY ASH COURSE Week 4 DQ 1 Leadership Role in Diversity Evaluate how a leader’s role and responsibilities might change as a company becomes more diverse. Is it important for today’s leaders to develop cultural intelligence? Do you think a leader that has never had experience with...
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...Modern Leadership University of Maryland University College AMBA 600 9045 10/28/14 Susan Malone Abstract The following paper examines two different leadership styles. Daniel Goleman introduces emotional intelligence and he explains the fundamental elements that define emotional intelligence and make a good leader. Mitch McCrimmon examines thought leadership in the workplace and compares it to shared or positional leadership. Both styles of leadership are similar and yet much different. In order for an organization to be effective, it must utilize both styles of leadership. Today’s economic climate calls for companies to constantly think outside the box and be innovative and in order to do this, organizations need good leadership. What defines good leadership? Both Goleman and McCrimmon give examples of what comprises a true leader and what qualities should a good leader should posses. Leading from the Mind What is leadership? Leadership is defined as the ability to guide or direct a group of individuals. In order to guide or direct a group, one must be able to take charge and influence in an effective way. According to Daniel Goleman, leadership comes from a learned emotional intelligence. Goleman claims that in order to be a good leader, one must possess the quality of empathy. One must be able to emotionally understand others and use this understanding to exert influence. (Goleman, 1998) According to Mitch McCrimmon, anyone can be a leader. McCrimmon claims that...
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...Thinking style preference, emotional intelligence and leadership effectiveness Tessie H HERBST Centre for Continuing Professional Development Tshwane University of Technology South Africa kobus G MAREE Faculty of Education University of Pretoria South Africa Correspondence to: Tessie H Herbst e-mail: herbstt@tut.ac.za ABSTRACT In this study, the researchers investigate the relationship between thinking style preference, emotional intelligence and leadership effectiveness in an institution of higher education. The measuring instruments used were the Neethling Brain Preference Profile (NBPP) and the Mayer, Salovey and Caruso Emotional Intelligence Test (MSCEIT), as well as the Kouzes and Posner Leadership Practices Inventory (LPI). The sample comprised 138 managers within a higher education institution. The researchers found some evidence to support the relationship between thinking style, emotional intelligence (EI) and leadership effectiveness. The researchers concluded that facets of brain dominance and emotional intelligence may be potentially useful predictors of transformational leadership behaviours. Keywords: thinking style, emotional intelligence, transformational leadership, brain dominance, brain hemisphericity SA Journal of Industrial Psychology Leadership is a complex and diverse field of study. The difference between leaders and non-leaders remains a source of disagreement and controversy in the leadership domain (Herbst, Maree & Sibanda...
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...I arranged to attend a city council meeting in Frisco, Texas (Collin County) on May 15, 2012 at 5:00 P.M. The board consisted of 6 council members including the Mayor Mayer Maso who was the facilitator. The meeting took place at the Frisco City Hall in the George A. Purefoy Municipal Center in the council chambers. The meeting began with the call to order and subsequently closed to the public due to a closed session to discuss legal advice about Exide, a factory in Frisco that many citizens are against and want to be closed due to environmental factors. The closed session lasted about an hour and a half... Mayor Maso welcomed the citizens and gave a brief announcement about the recently elected council members. After that, the Innovation started with a prayer by the Mayor’s Pro Tem, Pat Fallon and Deputy City Manager, Henry Hill. All stood to recite the pledge of Allegiance to the US Flag and the Texas Flag. The Mayor started off by recognizing the Mayor’s Youth Committee for their awesome services to the community. This group of 20 teenage scholars from various high schools in Frisco were recognized for their exemplary service to the community and to their peers. Each person introduced themselves and their high school. After the recognitions there was another 20 minute break for a small reception honoring the teens. The meeting convened around 7:30 PM and Mayor Maso addressed information he left out during his initial welcome statements. He apologized and moved...
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...identifying the drivers for change. The following issues i.e. that the skills that: 1) a change leader would require to take part in change management programs and to develop new ways of approaching organisational change, 2) directly transfer across various contexts 3) are required for OC, but not evident in the literature are being discussed in detailed in this document. Finally the document shows how the each skill will be used to counter the challenges faced by the leaders and how they would be helpful to drive a change. Skills required to take part in change management programs Emotional intelligence is one of the skills that a leader should possess for change process and can be defined as the ability to ascertain, measure, and control the emotions of oneself, of others, and of groups, Salovey and Mayer (1990) cited in Kerr et al (2006). As suggested by Humphrey, (2002) leadership is also an emotional process, whereby leaders recognize subordinates emotional conditions,...
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...Emotionally Intelligent Leadership Surpasses Thought Leadership by Carol Kay Hammond Table of Contents Introduction 2 A Summary of David Goleman’s Article: “The Emotional Intelligence of Leaders” 3 A Summary of Mitch McCrimmon’s Article: Thought Leadership: A Radical Departure from Traditional, Positional Leadership 7 Emotionally Intelligent Leadership Should be at the Helm of All Organizations and Thought Leadership Should Play Second Fiddle 10 Conclusion 11 References 13 Introduction Great leadership is instrumental to the success of any organization. Authors David Goleman in his article “The Emotional Intelligence of Leaders” and Mitch McCrimmon in his article “Thought Leadership: A Radical Departure from Traditional, Positional Leadership” both write their opinions about what type of leadership is best. Goleman asserted in his article that emotional intelligence should be cultivated in all leaders because those who are emotionally intelligent make the best leaders. McCrimmon asserted in his article that thought leadership should be cultivated in all organizations because thought leadership is the best type of leadership. Both authors offer compelling arguments. However Goleman’s article, “The Emotional Intelligence of Leaders” makes the most compelling argument. The following sections explore the arguments of Goleman and McCrimmon and end with a discussion of why the cultivation of emotional intelligent leaders should take precedence...
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...The emotional intelligence is one of an important objective, which demonstrates achievable administrators and employees to keep the relationship for working together in an organization; moreover, it assists to gain the best outcome and creativity. Leaders should have a good qualification and ability to understand their strength and weakness to self-management and have a social skill or social intelligence to conduct the relationship with personnel in an organization such as suppliers, customers, and stakeholders. Therefore, the emotional intelligence consists of four specifics, which relates to abilities and expression to help people to deal with emotional efficiently. Firstly, self-awareness, perceiving and understanding own emotions allow...
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...SUMMIT GROUP Words- 3098 University of Chittagong Assignment on Organizational Behaviour Topics:Emotional Intelligence (EI) Submitted to: Md. Sahidur Rahman Associate Professor Dept. of Management Studies University of Chittagong. Submitted by: |S/L |Name |ID | |01 |Md. Tanvir Rahman (L) |08302067 | |02 |Md. Sazidul Karim |08302073 | |03 |Md. Arfatul Islam |08302116 | |04 |S.M. Almas Hossain |08302118 | |05 |Md. Abul Basar |08302140 | |06 |Jolakha Afrin |08302012 | |07 |Bristy Rani Banik |08302023 | |08 |Lipi Barua ...
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...effectiveness, Management Scholars and practioners are beginning to emphasize the importance of a manager’s emotional intelligence”(Sosik,Megirian 1999,p.367). Emotional Intelligence is a combination of competencies. These skills contribute to a person’s ability to manage and monitor his or her own emotions, to correctly gauge the emotional state of others and to influence opinions (Caudron 1999, p.62; Goleman, 1998). Competitive advantage depends largely on the ability to activate and use organizational resources. As a result, the focus in the strategic management, organizational behavior and human resource management literature turned to the internal capabilities of organizations including a particular focus on employees’ competencies. Furthermore, in any business or organization, its success or failure will rely on how well its people are able to deliver its product and service, work together and work with other businesses. In recent years, there has been a realization that emotions are very much part of work place success. How individuals respond to real situations each and every day and what organizations do foster productive emotional responses can make the difference the organization that stumbles and the organization that thrives. Research indicates a strong correlation between emotional intelligence and individual job performance. By emphasizing on emotional intelligence in hiring, team building and training programmes- senior management and human resource professionals can improve...
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...SO Why is EI important to leadership, How is it related to Soundwave For leaders, high emotional intelligence is essential for success. The four key attributes of Emotional intelligence “self-awareness, self-management, social awareness, and relationship management”, enable leaders possessing high emotional intelligence to “perceive emotions as they arise in response to an action or situation, regulate themselves and stay in control”(Furth 2005), as well as “effectively convey directions and know what to say in order to inspire and motivate others”(Furth 2005). Further more it provides leaders with “adequate conflict resolution skills allowing them to effectively manage any disagreements that arise between employees, customers, and other parties”(Gleeson 2013). On the other hand leaders with poor Ei who react from their emotions without filtering them can create “mistrust amongst staff and can seriously jeopardize the working relationship with employees proving detrimental to overall culture, attitudes and positive feelings toward the company and the mission”(Fletcher 2011).This is related to sound wave as we believe the high turnover in employees is a direct result of the poor emotional intelligence of the leaders/managers of this company. This is because the managers are unable to to effectively gauge the needs, wants and expectations of those they lead causing workplace inefficiency and employee dissatisfaction. This must be fixed as high employee turnover is not only financially...
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...Jack Welch Management Institute JWI 510 Leadership in the 21st Century 10/23/2015 Abstract In this paper, I will discuss my leadership profile in depth. This will include my experiences and aspirations. I will address how these experiences have impacted be as a leader. Next I will discuss my Leadership strengths and how I plan on augmenting them going forward. I will also detail how Than I will detail my areas of Leadership in need of improvement, and provide a clear-cut action plan for improving these specific areas. With both my areas of strengths and areas in need of improvement, I will discuss how it directly is connected to my DISC profile and emotional intelligence. Following will be a conclusion of what is written in the body of this essay. Introduction ¨Ensure that everyone understands lives and breathes the organization vision, and that reward systems encourage and reinforce desired behaviors¨ (Welch, 2005, P. 843). This quote from Jack Welch's book Winning embodies the very model I have chosen to pursue my career. There has not been a single team I have been on that has won, completed or achieved a goal without every member believing in the vision. In a perfect world, every team would automatically have this installed within each member from the start. However, we do not live in a perfect, and these are concepts that have to be taught, modeled and transferred over to the next person. I took this concept and applied it to my days before entering...
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