Name: Chantal Ghanimeh
Course: Organizational Behavior
Instructor name: Mr. Ali Hamdoun
Project: Emotional intelligence

I. What is emotional intelligence:
Emotional intelligence also known as (EQ) is completely internal – it is a person’s ability to understand his own emotions and recognize the emotions of others. Therefore, EQ can be thought of as preceding Behavioral Intelligence. It might be helpful to practice EQ, but it is difficult to observe.

II. Leadership Effectiveness and Emotional Intelligence:
People have theorized that EI contributes to people’s capacity to work effectively in teams, manage stress, and/or lead others (Ashkanasy & Trevor-Roberts, 2000; Mayer, Salovey, & Caruso, 2004; George, 2000; Goleman, 1998; Goleman, Boyatzis, & Mckee, 2002; Prati, Douglas, Ferris, Ammeter, & Buckley, 2003). For example, leaders who are poor at perceiving their emotions may unknowingly miss important emotional signals from their co-workers. Similarly, leaders who are poor at managing emotions may allow their emotions to interfere with effective action. For instance, when they feel anxious, they may avoid giving an important speech, or when they feel angry, they may inappropriately lash out at a co-worker.
The transformational/transactional leadership model of Bass and Avolio (1990) has provided the general framework for most of the research on emotional intelligence and leadership effectiveness (see for example, Barling, Slater & Kelloway, 2000; Palmer, Walls, Burgess & Stough, 2001; Gardner & Stough, 2002). Transformational leaders are seen as those people that are able to create a vision, communicate this vision, build commitment amongst subordinates to the vision, and model the vision within the workplace. In contrast, transactional leaders are viewed more as managers that maintain the status quo. It is argued