...Emotional Intelligence Ornella, A. Lynch Purdue Global University Abstract As society progresses through technological advancements and economical and social change, organizations has to continuously find ways to adapt and overcome changes and obstacles. Leadership within an organization is no different as a leader being able to adapt and be open to continuous learning will enable organization to function to its full potential. Having leaders that are diverse and have skills that they can use to influence others and create productivity has been in the forefront and emotional intelligence is a sort out skill that organizations are looking for within a leader. Emotional Intelligence There are many...
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...Ch5. Motivations and Emotion: Driving Consumer Behavior – Graded Quiz 1. Alexa gets lemonade for herself after a long walk on the beach, on a sunny day. This is an example of _____. a. regulation b. homeostasis c. self-actualization d. self-improvement B is Correct. This is an example of homeostasis. Homeostasis refers to the fact that the body naturally reacts in a way to maintain a constant, normal bloodstream. It is the state of equilibrium wherein the body naturally reacts in a way to achieve this. See 5-1: What Drives Human Behavior? 2. ADC Inc. claims that the anti-virus software produced by it helps block all forms of software viruses that are harmful to computers. This implies that ADC Inc. appeals more to those with a(n) _____ focus. a. self-actualization b. self-improvement c. prevention d. promotion C is Correct. ADC's claim suggests that it appeals more to those with a prevention focus. A prevention focus orients consumers toward avoiding negative consequences, while a promotion focus orients consumers toward the opportunistic pursuit of aspirations or ideals. See 5-1: What Drives Human Behavior?. 3. According to Maslow's hierarchy of needs theory, the physiological needs refer to the: a. need to be recognized as a person of worth. b. need to feel like a member of a family or community. c. needs for basic survival. d. needs of security and protection. C is Correct. Maslow's hierarchy of needs theory...
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...1.1 BACKGROUND OF THE STUDY Emotional Intelligence comprises specific skills behaviors, and attitudes that can be learned, applied and modeled by individuals to improve personal satisfaction and career effectiveness (Nelson & Low, 2003). In other words, emotionally intelligent skills are developed to help lecturers cope with daily multiple tasks and provide substantial growth and psychological health. According to Goleman (1998) asserts that emotional intelligence, not IQ, forecast a workplace success and who inspires by the powerful of EQ as a leader. This study describes a research undertaken with a sample of lecturers from Faculty of Business Management in Universiti Teknologi MARA Shah Alam and Puncak Alam Campus, including male and female lecturers. Besides, a meta-analysis of 59 studies by Van Rooy and Viswesvaran (2004) found that emotional intelligence correlated moderately with job performance. According to Hargrevas (2001), both teaching and learning are not only concerned with knowledge, cognition and skills, but they are also emotional practices. Dewey highlighted that an educator ought to “have the sympathetic understanding of individuals as individuals which gives him an idea of what is actually going on in the minds of those who are learning” (Dewey [1938]” 1997, p. 39). Harkin (1998) found that, “effective behaviors are the most important determinants of student satisfaction with educator,” through “recognizing individuals, listening to students, showing...
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...it is emotional intelligence, EI, that is the greatest factor for leadership. IQ and technical skills "are the entry level requirements for positions.... [whereas] EI is the sine qua non of leadership. "(p.1) He breaks down EI into 5 categories: Self-Awareness, Self-Regulation, Motivation, Empathy and Social Skills. While EI is important for all levels, it becomes increasingly important at higher levels of management. Most importantly, Goleman believes that EI, through deliberate practice and feedback, can be learned. Being mindful, we can view "on-the-job interactions as opportunities to practice. (p.9)" 5 components: 1. SELF-AWARENESS. -You know your limits but challenge yourself -"The decisions of self-aware people mesh with their values; consequently, they often find work to be energizing." (p.10) -"frank in admitting to failure... [often possessing a] self-deprecating sense of humor." (p. 10) -because "they have a firm grasp of their capabilities... they know...when to ask for help. And the risks they take on the job are calculated." (p.11) 2. SELF-REGULATION -'People who are in control of their feelings and impulses- that is, people who are reasonable- are able to create an environment of trust and fairness." (p.12) -"Self-regulation... enhances integrity... Many of the bad things that happen in companies are a function of impulsive behavior." (p.13) -unfortunately, "their considered responses are taken as a lack of passion." (p.14) 3. MOTIVATION -"Driven...
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...must have not only a high QI, but the emotional intelligence (EI) will serve the leader to stand when the storm will occur. To succeed and cement a career, the leader must be the ownership of the EI (Richard, 2007). The leaders who adopt the EI has the ability to control their moods, encourage others to remain focus. The emotional leaders have great heart to captivate the mind of others, the integrity to tell the truth, the work of a leader will give tools to take positive actions and achieve the right things. This paper will describe how the emotional intelligence level can either enhance or hinder effective leadership in the healthcare environment. A recent study prove that a leader who has a high degree of emotional intelligence is an indicator of tomorrow success than IQ (Dess, 2008). The survival of an organization depends on EI, and emotional intelligence facilitate the promotion of the employees. The emotional intelligence of workers are able to perform tasks under pressure and able to create value. You can have a mountain of ideas and excellent training but the EI will make you a great leader (Dess, 008). The leaders must have the ability to manage self and aware about how their moods, and how they affect other people. To lead others, it is essential to know how to manage yourself. The health leader must have the self-regulation, know your impulsions and able to control them. Having motivation and this motivation will enhance the strength of others to...
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...INTRODUCTION In 1983, Howard Gardner's Frames of Mind: The Theory of Multiple Intelligences introduced the idea that traditional types of intelligence, such as IQ, fail to fully explain cognitive ability. He introduced the idea of multiple intelligences which included both interpersonal intelligence (the capacity to understand the intentions, motivations and desires of other people) and intrapersonal intelligence (the capacity to understand oneself, to appreciate one's feelings, fears and motivations. The first use of the term "emotional intelligence" is usually attributed to Wayne Payne's doctoralthesis, A Study of Emotion: Developing Emotional Intelligence from 1985. The first published use of 'EQ' (Emotional Quotient) seems to be by Keith Beasley in 1987 in an article in the British Mensa magazine. However, prior to this, the term "emotional intelligence" had appeared in Beldoch (1964),] Leuner (1966) Stanley Greenspan (1989) also put forward an EI model, followed by Peter Salovey and John Mayer (1989). The distinction between trait emotional intelligence and ability emotional intelligence was introduced in 2000. However, the term became widely-known with the publication of Goleman's Emotional Intelligence - Why it can matter more than IQ(1995). It is to this book's best-selling status that the term can attribute its popularity Goleman has followed up with several further popular publications of a similar theme that reinforce use of the term Goleman's publications are self...
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.......3 5. Transformational Theory…………………………....................................................................3 1. Leadership Styles…………………………………………………………………..………4 1. Autocratic Leader………………………………………………………………………………4 2. Bureaucratic Leader………………………………....................................................................4 3. Democratic Leader…………………………………………………………………………..…4 4. Charismatic Leader………………………….............................................................................4 5. Transactional Leader……………………...................................................................................5 6. Transformational Leader………………………….....................................................................5 2. Emotional Intelligence……………………………………………………………………..5 1. Definition………………………………………………………………………………5 2. Goleman Leadership Styles………………………........................................................6 3. My Personal Reflection on Leadership ………………………………………………..….7 4. Self-assessment…………………………………………..…………………………………9 5. My Suggestion …………………………………………………………………………….9 6. Easy Case Study…………………………………………………………………………..10 7. Conclusion………………………………………………………………………………...11...
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...A Plan for Positive Influence LDR/531 – Organizational Leadership January 31, 2011 A Plan for Positive Influence This week assignment was to complete three assessments and create a plan to increase motivation, satisfaction, and performance of a team that could be applied in a business setting. I will address how motivation, satisfaction, and performance are related to each other. Next, I will address specific differences in attitudes, emotions, personalities, and values in the learning team and how it influences behavior. Lastly, I will address how those differences can be implemented to positively influence the team. Motivation, Job Satisfaction, and Performance Motivation can be defined as the processes which account for an individual’s intensity, direction, and persistence of effort towards a goal (Robbins & Judges, 2007 pp. 186). Motivation positions an individual’s efforts directed to achieve goals and cultivate persistence. Persistence validates how long an individual will dedicate efforts to achieving a set goal. Job satisfaction can be defined as a positive feeling about one’s job resulting from an evaluation of its characteristics (Robbins & Judges, 2007 pp. 30). Job satisfaction is subjective towards the nature of work, promotions, salary, supervision, coworkers, and relationships. Performance is standards for an individual’s behavior in the workplace that help them perform effectively. When people are highly motivated it leads to job satisfaction and eventually...
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...Individual Analysis: Assessing and Developing Emotional Intelligence Student: Abraham L. Maker Student No15449342 5th May. 11 Table of Contents INTRODUCTION: 3 PART 1: - SELF ASSESSMENT USING SELF-ASSESSMENT EXERCISES 3 IPIP Introversion-Extroversion Scale 3 The scales of money attitudes 4 TWO “TEAM PROCESSES” SELF-ASSESSMENTS 4 Team Roles Preference Scale 4 Team Player Inventory 5 TWO “ORGANISATIONAL PROCESSES” SELF-ASSESSMENTS 5 Tolerance of Change Scale 5 EMOTIONAL INTELLIGENCE 6 Emotional Empathy Scale 6 PART 2: - OVERVIEW OF RELEVANT LITERATURE 6 Job Satisfaction and Performance Practices 6 Extrinsic and Intrinsic Motivation 6 Zest in the Workplace 7 Prima Donnas” in the Workplace 8 ORGANISATIONAL STRUCTURE 8 Mechanistic vs. Organic Structures 8 Tolerance to Change 9 PART 3: - APPLICATIONS AND LIMITATIONS 9 Organisational Structure and Tolerance to Change 10 CONCLUSION 10 REFERENCES: 11 INTRODUCTION The point of this report is to develop some insights into self-assessment tools as a technique for self-evaluation and improvement, as part of continual improvement and professional learning. In addition, through use of the self-assessment tools, areas of interest can be explored with regards to my own self-awareness and self-evaluation, but firstly it will define what emotional intelligence is. Emotional Intelligence is defined as “a set of abilities to...
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...Motivational Plan for Team C Virginia Allen LDR/531 April 27, 2015 Franz Gottleib Motivational Plan for Team C Devising a motivational plan requires several elements to increase motivation, satisfaction, and performance of a sales team. The plan is based on individual values to be effective. Second, managers have to apply extrinsic motivators to affect their intrinsic motivators. Third, leaders have to lead by example to reinforce and evaluate team performance. The following describes a motivation plan for cautious and dominate type personalities based on the DiSC Assessment and the position of territory managers for DermaTran Health Solutions for members of Learning Team C. Territory Manager Position Description “DermaTran Health Solutions is a group of compounding pharmacies that specialize in the compounding topical pain creams based on a prescription from a physician” (DermTran Health Solutions Compounding Pharmacies, 2015). Territory Managers are sales people hired to increase market penetration of compounded topical creams. Successful, Territory Managers must develop relationships with physicians and physician assistants to explain the compounding benefits of topical creams to influence them to write prescriptions tailored to the patient’s treatment. Determining Values Territory Managers have high-risk jobs and endure several challenges, constant rejection, fear of job loss, and face bruises to their ego every day. They are sales people expected to perform...
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...What is Transformational Leadership? Is there a relationship between transformational leadership and emotional intelligence? Introduction For more than three decades, the paradigm of transformational leadership has attracted a vast amount of academic interest. A large number of empirical studies lend credibility to this interest by linking aspects of transformational leadership to a range of positive organisational and individual outcomes (Bass, 1997; Bass & Avolio, 1994; Lowe, Kroeck & Sivasubramaniam, 1996). Due to these desirable effects, a significant amount of research has also been undertaken in trying to understand factors that predict or contribute to transformational leadership behaviours. For this reason, the relationship between emotional intelligence and transformational leadership is one that has attracted much attention. The following paper examines this proposition in more detail. In order to gain a more detailed understanding of transformational leadership and its relationship with emotional intelligence, the paper first examines the two subjects as standalone concepts. In determining if and how a relationship exists, the paper subsequently brings the two constructs together so that a critical examination and analysis of the research available can be undertaken. Lastly, after examining the case for and against a relationship, a conclusion is drawn from the analysis presented. Transformational Leadership The notion of transforming leadership was first introduced...
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...organization that I choose to focus on in assignment 1 was the North Charleston Police Department. The problem I choose to focus on was racism and the unjust killings of African Americans and the specific issue focused on was the killing of Walter Scott. 1. EI and Motivation Within emotional intelligence the specific building blocks that would help management improve an employee performance and job satisfaction include self-awareness, self-management, social-awareness and Relationship management. Self-awareness is the...
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...………………10 Continuance Commitment …………………………………….………………...10 Normative Commitment………………………..………………….…………….10 Chapter 2: Emotional Intelligence……..……………………………………………..….11 Daniel Goleman’s Five Components of EI……………….…………………………......12 Self-awareness…….…….……………………………………………………….13 Self-regulation……..………………………….………...…….……...………..…13 Motivation……………………………….………………….......………………..14 Empathy………………..….……………………………...………...……………14 Social Skill……………………………………………………………………….14 Peter Salovey & John Mayer’s Four Branch Model……………………………………..15 E.I., Transformational & Transactional Leadership……………………………………..16 Summary…………………………………………………………………………………17 References……………………………………….……………………………...…….….19Certification Statement……………………………..……………………...………….…23 Abstract This paper briefly explains how organizational behavior and employee commitment are directly related to an individual’s performance within an organizational setting. It will also summarize the three component model of organizational commitment developed by Meyer and Allen. Peter Salovey and John Mayer’s concept of emotional intelligence is presented in contrast to Daniel Goleman’s view of IE as a viable concept in an organizational setting. Furthermore, transformational and transactional leadership is briefly presented in an attempt to correlate to concept of emotional intelligence and why this writer believes it is relevant to the study of organizational behavior. Chapter 1 Organizational Behavior ...
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...portfolio, I will use the result of Schutte’s Emotional Intelligence Scale and the Five Factor Mode, as known as Big five model, to reflect and set goals to improve myself. According to Goleman(1996), “emotional intelligence is a combination of personal qualities, including self-discipline, patience, motivation, optimism, and ability to control anger—and “people skills,” such as empathy, the ability to listen, and the ability to offer constructive rather than hurtful criticism.” It shows that having high emotional intelligence can improve effectiveness of different aspects, for example individual and team (McShane, Olekalns & Travaglione, 2010). Knowing more about personality, an organized combination of attributes, motives, values, and behaviours(Sigelman & Rider, 2009) which indicated by Big five model is also important. Big five model is a combination of OCEAN, which is the abbreviation of Openness to experience, Conscientiousness, Extraversion, Agreeableness and Neuroticism. Openness to experience means people who are curious, open-minded and have wide interest. People scoring high in conscientiousness are well-organised, hardworking, efficient and self disciplined. Sociable and energetic are the characteristic of a extraversion person. An agreeable person usually cares about others and tries to help all in need. Neuroticism person usually feel anxious and stressful. Refer to my result, I got 25 marks for emotional intelligence, self awareness for 21, self management...
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...Assignment 2 Q: 1 What is the difference between the emotion and attitude? Give example of each. Emotions and attitudes in the workplace play a large role in how an entire organization communicates within itself and to the outside world. Events at work have real emotional impact on participants. The consequences of emotional states in the workplace, both behavioral and attitudinal, have substantial significance for individuals, groups, and society. Emotions are defined as the expressions of feeling caused by something or someone which can be differentiated by duration, quality and intensity. It becomes visible through verbal and non-verbal communication. Emotions are feelings, psychological state and biological state that incline a person to act in a certain way. One' emotions trigger behavior aimed at the emotion's stimuli. When a person has strong emotions, many bodily changes occur. For example, the physical components of fear include an increased heartbeat, a rise in blood pressure, an increase in adrenaline secretions, an elevated blood sugar level, a slowing of digestion, and a dilation of pupils. Some of these changes are recognizable to the person having them. Psychological part of it is represented in changes involve a person’s appearance: blushing, sweating, and so on. Other changes involve behavior: a distinctive facial expression, posture, gestures, different vocal tone and rate, and so on. On the other hand, attitudes reflect a person's likes and dislikes...
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