The Perfect Manager: Evaluating Various Leadership Skills

Batool, B. F. (2013) Emotional Intelligence and Effective Leadership. Journal of Business Studies Quarterly, 4(3), 84-94. (Note: Available in the Strayer Library)

For this assignment, I have decided to use the leadership trait, skills and style questionnaires. For this questionnaire, I asked 5 different people that know me in different contexts in life, such as personal, school, and work environments. For the majority, I rated myself higher on the traits than my fellow colleagues. On some of the traits however, I was rated higher than what I thought. Overall, I averaged a 4/5 which means that everyone agreed with the traits that were given. For the style questionnaire, I found out that I place more emphasis in building relationships rather than completing tasks. Finally, the skills questionnaire, my leadership skills are in the high range for technical skills, and my human and conceptual skills are in the moderate range.

The second article presented the study question that emotional intelligence is a prognosticator of transformational leadership style. The researchers also aimed to establish gender disparities between the two concepts. Closing, the researchers questioned the gender differences in the transformational leadership style and emotional intelligence scores of managers.

To summarize my leadership skills I have weakness and strengths. Things that I do well are I have good organization skills I know how to organize things the order that need to be completed. The areas that I need improvement on are time management. I have to manage my time so that I can get everything in the time I have been giving.

Leadership takes on many faces depending on the responsibilities and environments that are available (Rubino, Esparza & Chassiakos, 2014). However, some basic qualities are universal to all effective leaders. Emotional intelligence and conflict resolution skills form part of crucial leadership qualities (Parker, Sakfloske & Stough, 2009). Emotional intelligence, basically, refers to the ability of an individual to understand and interpret emotions effectively. The paper is based on a self-assessment on leadership qualities.

Leadership is a complex process by which a person sets direction and influences others to achieve their goals (Borkowski, 2015). It is the responsibility of the supervisor to set the direction by helping and motivating staff members to see what lies ahead and face those challenges. Emotional intelligence is one of the important traits that helps leaders work with people effectively. “Emotional intelligence involves assessing one’s own feelings, as well as feelings of others, then using those assessments to guide personal thought and action” (Borkowski, 2015, p. 239).

The interesting fact of emotional intelligence can be directly tied to the success of any career. Interpersonal relationships, communication clarification, and employment satisfaction are only a few of the benefits which can come from its controlled use in the workplace. When being linked with leaders, emotional intelligence can be the distinguishing factor between great leadership and average leaders. Within this research paper, emotional intelligence will be examined from the use of 12 research journals. The origin of the concept, definition of the term, areas of the foundations, innate prospects,

The author was given the task to explain emotional intelligence, and give two (2) example of the concept. Second, to examine, the concept of “emotional quotient” compared to traditional “intelligence quotient.” Third to suggest two to three (2-3) reasons why leaders’ need emotional intelligence to manage today’s workforce, as well as to speculate on at least two (2) possible consequences should a leader not possess emotional intelligence. Fourth, to explore the elements of emotional intelligence that leaders must be aware of to increase leadership effectiveness. Lastly, to recommend a strategy that the organization could undertake in order to improve the social skills of leaders within the organization and thereby

Organizations large and small are facing situations that are coming from an area called emotional intelligence. The leadership in the organization has to have ability and understanding to handle issues that may

The research problem is based on the inquisition regarding whether emotional intelligence contributes to transformational leadership. The research purpose was to evaluate comprehensively the link between emotional intelligence and leadership (Cavazotte, Moreno, & Hickmann, 2012, p. 455). The research design is quantitative, in which the participants will be evaluated through the use of a survey. Threats to validity entailed the authenticity of data and measurement instruments. The authenticity of the instrument being used has been validated through the use of pilot tests and various successful use of the instrument. There was no direct link between emotional intelligence and leadership, but EI contributes to the development and effectiveness of leaders.

The article of Leadership That Gets Results provides the six leadership styles for individuals to understand how leadership styles influence on an organization’s climate. Furthermore, the six leadership styles are consisted of the emotional intelligence: self-awareness, self-management, social awareness, and social skill. Therefore, these three concepts, such as the six leadership styles, the elements of emotional intelligence, and an organization’s climate, will influence each other because the research found that individuals with different emotional intelligence competencies will have distinct leadership styles. Subsequently, with the distinct leadership styles, leaders will utilize their own leadership styles to lead their group, team, division, or corporation. Thus, it will bring about a unique impact on an organization’s climate and in turn, on its financial performance (Goleman, 2000, p.79). Moreover, leaders with their own emotional

Emotional intelligence is an important characteristic in becoming a good leader. “Emotional intelligence is the ability to manage oneself and one's relationships in mature and constructive ways” (Kinicki & Kreitner, 2009, p.137).Being a good leader entails more than just being smart; leaders need to be able to connect to their employees emotionally and empathetically. Organizations today not only look for leaders with the skills, but leaders that can emotionally connect to employees to obtain the organization’s goal. “Leaders have always played a primordial emotional role. No doubt humankind’s original leaders-whether tribal chieftains or shamanesses-earned their place in large part because their leadership was

In the field of organizational leadership it is important that the leaders are not only proficient in the area of leadership and building a stellar organization, they must take into consideration the human capital that will be responsible for executing their vision. A part of understanding the organization’s valuable human resource is knowing how to deal with the emotional intelligence of these resources. In his introduction, Goleman (2006), stated that although emotional competencies can be learned, the ability to manage relationships is not a guarantee that it can be mastered. He goes on to say that additional learning is required. Change is the province of leaders (Kouzes and Posner, 2012), and in order to win at both organizational leadership and emotional intelligence, leaders must take risks. Leaders must possess the tenacity to objectively make decisions based on the needs of the organization, all while ensuring that the emotional intelligence needs of the employees are met and not exploited. The following five empirical articles are critical to the understanding of the area of proposed dissertation research.

A strategy is method by which a company is run in order to generate revenue. Whilst investigating strategies by which companies run, Samsung Electronics Company (SEC) can be considered for a case study due to its remarkable market share, brand reputation and global positioning. Samsung Electronics Company (SEC), founded in 1969 as a member of the Samsung Group, is the largest manufacturer in Korea, with a sales turnover of $23.9 billion in 1997, and accounting for 32.8 percent of the total output of the electronics industry. In investment, product development, marketing, and technology development, SEC has played the leading role in expanding the frontier of Korea 's electronics industry. The case study can be enlightening to many

Certain abilities are often associated with emotional intelligence such as empathy, “self-regulation, motivations, self-awareness and relationship building” (Morton 2012 p.7). Along with these abilities, the leader should be socially competent. This is “the ability to integrate thinking, feeling and behavior to achieve social tasks and outcome valued in the host context and culture” (Neikerk 2012 p. 49 ). The effective leader “must be adept at driving the collective emotions in a positive direction...able to motivate optimal performance...to elicit the best out of their followers” (Morton 2012 p.16).