Emotional Intelligence And Transformational Leadership Analysis

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1. Introduction
Emotional intelligence (EI) is the ability to identify, express, and discriminate feelings. After use the ability, we can use them to understand the different viewpoints, solving problems, reflect and monitor order’s moods, but when we wanted the emotional demand and function to be effective. Therefore, it needs to contain our individual context and self experiences to function on emotional intelligence (McKenna & Webb, 2013). On the other hand, Perter Salovey and John D. Mayer define emotional intelligence as the subset of the social intelligence. For instance, “the ability to monitor one’s own and other’s feelings and emotions, to discriminate among them and to use this information to guide one’s thinking and actions” (Salovey
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Transformational leaders would do something support by his or her inspiring followers’ vision and reach them request beyond their own immediate self-interests. Moreover, the five dimensions of transformational leadership are “idealized influence (attributed), idealized influence (behavioral), individual consideration, inspirational motivation, and intellectual stimulation” (Bass & Avolio, 1997). Transactional leaders would views the relationship with followers as an exchange and “act as mentors to their followers by encouraging learning, achievement, and individual development” (Harms & Credé, 2010). Therefore, the leader would accord the followers performance, and then give them a reward or punishment. In other hand, only when problems or mistakes happen, the transactional leaders may also do something to followers. And this is an intervention to avoid something has gone wrong (Brymer & Gray, 2006). According a research, emotional intelligence (EI) and transformational leadership have relationship between with their constructs. It is because have some experts in the field of EI think that some elements of EI are core basis of visionary or transformational leadership. For example, “elements of EI such as empathy, self-confidence, and self-awareness” are core basis of visionary or transformational …show more content…
Emotional intelligence have five components, they are a self-awareness, self-regulation, motivation, empathy, and social skill (Goleman, Harvard Business Publishing, 2004). Self-awareness can make people knows the deadline and then make them plan more carefully and do well in their job. As people may feel a bad moods and emotional impulses. Self-regulation can make people find ways to control their moods and try to channel the bad moods into a useful. Leader needs to have a motivation because motivation can achieve their own and another one beyond expectations. And also they will set a high performance to themselves when they can achieve on it, and then the staffs will also accord your requirement to reach the high performance. In empathy, when leader have empathy and thoughtfully considering employees' feelings, they will try to find a solution to improve the morale of employees. In social skill, the leader can easy to find the peoples who knack for building rapport, and then have an effective at managing relationships.
3. The main argument about presented case
The main argument is that leadership should have EI and if the leaders need to succeed, EI is it important part of success. I think leadership should have EI because leadership and EI have a relationship between with their constructs. So that, leadership as a science needs EI. It is because EI guide one’s thinking and actions so it will affect the leadership. But, why the author will answer

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