This paper has been formulated to explore the four components of Emotional Intelligence (EI), and how they aid leaders achieve strategic goals that support organizational goals and visions. In doing so research is conducted on the leader styles of transactional and transformational leader’s are compared and contrasted. The research discerns how EI factors as a critical skillset for communicating the organization’s mission and vision statement to employees in a synergistic approach that garners employee discernment and acceptance. Introduction Emotional intelligence (EI) is a critical skillset required in today’s workplace. EI is the ability of a person to recognize, express, and understand emotions; and the capacity to regulate both
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Employees embrace leaders that connect with them on an emotional level (Leban & Zulauf, 2004). Leaders with EI have long term success in their organizations, and they understand employee concerns (spoken and unspoken) as they are capable of monitoring emotions, and managing emotions (Rosete & Ciarrochi, 2005).
Leaders that do not possess a high degree of EI are not as successful at accomplishing a communicating a company’s mission and vision statement to employees. Their leadership styles does not connect emotionally with employees (Dvir, Kass, & Shamir, 2014), and they are not as successful in the long term.
An evaluation of transformational leaders, and transactional leaders provides insights into how their leadership styles garner understanding, acceptance, and an employee voluntary contribution to a company’s mission and vision.
Literature …show more content…
Evidence was provided to compare and contrast the leadership styles of transactional and transformational leaders. In doing so, EI intelligence is demonstrated in the leadership style of the transformational leader. Research concluded that transformational leaders are more effective long term than transactional leaders (Bycio, et al. (1995); however, transactional leaders are effective in roles such as maintaining the flow of daily operations (Ingram, 2015). Concrete evidence provided from various resources purport that transformational leader is emotionally connected with their employees, and are best positioned to communicate the organizations mission, and vision statement in a manner that garner voluntary support. Research also concludes that both leadership styles are necessary in the business community. The transformational leaders are better suited for environments where strategic goals have been developed to support an organizations mission and vision statement (Ingram,
Employees embrace leaders that connect with them on an emotional level (Leban & Zulauf, 2004). Leaders with EI have long term success in their organizations, and they understand employee concerns (spoken and unspoken) as they are capable of monitoring emotions, and managing emotions (Rosete & Ciarrochi, 2005).
Leaders that do not possess a high degree of EI are not as successful at accomplishing a communicating a company’s mission and vision statement to employees. Their leadership styles does not connect emotionally with employees (Dvir, Kass, & Shamir, 2014), and they are not as successful in the long term.
An evaluation of transformational leaders, and transactional leaders provides insights into how their leadership styles garner understanding, acceptance, and an employee voluntary contribution to a company’s mission and vision.
Literature …show more content…
Evidence was provided to compare and contrast the leadership styles of transactional and transformational leaders. In doing so, EI intelligence is demonstrated in the leadership style of the transformational leader. Research concluded that transformational leaders are more effective long term than transactional leaders (Bycio, et al. (1995); however, transactional leaders are effective in roles such as maintaining the flow of daily operations (Ingram, 2015). Concrete evidence provided from various resources purport that transformational leader is emotionally connected with their employees, and are best positioned to communicate the organizations mission, and vision statement in a manner that garner voluntary support. Research also concludes that both leadership styles are necessary in the business community. The transformational leaders are better suited for environments where strategic goals have been developed to support an organizations mission and vision statement (Ingram,