...1.0 The Role of Emotional Intelligence In Project and Construction Management Today 1.1 Introduction This literature review deals with the role of emotional intelligence in project and construction management today and argues that, even if it is a relatively new approach and just became more and more important during the last decade, the topic is still not getting enough attention in the contemporary construction industry (Zhang & Fan, 2013). Especially when it comes to larger and more complex or even international and cultural complex projects, a high level of emotional intelligence and competence in the project management might be more necessary and contribute to the project’s success (Müller & Turner, 2007). Therefore this literature review contains an overview of the significant authors, defines the actual term of emotional intelligence, analyses the main issues and positions, summarizes some relevant studies and research and identifies implications for contemporary project and construction management practice. 1.2 Overview As one of the most significant authors Goleman (1995) defines emotional intelligence as the ability of being aware of your own and other’s emotions, recognizing them and even using them to influence people in their actual thinking and behaviour. That is why these abilities are very supportive and at least as important as IQ or technical skills for every leader independent of his industry, in order to achieve better business results (Goleman...
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...lRole of Emotional Intelligence in Virtual Project Management Shazia Nauman MEM, MBA shaznaum@yahoo.com CASE, Pakistan Maliha Elahi, PMP, MCT malihaelahi@yahoo.com SPO, Pakistan Zeeshan Ahmed Bhatti xeeshan@gmail.com CASE, Pakistan Umair Khalid umair.khaled@gmail.com Ericsson,Pakistan Abstract- In today's competitive global environment, projects in organizations consist of cross-functional teams that are formed to utilize individual expertise. A project manager whose primary responsibility is to achieve project objectives deals these individuals. Since the rational and emotional aspects of a project vary in complexity, the role of the project manager is critical to project success. The objective of this study was to demonstrate linkages between emotional intelligence and the challenges faced by virtual project managers. The study will also show that there exists a multi tier relationship between Emotional Intelligence (EI) and challenges/elements of VPM. 1. INTRODUCTION Emotional Intelligence has its roots in the concept of "social intelligence", as first identified by E.L. Thorndike as early as in the early 1920s. The term Emotional Intelligence first appeared in a series of academic articles authored by John D. Mayer and Peter Salovey [1]. Goleman defined Emotional intelligence as a person’s self-awareness, self-confidence, selfcontrol, commitment and integrity, and a person’s ability to communicate, influence, initiate change and accept change [2,3]. In...
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...in Lecture 2-2, what ways do you feel culture plays in the establishment of a project methodology? Use examples of your past experiences or research into the topic to support your answer. As you will find in my posts, I try to buck the system and go against the majority, not because I think I am right, but to see if I can convince myself and others that there might be unforeseen conclusions in the way we are thinking. But, with this discussion, I would find it very difficult to disagree with everyone that has posted thus far. Organizational culture does play a major role in establishing project methodology. The organizational culture is a system of shared beliefs, values, and assumptions by which people (employees) are connected. Culture is also one of the defining aspects of an organization that sets it apart from other organizations even in the same industry. The organization culture has several defining functions that affect each employee: The first is culture which provides a sense of identity for its members. People will feel a close and strong connection with the organization if the mission of the organization is well defined and values are well stated. Secondly, the culture helps legitimize the management system of the organization. The system must also be well defined and clear. The employees must understand the structure of the company and understand authority relationships and why their authority is to be respected. Thirdly, the organization culture clarifies...
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...Article 5 Building Emotional Intelligence in Group Emotional intelligence has to do with your ability to accurately understand and manage your emotions and to recognize how your emotions influence or affect the people around you through self- awareness, self-regulation and social competence. The impact of emotional intelligence in any group work cannot be overemphasized as it helps to enhance and also determine success in team projects with high level of interpersonal elements. Now the question is this- Why is it important for teams to build their emotional intelligence? One of the major benefits of building emotional intelligence in team work is that it helps team members to be able to communicate. If team members have a better understanding of their emotions and that of their fellow team players they will be able to relate well in a more constructive way which will definitely lead to a resourceful and more fulfilling team relationship. In addition, emotional intelligence plays a crucial role in the aspect of conflict management. For example, a team member who in most cases comes late to meeting or show little or no interest on most of the task might be facing some psychological problems. Team members that do not have empathy might not understand why that particular team mate always shows up late. Being in tune with your team mate’s emotions is very important. Putting yourself in someone else’s shoe makes it much easier for you as a team member to know why your co-team mate acts...
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...title is a Project Engineer. I have held that position for approximately 1yr. During that time I have built a 280,000 square ft. grocery store and worked on business development and customer follow up in the Dallas and Houston markets. Roche is consistently ranked in the top 25 of retail General Contractors in the US and has begun branching out into other sectors of construction including education, public works and industrial projects. The main markets for this organization include Colorado, Las Vegas area and recently Texas with large grocery store chains. The company focuses most of its efforts on retail education; industrial, manufacturing, and warehousing. I started with the company 1 year ago with the title of Project Engineer which can also stand for Assistant Superintendent. The first project I worked on was the construction of a Tom Thumb grocery store in Flower Mound, TX which had its grand opening on October 31 2012. Since then I have had the chance to help with project development and to oversee small projects in the Dallas and Houston markets. In commercial construction there is a different organizational structure than most other organizations. It is called “Autonomous Project Organizational Structure”. In the autonomous project organization, each project operates as its own, somewhat independent entity. (Clements & Gido 2012 p.437) I personally have never been to one of the offices of the company and have only worked in the field on projects in Dallas,...
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...Role of Emotional Intelligence in Effective Leadership OB PROJECT TERM I By: Anumeha Gupta (h11067) OB-II PROJECT (TERM II) Dwaipayan Gupta (h11075) Shesadri Biswas (h11110) Sreekanth S V (h11113) Vikrant Chaplot(h11118) GROUP B7 1 ACKNOWLEDGEMENTS We would like to express our gratitude towards Prof. Manish Singhal for giving us the opportunity to pursue this project in the course “Organizational Behaviour - II”. We want to thank him for his creative and thoughtful ideas that made our project work highly interesting and interactive. We would like to thank Mr Gaurav Marathe for taking out the time to answer our numerous queries and for his useful suggestions that went a long way in helping us improve our project. We would also like to thank Ms Dulcie Margaret Young for providing the necessary administrative support. We would like to thank the committee heads and secretaries at XLRI for their valuable inputs. We also want to thank the committee members (both senior and junior batches) for taking out the time to answer our questions regarding their respective committee heads. We would always be grateful to the esteemed pedagogy of XLRI and hope to apply the learnings from this project for effective management in our respective fields. 2 TABLE OF CONTENTS Abstract ............................................................................................................... 4 Introduction ...............................................................
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...leadership styles. In the article the writer explains the differences between the several types of leadership and explains why thoughtful leadership is the best form of leadership. Shared leadership is described as when all members of a team contribute equally to the success of the team. The problem with this type of leadership occurs when the group no longer has a need for a leader. This typically happens when a team is self sufficient. They are able to achieve their goals with no guidance. Leadership at this point only negatively impacts the group. The group is successful not because the group lacks leadership but due to the overabundance of leadership. Each member of the group brings their experiences to the group allowing the team to be successful. Sometimes within a shared leadership organization disruptive leadership can occur. Disruptive leadership occurs when a member of a team takes charge of a group with no formal authority. This can cause major problems within the organization. Often times the productivity of the team will go down. The team will also decrease its chances for innovation. Innovation is essential for a team to be successful. For these reasons the writer argues the point that thought leadership is the best form of leadership. Unlike the traditional style of management, thought leadership breaks down the barriers of typical management. The main idea behind thought leadership is to break away from the norm. Thought...
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...Proposal Human Resource Managers Perceptions of Leader Emotional Intelligence and its Effect on Employee Commitment: A Phenomenological Study ____________________________________________ [Insert name of Researcher] [Insert name of Institution] [Insert date of submission] Problem Statement Human Resource professionals are closely involved in all aspects of employee turnover and occupy a unique role in the organization, interacting between executives and all other employees (Gentry, 2006). Human Resource professionals are involved in organizational decision-making, liaising with senior leadership and with employees at all levels of the organization as an aspect of personnel administration and recruitment, selection, and termination (Gentry, 2006). This unique position gives Human Resources a clear overview of the personnel within the organization (Wielemaker & Flint, 2005). Leadership plays an important role in the success of an organization (Bass, 1990), and the emotional intelligence of the leader has an impact on the organization (Goleman et al., 2002). Affective commitment is important for reducing turnover (Morrow, 1993). It remains unclear whether the emotional intelligence of the leader affects employees’ commitment. This phenomenological, qualitative study will explore the life experiences of Human Resource professionals, to investigate the phenomena of the emotional intelligence of the leaders and the affective commitment of their employees...
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...Articles Books Other Information Sources eLearning Programs | | About the Mentors Donna D. Conlin, M.Ed., is Organizational Development and Education Manager at Bose Corporation. She has twenty years of human resources development experience in a variety of business environments from entrepreneurial start-ups to established corporations, all experiencing significant change in their markets and technologies. She has worked extensively in the development of high-performing technology teams and expertise networks and has designed and implemented seminars on team leadership across several large high-tech companies, worldwide. During her ten years of field work, Linda A. Hill has helped managers create the conditions for effective management in today’s flatter and increasingly...
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...a low concern for people and relationships. A directing style leader will establish clear goals and objectives for his or her work and also for his or her followers. I do think this is the appropriate style because followers, who have no clue about the job, self-confidence, or skills, need to be guided by the leader. The leader needs to provide guidance and instructions. Once the followers demonstrate they are self-confident, the leader can change from directing style to coaching style. My first couple of weeks in my former job, my supervisor used directing style as well. As time passed I obtained self-confidence and skills in my job, as a result my supervisor stopped giving me instructions because she knew I was ready for the job. That’s why I don’t agree with my result from the self-assessment test. Locus of control means if the person believes that they have control, or if it was out of their control. People with internal locus of control are more likely to succeed in school and cope with pain because they feel like they have control over themselves. On the other hand people with external locus of control sees environmental causes and situational factors as being in control over them. In the self-assessment test of measuring locus of control I scored a 58, which means I have an internal locus of control. I believe I am responsible for my own choices and action, and I deal with the consequences of them. This week...
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...the choices you make.”(Denis Waitley, author) There are many different styles of leadership in Todays modern world. To be a good and effective leader it is my belief that you must adapt your leadership style to the people whom you are leading and the outcome you wish to achieve. I will now outline some of these styles and how I feel they should be adapted. A leader should be able to take responsibility. An Autocratic leader is one who operates under the assumption that the buck stops with them. Autocratic leaders excel at setting objectives for teams and individuals, but they are inexperienced at feeding back the team’s views to higher management. All autocratic leaders believe that their opinion is the only one that matters and they will not accept anyone else’s as such they are solely motivated by their own importance. If this management style were to be adapted in a place of work, it would be a much regimented operation thus unilateral and would be best suited to businesses that need to make decisions quickly. On the other hand, a Democratic leader is someone who seeks the approval and inspiration of a team of colleagues before applying a decision. This is someone who will always consult people before making any decision which may affect them. Democratic leaders tend to excel at delegating, communicating and motivating their team members. Thomas Jefferson famously said that “delay is preferable to error.” This is very true in terms of democratic leadership. An autocrat...
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... so much attention has been paid to employees who experience difficulties with work performance because of serious personal problems. Because of the nature of problems such as alcoholism and certain psychiatric illnesses, special strategies have been developed via occupational programs which attempt to use the deteriorating work performance of the employee as a basis for intervening in his or her problem. Such programs have had a mixed reception from management. To study, how problem employees are perceived and handled in the workplace, an interview survey was conducted among a sample of 10 personnel managers drawn from 76 large (200+) manufacturing companies in metropolitan Adelaide. The results indicated that problem employees are seen as either a very small or non-existent problem. Only two respondents regarded the problem as serious, but comparison with the other respondents generally revealed no significant differences which differentiated the groups on personal or organizational variable. Data on other important areas such as characteristics of problem employees and disciplinary procedures were also discussed in relation to above...
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...short few weeks we focused on self-assessing leadership theories, management, time management, personality traits, conflict handling style, and emotional intelligence according to my type of leadership. Self-assessing each of these components has given me the proper tools to improve my leadership and I am intrigued about what I found out about myself on this journey to enhance my leadership skills. Discovering the tools needed from a combination of leadership theories management, time management, understanding my personality traits, understanding conflict handling styles, the importance of the emotional intelligence, using the instructor’s recommendations, and understanding the role of nurse informatics and its technology in healthcare has helped me better understand my leaderships strengths and how to repair my weaknesses. I have learned many different things about leadership, management, and time management. According to a 2014 article by MSc Nizar Said defines time management as, “The ability of a person to use the time function to accomplish the tasks in the exact timing” (Said, 2014). It is important to acquire effective time management skills to use time efficiently. This same article states, “Time management is recognized as an important component of work performance and professional nursing practice, as well as help nurses use different strategies of time management” (Said, 2014). Using time management as a tool can effectively change the way we work and allow us to work...
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... | | |Driving in the Fast Lane at Landon Care Products | | | | Prepared June 14, 2010 TABLE OF CONTENTS I. BRIEF SUMMARY - 1 - II. TOP TWO OR THREE ISSUES/PROBLEMS IN THE CASE - 2 - A. Alex Sander’s lack of Emotional Intelligence is alienating the product staff. - 2 - B. Develop Alex’s potential talents to insure success for the product group and for Alex individually. - 4 - III. Alternative Solutions to problems in which I have identified. - 6 - A. Solution for Alex Sander’s lack of Emotional Intelligence is alienating the product staff. - 6 - B. Solution developing Alex’s potential talents to insure success for the product group and...
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...Abstract Emotional Intelligence is a set of qualities and competencies that captures a broad collection of individual skills and dispositions, usually referred to as soft skills or inter and intra-personal skills, that are outside the traditional areas of specific knowledge, general intelligence, and technical or professional skills. Emotions are an intrinsic part of our biological makeup, and every morning they march into the office with us and influence our behaviour. Emotional intelligence consists of five factors: Knowing one's emotions, managing emotions, motivating one, recognizing emotions in others, and handling relationships Goleman (1995). Researchers today are interested in finding the effects of emotional intelligence on employees and thereby, organizations, and analyzing the various other facets of EQ. Emotional intelligence improves individual and organizational performance. It plays a significant role in the kind of work an employee produces, and the relationship he or she enjoys in the organization. Work – Life Balance is a challenging issue for IT leaders, managers and has also attracted the attention of researchers. Work/life balance, in its broadest sense, is defined as a satisfactory level of involvement or ‘fit’ between the multiple roles in a person’s life. In this climate managing the boundary between home and work is becoming more challenging. Organizations need to ensure they not just encourage but mandate a practical and workable work/life...
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