...ARTICLE PRESENTATION Abstract With increasing development of economy and competition among service suppliers, management of staff, feelings is taken into account as a significant side in providing services to customers and influences structure out comes. Therefore service organization, supported the results of the current study, would be able to establish and manage feeling and emotions of their staff in providing top quality and superior services to focus on customers and additionally to market the spirit of service providing and effectiveness of staff, produce some competitive blessings for themselves. Within the current banking setting service quality is one among the most “weapons” that modify banks to differentiate though a really standardized and heavily regulated product from the competition. Following a technique supported service quality is extremely typically a “must” within the current marketplace. These changes compact on each the structure of the trade and also the nature of competition between banks. That’s been same; service quality has become associate more and more vital issue for living and success within the banking sector. This text assesses the effectiveness of the SERVQUAL’s 5 dimensions to the Islamic Bank and measures service quality judged by the customer’s perceptions. that the results from analysis of them supported co relational analysis, simple regression toward the SPSS version twenty for knowledge analysis, total sample two hundred, show that...
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...Introduction Cultural intelligence will be assessed through this report, analysing whether such thesis can be utilized within our organisation to enhance staff development. Cultural intelligence also called cultural quotient (CQ), can be defined as ‘'the ability to engage in set of behaviours that uses skills and qualities that are tuned appropriately to the culture-based values and attitudes of the people with whom one interacts'(Peterson,2004). Respect for basic rights, human dignity and good citizenship are core human values(Donaldson 1996), understanding differing cultures present through our employees and foreign dignitaries will improve our relations with different cultural belief systems, and adorn more sophistication in our diplomacy. Globalization has dramatically increased foreign trade due to the falling trade barriers, easier emigration possibilities, improved transportation and technological revolutions. ‘Growing interconnections bought about by the globalization process require that both managers and organizations expand repertoires of roles’(Parker,2005). Hence effective communications with differing cultures is more important than ever(Tannen,1985). Culture is man-made part of the environment(Herkovits,1948),management must consider the relativity in such analysis, since absolute meanings cannot be derived due to the differing meanings of cultures explained either through the actor or observer. One may assume cultural idioms using models such as ‘Hofstede’s...
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...Conclusions and Research Methods Regarding Emotional Intelligence In Daniel Goleman's “The Emotional Intelligence of Leaders”, real life examples, scientific facts, and the overall impacts of emotional intelligence on leaders and organizations are highlighted. Overall, high emotional intelligence in leaders is more dependent on success within an organization as opposed to high rational intelligence. This basically means that a majority of successful individuals take into account the emotions of themselves and others, while personal knowledge has minimal bearing on the degrees of achievement. Goleman points out that there is minimal variation in the IQ's of organizational leaders, further supporting that emotional intelligence is a bigger determinant in measuring accomplishments on all organizational levels. From a scientific standpoint, emotions are controlled internally by the limbic system. Contained within this region of the brain is a structure called the amygdala, which stores a person's life-long memory. The amygdala is also responsible for controlling all of the different types of emotional reactions a person may experience. The author’s observations of the biological aspects of emotional intelligence, which includes the purpose of the limbic system and the function of the amygdala, are critical in understanding why emotions are a part of human life and important to organizational leaders. The article further examines the concept of emotional intelligence by highlighting...
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...Emotional Intelligence Leadership Success. Seth Ramachandiran Theoretical Paper submitted for the OB Class. Abstract: The theoretical paper defines and analyses the impacts of the Emotional Intelligence on leadership and success. Emotional intelligence, Leadership and success are very subjective terms and can be interpreted in various ways.. Hence an attempt is made to define them and set the boundaries of the analysis. Firstly the foundations of emotional intelligence are established and boundaries of it is defined. The scope of leadership and success is defined in the organisations in OECD countries. Couple of examples from India and China is added to differentiate how diverse the leadership and success in these countries compared to US corporations. The leadership excludes the political leadership as such and ability to win votes even though the shared vision, hope (President Obama’s Hope) and mass communication is as much an application of EI as any corporate leaders. Some of the practical aspect of the EI is added in this article to make it more direct and meaningful to practical organisational life. The applications of Intentional Change Theory, shared visions are discussed as useful tool. At an individual level the Positive Emotional Attractor and Negative Emotional Attractor are established. Scientific basis of EI measurement and the research from neurological study is presented to complete the analysis. How the meditation, mindfulness and Yoga fit into...
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...and forecasting the human resource requirements the organization needs to achieve its objectives just to name a few. In just recruiting alone the human resources department has a duty to also look at retention rates, complaints and terminations of employees which allow them to analyze as to what programs work and what do not. Human Resource Research utilizing human resource information database are able to conduct surveys, utilize questionnaires with direct and indirect control questions, or just take a show of hands to determined. If current systems work, what the employees want verses what the employer needs, and establish a system that will benefit not only the employer but also the employees. The examination of eight various articles will look at the various research methods that are used to manage human capital, how they work and how there is room for improvement. Purpose Statement This paper will describe various research methods that are used to determine the validly of human resource methodology and how it is used to determine the effectiveness of managing human capital within a human resource department. A research question with a justification of its viability Can human resources take into account...
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...EMOTIONAL QUOTIENT “A TOOL FOR INDIVIDUAL AND ORGANISATIONAL EFFECTIVENESS ” M.Badmapriya , School Of Management Hindustan University, Chennai, Tamil Nadu, India ABSTRACT Emotional Quotient is a concept, which comprises Emotional Competency, Emotional Maturity, and Emotional Sensitivity. Emotional Competency constitutes the capacity to responding tactfully for various situations, Emotional Maturity constitutes evaluating emotions of oneself and others, and Emotional Sensitivity constitutes managing immediate environments, Maintaining rapport, harmony, and comfort with others. Emotional Quotient is considered as the subset of social Intelligence that involves the ability to monitor one's own and others' feelings and emotions, to discriminate among them and to use this information to guide one's thinking and actions. This research work makes an attempt to establish the magnitude of emotional quotient among the management executives of the Manufacturing Industry. The research is restricted to management executives who will be key decision makers in terms of both long and short-term goals. INTRODUCTION Happiness, fear, anger, affection, shame, disgust, surprise, lust, sadness are emotions, which directly affect our day-to-day life. For long, it has been believed that success at the workplace depends on our level of Intelligence quotient (IQ) as reflected in our academic achievements, exams passed, marks obtained, etc. All these are instances of intelligence...
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...HRM Research 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...
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...review and assess own ability to communicate the organisation’s values and goals to staff in own area Assess own ability to communicate values and goals to staff in own area (12 marks) Values and goals separately, 6 marks each Use Dsc as example 522 – A.C. 2.1 review and assess own ability to set direction and communicate this to others Review own ability to set direction and communicate this to others (20 marks) 522 – A.C. 2.2 motivate, delegate and empower others. Review own ability to motivate, delegate and empower others (20 marks) Relationship of Emotional Intelligence with Team Performance As emotional intelligence is critical to high performance, a person who knows how to stay motivated under stress, motivate others, manage complex interpersonal relationships, his/her others and build teams who are recognized specialists on a product or service are likely to get will get better results (Goleman, 2005). Emotional intelligence is a multi-dimensional concept that links emotion and cognition to improve human interactions. It has been linked to improved workplace behaviour and...
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...Unit V Article Review- Analysis of the Relationship between Cultural Intelligence and Transformational Leadership Columbia Southern University The purpose of this article was to analyze the relationship between cultural intelligence and transformational leadership. The article also evaluates how cultural intelligence, the ability to communicate with employees and comprehend their cultural intricacies are vital skills for transformational leaders.The target audience of this article were the managers and supervisors who sought to gain an understanding of the correlation between cultural intelligence and effective leadership in trade offices. This article could also be appropriate for managers and supervisors at any level in support of their professional development. The authors explain how modern organizations require more managers and supervisors with the ability to distinguish the cultural differences well and communicate appropriately with other cultures (Ismail, A., Reza, R., Mahdi, S., 2012). Transformational leadership was defined as the inspiring proves and motivating the followers in the direction of a common aim or the influencing, motivating, and stimulating others in the direction of doing extraordinary actions is in the way that leaders want (Nielsen, K., Yarker, J., Randall, R., Munir, F., 2009).According to Ismail et al (2012), “an important leadership theory in management literature is transformational leadership which has been theorized to motivate others...
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...from Traditional, Positional Leadership” is an informed viewpoint article. McCrimmon discusses what thought leadership is, and compares it to shared leadership and leaderful organizations. Thought leadership is essentially what it sounds like—leadership that emerges from someone’s thoughts and ideas. Its basis can be described as thoughts and ideas that help to change and improve the way we currently think or operate (1065). Thought leadership is not to be mistaken with shared leadership or leaderful organizations. In shared leadership, all team members are engaged in the teams’ leadership (1065). In leaderful organizations, team members don’t require a leader because they learned to conduct their own affairs. In leaderful organizations, each team member experiences and provides leadership. McCrimmon argues that in shared leadership and leaderful organizations, management is never really differentiated from leadership. Both represent their team members as holding some responsibilities that are typically held by a more formal leader (1065). Unlike shared leadership and leaderful organizations, thought leadership does not hold managerial or empowered authority to make decisions. Thought leaders “challenge the status quo” for the purpose of change (1065). Thought leaders are not necessarily staff in managerial positions. They do not require a specific personality type and do not require teamwork. The article describes how thought leadership can range from those with innovative...
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...Self-esteem refers to person’s evaluation of his or her own worth ,either in specifics such as intelligence ,attractiveness etc. Unrealistic high levels of esteem may decline or lower achievement and at times lead to aggression at various levels of development. At school extracurricular activities has been seen to promote realistic self-esteem while friendship improves self-concept. Self-esteem as a social construction is considered a positive trait in various parts of the world including US while some nations tend to discourage it. Self-concept as a factor of self-esteem changes with time. Many researches have been done trying to identify relationship and effects of self-esteem/self-concept on various components. Some of the researches include; evaluating association between shyness, self-esteem and relationship satisfaction. Effects of self-esteem & self-concept on academic and aggression., influence of esteem on emotional health. The research has also been trying to identify whether gender has significant influence on various components of which the difference appears to be minimal. Darja, K., & Ronalta, G. (2011). Gender difference in self-concept and self-esteem component. New York: ACARDEMIC SEARCH COMPLETE. In the article the author (Darja and Ronalta ) use independent and interdependent theory of self-concept. Based on previous analysis that had showed males have higher esteem than females ,the author assumes men have higher...
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...2. 3. 4. NEW PARADIGM OF WORK CAREER THEORIES ABOUT UNDERSTANDING YOU LEARN TO WORK IN 21st CENTURY MOTIVATION, LEADERSHIP, TEAMS, INTELLIGENCE & STRESS 5. SUCEEDING IN CAREER 6. CAREER PLANNING AND JOB HUNTING © KAMAL KANT, 2012 SEE COURSE OUTLINE & CONTENTS OF TEXT FOR DETAILS 2 WORKING IN THE 21st CENTURY • 13 lectures. • PowerPoint slides of lectures will be posted at least a day before the lecture. • There is a prescribed text for course • There will be recommended readings. • These [prescribed text & recommended readings] must be read if you hope to do well/pass – applicable to S/U candidates too! © KAMAL KANT, 2012 3 FORMAT OF LECTURE • Tuesday Sessions 4.30 pm to 7.30 pm • Wednesday Sessions 1.30 pm to 4.30 pm. • Schedule during Lectures – About 1 hour LECTURE – 15 min – 20 min BREAK – About 1 hour LECTURE © KAMAL KANT, 2012 • Time at end of lecture for Discussion/ Consultation/Clarification with fellow students/instructor. [There are no tutorials for this course.] 4 • It is an paired assignment [40%]. ASSIGNMENT • The assignment essentially requires you to interview three individuals with at least 15 years of career history; and subsequently answer two questions related to information gained from the interviewees and applying your knowledge of the learning from the course and other research you may carry out. • Submission Date for Assignment: Tuesday, 9th Oct 2012 or Wednesday, 10th Oct 2012. • PLEASE READ DETAILS & REQUIREMENTS...
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...Empirical Research Thinking style preference, emotional intelligence and leadership effectiveness Tessie H HERBST Centre for Continuing Professional Development Tshwane University of Technology South Africa kobus G MAREE Faculty of Education University of Pretoria South Africa Correspondence to: Tessie H Herbst e-mail: herbstt@tut.ac.za ABSTRACT In this study, the researchers investigate the relationship between thinking style preference, emotional intelligence and leadership effectiveness in an institution of higher education. The measuring instruments used were the Neethling Brain Preference Profile (NBPP) and the Mayer, Salovey and Caruso Emotional Intelligence Test (MSCEIT), as well as the Kouzes and Posner Leadership Practices Inventory (LPI). The sample comprised 138 managers within a higher education institution. The researchers found some evidence to support the relationship between thinking style, emotional intelligence (EI) and leadership effectiveness. The researchers concluded that facets of brain dominance and emotional intelligence may be potentially useful predictors of transformational leadership behaviours. Keywords: thinking style, emotional intelligence, transformational leadership, brain dominance, brain hemisphericity SA Journal of Industrial Psychology Leadership is a complex and diverse field of study. The difference between leaders and non-leaders remains a source of disagreement and controversy in the leadership...
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...Running head: PROBLEM SOLUTION: GENE ONE Problem Solution for Gene One University of Phoenix MBA 520 – Transformational Leadership Problem Solution for Gene One Change is inevitable in any organization; however, there are a myriad of approaches toward that change and the individuals involved. Change relates directly to organizational behavior and leadership style. This problem analysis and suggested solution will look at a scenario entitled Gene One and will explore the challenges facing the CEO and the changes facing the company and its employees. This analysis will review a number of leadership style issues in addition to organizational culture, knowledge management, emotional intelligence, and knowledge management. Situation Analysis Issue and Opportunity Identification Change is, and never has been as easy to accept, as the change agent would prefer. Niccolo Machiavelli said, “There is nothing more difficult to take in hand, more perilous to conduct, or more uncertain in its success, than to take the lead in the introduction of a new order of things” (Kaplan, J. ed. 1992, p. 136). Several areas related to organizational development and leadership style are evident in the scenario. Internal communication or lack thereof can make or break an organization in transition. At Gene One, the process has not been particularly effective to date creating tension not only within management but also throughout the organization. Management has a unique opportunity...
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...Emotional intelligence is ability to understand our own emotions and those of others and to apply this information to our daily lives (Lilienfeld, Lynn, Namy, Woolf, 2009). It’s the ability to perceive, understand, manage and use emotions to guide thoughts and actions (Goldman, 1996). Besides that, according to three studies about emotional intelligence and its influences on academic performance, people can also know that emotional intelligence is also a predictor of academic performance and studying success. All three articles did describe three different study methods and different goals; however, they all practiced on college student. The first study, “The role of trait emotional intelligence in academic performance and deviant behavior at school”, is about trait relationship between emotional intelligence and cognitive ability and academic performance. For examples, student with high emotional intelligence are likely to absence and excluded from school and most emotional intelligence effects continue to exits even when that person has controlling their personality variance (Petrides, Frederickson & Furnham, 2002). The second article, “Trait emotional intelligence and preference for intuition and deliberation: Respective influence on academic performance”, considers about the role of trait emotional intelligence and preference for intuition and deliberation in short-term academic performance. Its results are relationships between trait emotional intelligence, preference for...
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