Question

• Analyze the five components of emotional intelligence and their relationship to transformational leadership.
• Discuss how to use transformational leadership combined with the use of emotional intelligence to improve a situation involving teams at work.
• Distinguish between transactional, situational, and transformational leadership and the usefulness of each in impacting team performance.
• Discuss the impact of culture and ethics on the leadership of teams.

Answer 1

FIVE COMPONENTS OF EMOTIONAL INTELLIGENCE

1.Self-Awareness: Self-awareness, or the ability to recognize and understand your own emotions, is a critical part of emotional intelligence. Beyond just recognizing your emotions, however, is being aware of the effect of your own actions, moods, and emotions of other people.

2.Self-Regulation: In addition to being aware of your own emotions and the impact you have on others, emotional intelligence requires you to be able to regulate and manage your emotions. This doesn't mean putting emotions on lock-down and hiding your true feelings, it simply means waiting for the right time, place, and avenue to express your emotions. Self-regulation is all about expressing your emotions appropriately.

3.Empathy: Empathy, or the ability to understand how others are feeling, is absolutely critical to emotional intelligence. But this involves more than just being able to recognize the emotional states of others.It also involves your responses to people based on this information.

4.Social Skills:Being able to interact well with others is another important aspect of emotional intelligence. True emotional understanding involves more than just understanding your own emotions and the feelings of others - you also need to be able to put this information to work in your daily interactions and communications.

5.Motivation: Intrinsic motivation also plays a key role in emotional intelligence. People who are emotionally intelligent are motivated by things beyond mere external rewards like fame, money, recognition, and acclaim.Instead, they have a passion to fulfill their own inner needs and goals. They seek things that lead to internal rewards, experience flow from being totally in tune with an activity, and pursue peak experiences.

Emotional intelligence and their relationship to transformational leadership.

One of the most prominent developments in the investigation of EI and TL is the confirmation of its utility for increasing organizational satisfaction, commitment, and effectiveness. Empirical research by Masi and Cooke compared the impact of TL and transactional leadership on follower motivation, empowerment, and commitment to quality. They found TL tends to empower and motivate followers while transactional leadership, which focuses on rewards or the threat of with holding rewards (Bass and Avolio), tends to suppress follower commitment to both quality and productivity.

It has been found that transformational behaviors on the part of leaders promote empowering cultural norms, high levels of subordinate motivation, commitment to quality, and enhanced productivity. It was seen that empowering cultural norms of organizational citizenship behavior promotes constructive and achievement-oriented behaviors by members. Such norms are associated with basic values and shared assumptions emphasizing the significance of organizational members’ roles and collaboration through motivation rather than by competition. Motivation in this context is the extrinsically stimulated “extra effort” on the part of subordinates inspired by transformational leaders. Transformational leaders enhance the organizational citizenship behavior of followers through motivation

DISTINGUISH BETWEEN TRANSFORMATIONAL, SITUATIONAL AND TRANSACTIONAL LEADERSHIP

distinguished between transactional leaders and transformational by explaining that: a transactional leader is a leader who exchanges tangible rewards for the work and loyalty of followers.

Transformational leaders are leaders who engage with followers, focus on higher-order intrinsic needs, and raise consciousness about the significance of specific outcomes and new ways in which those outcomes might be achieved.

Transactional leaders tend to be more passive as transformational leaders demonstrate active behaviors that include providing a sense of mission.

ADVANTAGES OF TRANSACTIONAL LEADERSHIP ON TEAM PERFORMANCE

1.Employee Motivation:Based on reward and punishment, this leadership style is effective in motivating employees in becoming productive and efficient members of the team. These are because of two reasons. First, the incentive that awaits the employee if he or she contributes to the organization serves as the motivation for him or her to work doubly hard to meet deadlines, reach or even exceed quota because the employee knows that his efforts will not be left unrecognized. Second, this leadership technique also serves as a reminder to a member of the workforce that the management keeps an eye on them and is serious with its drive to expect maximum performance from its employees that mistakes committed and under-performance would mean demerit and punishment.

2.Clear Structure: Transactional leadership is also composed of a structure that is clear and concise. Employees of an organization with this kind of management style are informed before-hand of what the company expects from them. They are also provided with clear instructions and expected to follow a chain of command which makes it easier for them to know what proper channels to go to.

3.Achievable Goals: With short-term planning as part of this leadership style, management ensures that its visions for the company or organization will be realized. This is for that reason that goals and objectives only require a shorter time table to materialize. Consequently, these are easier to fulfill and less demoralizing for employees. By making achievements more accessible in a short period of time, members of the team are more motivated to perform and at the same time be more self-confident.

ADVANTAGES OF TRANSFORMATIONAL LEADERSHIP ON TEAM PERFORMANCE

1.Transformational leadership lowers turnover costs:Transformational leaders tend to retain employees more often than other forms of leadership. They are able to retain more customers as well. That is because of the charisma this leadership style requires.Those using transformational leadership seek to satisfy the needs of the organization as they work to satisfy their personal needs simultaneously.

2.Transformational leaders create enthusiasm: Transformational leaders are able to create enthusiasm within their ranks of followers because of their own enthusiasm. That leads to higher levels of productivity, higher levels of team morale, and lower levels of follower turnover.

3.It encourages ongoing learning and development: Transformational leaders do more than work toward a final goal or vision. They also work toward achieving higher levels of efficiency for themselves and for their followers. This leadership style is one of the best at having people engage with the learning process for this position.

Impact of culture and ethics on the leadership of teams

Leaders have a tremendous impact on company culture. They set the agenda, prioritise work, manage, lead, and delegate. Strong leaders provide a sense of vision, purpose, mentorship, and inspiration to those they lead. Today’s diverse workforce is reshaping what it means to achieve personal and professional success. Traditional leadership styles are not resonating with younger generations who thrive upon more growth and coaching.