Essays on Emotional Intelligence in Leadership Assignment

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The paper "Emotional Intelligence in Leadership" is a good example of a management assignment.   Leadership responsibilities should be handled with care always. When dealing with different people in an organization, it is important for one to understand their capabilities. The behavior of the leaders is an important virtue when it comes to the success of any organization. For this case, the store manager yelled at the other managers due to pressure. However, it was not the best choice for him to do that since this could inflict fear among the junior managers' something that could result in poor performance. On my side, the response to the behavior of the manager could be just understanding what he needed.

Come up with possible ways that we could improve the general performance within the organization. I will encourage most of the managers to study the markets in which they are in charge and ensure that everything is done according to customer expectations. However, the manager will need to control the anger and instead concentrate on understanding various challenges that they are facing hence making them perform poorly.

Through this, they will feel involved and have a positive leadership behavior within the organization. Some of the emotional principles that the manager lacked include lack of self-awareness. This can be seen in the case where the emotions rose to a point that he yelled at others. She could not practice self-control. This was seen when she yelled at the other managers. This is not a good show from the side of leaders. The store manager did not practice adaptability. She could not understand that things change hence she had also to see what changed over time.

She did not observe the principle of empathy. She could not observe things from others perspective. She did not practice the principle of conflict management. This was seen by not understanding what the other managers were going through. She has not even able to convince the other managers to stay in the organization and lay down methods they will use in cropping a positive revenue collection in the organization. In the part of communication, it was best for the manager to use dialogue. Sit on a round table have one on one talk with the other managers and understand what they were going through.

They could have come with different methods to assist in ensuring that positive impact is felt within the organization. It could be important for the manager to ensure that any answers that were being given to junior employees were polite. The understanding was very important as it will ensure all communication channels are understood by those involved. The behavior of the store manager could discourage most of the employees as they will feel they are not up to the task.

These could lead to lowered morale as they will always work under pressure. The fact that the manager shouts at them without trying to know the root cause of the poor performance is a discouragement. Hence, the relationship that will exist between employee performance and the manager behavior will be negative to the organization (Murphy et al, 2006).


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Matthews, G., Zeidner, M., & Roberts, R. D. 2007. Emotional intelligence: Knowns and unknowns. Oxford, England: Oxford University Press.

Mayer, J. D. 2006. A new field guide to emotional intelligence. In J. Ciarrochi, J. P. Forgas, & J. D. Mayer (Eds.), Emotional intelligence in everyday life (2nd ed., pp. 3–26). New York: Psychology Press.

Mayer, J. D. 2007. Personality function and personality change. In J. Ciarrochi & J. D. Mayer (Eds.), Applying emotional intelligence (pp.125–143). New York: Psychology Press.

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Murphy, K. R., & Sideman, L. 2006. The fadification of emotional intelligence. In K. R. Murphy (Ed.), A critique of emotional intelligence: What are the problems and how can they be fixed (pp. 283–299). Mahwah, NJ: Erlbaum.

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