Reference no: EM131924228

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MY PEER DISCUSSION BELOW

(MARCUS DISCUSSION)

Based on the Brown and Moshavi (2005) article, examine the linkage between Emotional Intelligence (EI) and Transformational Leadership.
Emotional intelligence (EI), also known as emotional quotient (EQ) and emotional intelligence quotient (EIQ).

Coleman (2008) explains emotional intelligence is the capability of individuals to recognize their own emotions and those of others, discern between different feelings and label them appropriately, use emotional information to guide thinking and behavior, and manage and/or adjust emotions to adapt to environments or achieve one's goal(s) Coleman (2008).

Transformational leadership is a style of leadership where a leader works with subordinates to identify needed change, creating a vision to guide the change through inspiration, and executing the change in tandem with committed members of a group.

Joyce, Judge and Timothy (2004) say transformational leadership serves to enhance the motivation, morale, and job performance of followers through a variety of mechanisms; these include connecting the follower's sense of identity and self to a project and to the collective identity of the organization Joyce, Judge and Timothy (2004).

Brown and Moshavi (2005) emphasize the linkage between emotional intelligence and transformational leadership are positively related, transformational leadership and emotional intelligence go together. Brown and Moshavi (2005) write transformational leader has to have emotional intelligence in order to receive organizational success.

When developing the five components of emotional intelligence, a leader will be able to develop his sense of identity, commitment, and control over emotions. Brown and Moshavi (2005) suggest being skilled at emotional management the leaders are equally skilled to give up their own personal needs and priorities the needs of others. It points out that in order to be transformational leader empathy is essentially important and this competency of emotional intelligence would enable leaders to show individual consideration towards employees.

Analyze the impact of a leader's emotional intelligence on transformational leadership.

Brown and Moshavi (2005) describe leaders with high emotional intelligence would be ideally placed to realize the extent to which employers expectations could be raised. Transformational leaders can use emotional appeals to acquire inspirational motivation. Brown and Moshavi (2005) suggest the accurate recognition of the emotions of others is critical to a leader's capability to inspire and build relationships.

Identify and discuss three examples of positive emotions that impact transformational leadership.

Brown and Moshavi (2005) explains transformational leaders are generally energetic, enthusiastic, and passionate. They are concerned and involved in the process of helping every member of the group succeed.

Cherry (2017) emphasize how leaders will yield to high success through the strength of their vision and personality. Effective leaders are able to inspire followers to change expectations, perceptions, and motivations to work towards common goals.

Bass and Riggio (2008) explains the different components of transformational leadership:

-Intellectual stimulation challenges the status quo; they also encourage creativity among followers.

-Individualized consideration involves offering support and encouragement to individual followers.

-Inspirational Motivation those having a clear vision to articulate to followers.

-Idealized Influence serves as role model for followers.