Leaders in an organization or a company play a significant role, not only in determining the success of the company but also in employees self-confidence. Two essential elements play a vital role in the attainment of employees self-esteem (Netherlands, 2017). The self-confidence of the employees means that they are confident in what they do, have high self-esteem and that they have deepest strengths of themselves. The leaders in a company should make it possible for their staffs to realize their potential in taking risks, meeting and handling new job challenges, staking claims and also be able to deliver. Self-assured employees have confidence in both their judgment and abilities. This paper will discuss the hostility leaders emotional and social intelligence on impacting employees productivity, organization loyalty, work satisfaction as well as turnover intentions by the employees in a company.
Emotional intelligence refers to the capacity that a person has in managing and understanding their emotions (Fox, 2013). As per the belief of many experts, emotional intelligence quotient seems way more important than intelligence quotient as a predictor of the quality of a relationship, overall happiness of self and those around them as well as the general success of a company or an organization. Emotional intelligence has evolved over the years among different people. Several leadership skills are involved with emotional intelligence, and they are inclusive of self-regulation, self-motivation, self-awareness, social skill and also empathy (Cavallo & Brienza, n.d). Emotional intelligence helps a person adapt to their reactions, motivate ones self to take appropriate actions, follow through and commit oneself and also be able to discern, understand and relate to other peoples feelings. Additionally, a person with emotional intelligence can build healthy relationships, resolve conflicts wisely, relate to social situations around them as well work in a team (Education, 2009).
Emotional intelligence is essential to many aspects of life, more so in leadership. This kind of information is not something that is inborn. Leaders with no such intelligence can be hostile towards their subordinates in an organization, and this could have negative implications touching on many aspects of the organization (Goleman & Boyatzis, 2008). Recently, the topic of emotional intelligence has become a bit of a buzz in human resource department with many researchers suggesting the importance of this phenomenon. The ability to embrace the human emotion nuances not only are practical benefits at the workplace but also makes the environment ample for the staffs to stretch their skills and reproductively for the success of the organization. Hostility from leaders in an organization can make life a living hell for the employees who may take drastic measures that might end up affecting the whole organization negatively (Jordan & Troth, 2011).
The reactions that take place in the brain when people get to interact sets a subtle truth on what constitutes a good leader. In many occasions, the things that leaders do mostly get attuned to the moods of those they work with socially with their employees (Marecki, 2014). Occasionally, leader-follower dynamics is a case of many independent brain reactions which act consciously or unconsciously to each other. In a system like in an organization, the brains of the individuals in such a setting become fused as a single entity. A good leader is one who can leverage healthy behavior of brain interconnectedness within a system. Leaders should not be like people who experience social disorder and underdevelopment on the opposite side of the neural syndrome, for instance, the Aspergers and Autism victims. These people with underdevelopment have brain disorders which affect their social interaction.
Better leaders should potently be able to identify authentic contexts from which they can learn the various social behaviors which reinforce the common circuitry of the brain (Saeed, Waseem, Sikander & Rizwan, 2014). A leader should not put much emphasis on mastering a situation or a social skill but rather develop a talent and a genuine interest to foster positive feelings in whom they need support and corporation. Thus, a socially intelligent leader should have a set of relational and interactive competencies which are built based on specific neural circuits. Complexities in decision making, as well as the performance standards in a managerial setting, are affected by the ability of those in the highest social ranks to interact with those below them in an organization. For a leader to be able to display and exhibit social intelligence, they should start off by having self-efficacy which would, in turn, help them attain the goal of social intelligence (Gallup, 2017).
Employees commitment has advanced over time taking different directions and also offering different insights on the issue. The engagement of a worker to their organization is essential for the achievement of the goals of the organization. Commitment implies that the employees objectives of the organization and also feel fully satisfied with their contribution to the organization (Loveman, 2017). The manner in which the employers respond and react to the staffs effects to a large degree their commitment to the organization. The hostile employers usually create negative implications for the employees, and the employees in return respond act defensively by drifting away and sometimes terminating their contract with the organization (Robinson, n.d) The company should come up and put strategies in place particularly in the human resource department which is meant to increase the employees commitment to the organization, particularly based on social and emotional intelligence of the leaders in the organization (Pangarkar & Kirkwood, 2013).
Employee satisfaction describes whether the staffs are content, happy and feel fulfilled at their places of work. The satisfaction of the employees determines to a great extend the overall success of business. Positive employee morale is thus vital for the satisfaction of the employees. When the employees do not show total satisfaction with their work, then there they must be experiencing some degree of hostility from their leaders, and thus perform poorly in their work. The leaders need to respect the employees at levels of the organization (2016 Employee Job Satisfaction and Engagement: Revitalizing a Changing Workforce, 2016). Once the employees are satisfied and that their employers are not hostile to them, then their job performance will improve greatly. The employees need to use their emotional and social intelligence to respect the emotions of their staff, and by doing so, the employees will fell satisfied with their jobs. There is a high probability of staffs being satisfied with their jobs when they have a good relationship with their employers.
The productivity of the employees refers to the assessment of a group of workers or even a single worker about their output over a given period (Sardoma, n.d). A leader should create a family-like social union with their staffs, and that means having the best interests o the staff in mind. By knowing that their boss always has their back, the employees would work even harder and better to increase their reproduction in the organization. The boss should be well understanding, remember that the employees have lives outside of the organization, and thus treat them as humans too. Additionally, employees are most likely to increase their reproduction when they every success they achieve is taken into consideration, is celebrated ad appreciated by their leader. By doing so, the employees will be more motivated to increase their reproduction in the organization. At times, the employees prefer doing the wrong thing rather than asking when they have a poor relationship with their leaders. Thus, having good social intelligence improves communication and thus reproduction (Scuderi, 2017).
The days when the employees would stick in the same organization for all their working years are long gone. Thus, it is up to the organization's leaders to add extra effort to foster and retain the talent of the employees, and use of the emotional and socially intelligent leaders would serve the purpose (Zyga, 2012). The heart of the success of an organization lies with the employees who would go to all extents to improve the organization. These employees share expertise, boost the morale of their colleagues, conserve the resources of the organization and resolve the conflicts that may emerge in the group. A leader should find out what their loyal employees like and freer, and from there they can make these employees marketable to retain them. Employees hate it when they feel used (Goodman & more, 2013). Hence leaders should create a social relationship that is mutually beneficial to all the parties. The more the leaders are hostile to the employees, the more the employees will feel the reason to leave the organization.
In modern days, the issue of turnover intentions has become critical particularly when the employees leave the organization or the organization get rid of its staffs (Islam, 2013). Whether the employees leave the organization voluntarily or are fired by the organization, the turnover intentions incur more expenses for the organization in hiring, conducting interviews and replacing the fired employees. When an organization loses trust in its employees or the employees are dissatisfied with their jobs, the turnover intentions increase to a great level. A socially and emotionally intelligent leader should be able to discern the problem that has led to turnover intentions, and thus come up with effective methods of handling the situation, the leader-member exchange program is essential in solving the issue of turnover intentions as it defines the relationship between the two parties (Josangmi & Bag-Inhui, 2010). The leader should make his staffs feel part of the organization, and that would be achieved through appreciating the staffs, respecting their opinions and giving thoughts to their suggestions on the matters of the organization,
Emotional and social intelligent should be part and portion of every organization and business leader. The two skills smoothies the relationship that the leaders have with their employees. When the staffs in an organization feel motivated, appreciated, respected and their interests are given a priority in the organization, then there is a high probability o them increasing productivity, reduction in turnover intentions, increase in loyalty and attaining satisfaction. A Leader who clearly understands the importance of developing emotional and social intelligence has higher chances of leading the organization to greater lengths and increased market share.
Netherlands, M. (2017). The Importance of Emotional Intelligence in the Work Place | Michael Page. Michael Page. Retrieved 21 April 2017, from http://www.michaelpage.nl/en/advice/career-advice/career-development/importance-emotional-intelligence-work-place
2016 Employee Job Satisfaction and Engagement: Revitalizing a Changing Workforce. (2016). SHRM. Retrieved 21 April 2017, from https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/pages/job-satisfaction-and-engagement-report-revitalizing-changing-workforce.aspx
Cavallo, K., & Brienza, D. Emotional Co...
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