Contents

Reflection 1

Reflection 2

References

Emotional Intelligence, Cultural Intelligence and Diversity - Reflection 1

This reflection aimed to understand how the concept of emotional leadership links with that of theories and practices. When I heard about emotionally intelligent leaders I thought what will be the benefit of learning about this because a leader cannot show his emotions and being intelligent in emotions was confusing me. I always used to think that when a person becomes a leader he or she should turn off their emotions but when I was learning about this type of leaders it changed my perception. I realized that if a leader does not perceive emotions he or she will never be able to understand the emotions of his people in an organization. And this is why there is a need for leaders to master the emotions intelligently. I started paying more attention when I realized its importance (Dartey-Baah & Mekpor, 2017). I comprehended from the learnings about emotionally intelligent leaders that these kinds of leaders can decipher the silence of the others and can even make out from the facial expressions of the people. These kinds of people sometimes take advantage of the emotion of the other for the greater good for a community or organization.

I was understanding things but had some questions in mind. I was about to ask when the professor gave an example to make things clear. The professor told that sometimes to counter the outrage of the employee leaders treat them out of anger and this type of behaviour must not be possessed by the leader of the organization. After listening to the example, I realized that it is important to manage emotions. I came to identify that it is not an easy task. Various strategies would be required to deal with the emotions such that it can be easily suppressed. Emotionally intelligent leaders have the power to make cognitive decisions for the organization. I was able to release that to become an effective leader of the organization I would I have to develop the ability to understand, perceive, use and manage the emotions (George, Ibarra, Goffee & Jones, 2017).

In the middle of the lecture, I started thinking that what would be the impact of an emotionally intelligent leader on an organization. I started finding my answer. I realized that leaders who lead in an inspiring and intelligent way can help achieve the goals and ambitions of the organization. I also realized that leaders influence the emotional environment and have a direct impact on the performance of the people. It affects the service provided to the customers and also affect staffs behaviour. I thus found that feelings play an important role in the leadership process.

I also realized that a leader’s leadership style is influenced by positive moods and negative moods. I realized through analyses that negative moods of the leaders help to handle complex situations of the organization and positive mood helps to solve the real word problems. But having control of positive and negative thoughts is very important. Because a negative mood may diminish the trust and can destroy long-established relation. Likewise, the positive mood also does not help and I was supervised to know that both the moods can harm the profits of the organization (Mullen, Limberg, Tuazon & Romagnolo, 2019). Positive moods can also have negative influences. It helped me to understand that both positive and negative moods of the person can result in dysfunction. I was thinking than on what basis a leader would be judged and then through the lecture, I came to know that there are eight competencies on which leaders can be judged. This news excited me and I became curious to know which are those. These include building a personal leading, leading capability building, leading change, leading cultural building, strategic leadership, intellectual leadership, building reputation and relationships and leading politicians.

In addition to all of these, I also came across seven EQ elements must be present in the leaders. These include self-awareness, resilience, intuitiveness, motivation, influence, contentiousness and interpersonal sensitivity. But having all these qualities is not possible and I got confused a bit but then the lecturer explained that an emotionally intelligent leader must possess self-regulation, empathy, motivation, social skills and self- awareness. These five quality are enough to tell that a leader is emotionally intelligent (Osman-Gani, Anwar & Hamid, 2017). I thus try understanding all the concepts in the deep. I learnt through the concepts that self-awareness helps in realizing and recognizing the moods of oneself and it also shows its effect on others. The second term which I learnt was self-regulation. I learnt that it is the power to change and redirect disruptive moods and impulses and give a propensity to judge and think before acting. I was already aware of the third term but still, I tried to gain a closer insight into it. I realized that motivation is a passion for work in which there is no greed for money and social status in society. The fourth term I learnt was empathy (Fitzpatrick, Shete & Richards, 2018).

I was also aware of this concept but still was not to learn and clear all the doubts. I realized that empathy is a skill to treat people according to emotional reactions. At last, I learnt about social skill. It was a new one for me. I learnt that social skill is a knowledge of how to manage and build relations with the employees and customers in the organization. This skill allows an individual to find out the ground and build a rapport. After learning all these, I thought that I am now prepared for being a good emotionally intelligent leader. Besides this, I also learnt about emotional contagion. I learnt that it is a way by which human beings affect each other in an unconscious or automatic state. They intentionally do not plan to harm the other but y mistake result in it. It also helped me understand that the way people think, react and act is all infectious.

Throughout the week I leant a lot of new concepts and was ready to apply all of them to be an effective leader with all the qualities.

Emotional Intelligence, Cultural Intelligence and Diversity - Reflection 2

This reflection aims to reflect upon two important concepts used in the organization these include tenant of conscious capitalism and U theory. During the course study when I heard these terms, I was curious to know what is their meaning and why it is used in the organization. When the professor explained to us I realized the importance of both of them and how these small looking terms can create a big difference in the world of business.

I was thinking that today most of the world make their business by utilizing some schemes, strategies or idea of others without adding a value to the quality of life of their community in which they are going to sell. The companies only focus on generating huge revenues for the company and after understanding the concept I felt that they should think big and try to aspire it because the core meaning of the conscious capitalism is to create a share value while improving the condition of the community (Jamal, 2018). When I found interest in it, I started concentrating on the four principles of it that is the purpose, stakeholder, culture and leadership.

I was awestruck with the fact that the purpose of the company should not focus on generating revenues but it should be much higher than. Listening higher from the professor, I was thinking about what would be the purpose then. I was lost into deep thinking because according to my making money is the most vital work of an organization (Gwartz & Spence, 2019). It is the only reason why a business exists but I realized when I was trying to understand the concept that a business should focus on higher aspects like inspiring, engaging and energizing the stakeholders of the company. It would help generate an atmosphere of the utmost energy in the entire organization.

Then I was introspecting what is the role of stakeholder's n the organization. I realized after attending the class that just like the life of different forms in the ecosystem, an organization runs with the help of health stakeholders. I even comprehended the fact that for running a business it is important to create and optimize values for all the stakeholders in the organization. I began checking out which companies are doing their part to create value for the stakeholder and while analyzing I came across Zappos who is revitalizing the entire mission of the company and is focusing on creating value for the stakeholders. It has advanced its entire work system for generating a win-win position for the company and all its stakeholders. When I understood the important I comprehended that it is a very useful concept and is aligned with a lot of benefits for the organization (Hickox, 2016). Through statistics, I found that firms that were using the concept were reaping greater benefits than the other firms in the business market. In addition, I got enlightened to know that the company that uses moral standard and support the social cause, customers will purchase goods and take services of only those countries. I could at last state that a company with a powerful system can achieve more by minimizing profit-seeking policy and encouraging on the assimilation of business plans for running a successful business in the world market.

Apart from the conscious capitalism another theory that I learnt was U theory. This theory was essential for me to understand because it would help me to deal with the situations in crises. I realized that it is the best way to shape up the future of an individual or people in a group. I understood that it is very important for me to develop essential leadership capabilities. I found that these practices will help me enhance my experience. I realized that U theory is like a U graph starting from the top left to that of the top right (Scharmer 2018). Each region of the U theory talks about something like the starting point let the person begin the journey of transformation while the next region describes the resistance towards habitual thoughts and emotions while the right side of the U theory help to integrate thinking and feelings and the last part of the U theory turn the vision into reality. I was fascinated with this theory as the underpinnings of it would help me to transform myself. The seven theories of it include suspending, redirecting, letting go, letting come, crystallization, prototyping and institutionalizing. Instead of learning all the three, I emphasized two important things that are suspending and prototyping.

I wanted to improve these concepts first. The foundational capacity of U theory is listening. I never had a habit of listening to others. I always used to do whatever I feel like and this resulted in failures. But until today I never realized the importance of listening and suspending my voice. It is due to U theory concept in the course I realized that it is important to keep my judgement aside and with an open heart listen to others (Lee, 2019). And by collecting the information from all the other try to evolve something new and fruitful. It will help me transform the fields of the conversation into downloading and debate to the creative collection of dialogues.

Another point that I wanted to learn was prototyping. It is because this phase helps to integrate head, heart and hand to create a creative insight. It is perfect as it tells me that all the creativity and wisdom is in the hand which I can use it for writing role play and building models out of clay and use of the low tech media to make the thoughts visible. It also helps in getting the feedback from others and would be perfect to improve in the areas where I lack. I realized that prototyping would also help me to deal with the thoughts and emotions and I would no longer have to face them. Both of the concepts helped in improving my organizational skills to run a business properly.

References for Emotional Intelligence, Cultural Intelligence and Diversity

Dartey-Baah, K., & Mekpor, B. (2017). Emotional Intelligence: Does Leadership Style Matter? Employees Perception in Ghana's Banking Sector. International Journal of Business, 22(1).

Fitzpatrick, L., Shete, R., & Richards, R. (2018). Emotional Intelligence and Leadership.

George, B., Ibarra, H., Goffee, R., & Jones, G. (2017). Authentic leadership (HBR Emotional Intelligence Series). Harvard Business Press.

Gwartz, E., & Spence, K. (2019). Conscious capitalism and sport: Exploring higher purpose in a professional sport organization. Sport Management Review.

Hickox, L. (2016). Profits with Purpose: An Economic Justification of Conscious Capitalism.

Jamal, A. (2018). Conveniently Conscious: How Conscious Capitalism Constrains Intrinsic Value Creation In Businesses (Doctoral dissertation).

Lee, A. J. (2019). U-statistics: Theory and Practice. Routledge.

Mullen, P. R., Limberg, D., Tuazon, V., & Romagnolo, S. M. (2019). Emotional Intelligence and Leadership Attributes of School Counselor Trainees. Counselor Education and Supervision, 58(2), 112-126.

Osman-Gani, A. M., Anwar, M. A., & Hamid, Z. A. (2017). Impacts of emotional intelligence and spiritual intelligence on leadership effectiveness mediated by personal values: A conceptual framework. Journal of Islamic Management Studies, 1(1), 43-53.

Scharmer, O. (2018). The essentials of theory U: Core principles and applications. Berrett-Koehler Publishers.

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