Part - B
According Hogan et al, has defined leaderships as someone who influence the overall performance of an organisation, they do this by inspiring and motivating while providing them a proper working environment to perform. Adair (2006) argues that leadership skill of a manager can be assessed by knowing if there staff is willing to follow them. According to Oshagbemi et al (2005) there are three groups of leaders Practical leaders, Unity leaders and Uncaring leaders. Practical leaders believe in delegating their leadership to their staff and with a goal to motivate and inspire their subordinates (Ibid).These kind of leaderships have harmonious relationships with their work force as they treat them on one-to-one basis. Unity leaders, they have characteristics of consulting with their subordinates very often (ibid).This form of leadership forms the majority with 69%, this kind of leader willing to listen and act according to their staff(Ibid).Uncaring leader, as their name suggest they don't care to act or think. They do not practice any leadership style and allow things to drift away from the course (ibid).
Based on these words by Oshagbemi et al (2005) I will assess what kind of a leader I am with the help of experiential example, I was working as a Team leader with Citibank (India) where I was handling a team of 15 executives. I believed in conducting pre-shift meetings to share team stats and also to know if my executive had any grievances regarding anything. This is where I used to apprehend if any of my executive had any concerns which they might like to express. After that I use to conduct one to one meetings with them followed by review meeting every alternate week. I know for a fact that I used to consult my executives "very often" because I knew that it will make them feel valued which would later encourage integrity among them. I was able to motivate and conduct my team effectively which was evident from our productivity results at the end of the month .we as a team ranked in the top 7 teams out 21 teams on the floor. Reviewing this example I can make out that I have traits of both practical and a unity leader. I also filled in a questionnaire (Appendix ) to check what kind of leadership style I possess which gave me a rating of a" Team Leader" which further supported that i posses good leadership skills. As I had already worked as a Team Leader I am quite confident about my leadership capabilities.
According to Peter Salovey and John Mayer (1990) cited in Chapman(2001) emotional intelligence is "learned ability to perceive, understand and express our feelings accurately and to control our emotions so that they work for us and not against us". Newman(2007) argues that emotional intelligence is one of the most important traits of a manager which has further been supported by a quote on CIPD's (2008) website which states that "emotionally intelligent managers are better at resolving workplace conflict and are better negotiators and better leaders"
The art of managing emotions is something I lack which has many times resulted in irrational decision making and inappropriate responses .Expanding to the above example, I was given a window of 3 leaves in a month for all executive by Unit Managers. But my discretion of granting leaves was always affected by thinking of how my executive would feel if i reject his leave request. And I used to end granting more than 4 leaves in a month even when I knew that it will disrupt my team's stats at the end of the month. This was a clear case of that I was not able to control my emotions and end making irrational decision which would directly affect the performance of the organisation as a whole .I took an online test(appendix) to check my level of emotional intelligence and I got a score of 57 and rating of "very poor" which further support what I feel about my emotional intelligence I understand managers have a very hectic schedule to follow. But a manager needs to be calm and composed at all times.
This is where I will give an action plan to improve emotional intelligence
It was only when I started writing this assignment I got to know about emotional intelligence. Going through literature about emotional intelligence I found a five step model (see fig 2) in the book "emotional intelligence" by Margaret Chapman. This models aim at developing both interpersonal and intrapersonal intelligence via five step approach which are "self awareness", "emotion management", "self-motivation", "relationship management" and "emotion coaching. I have potrayed and interpret this model in managerial context. Self awareness, this step involves in knowing your goals and drawing an action plan how you would get there.(I will talk about this five step approach model)
which has a model see appendix .this model helps to develop both interpersonal and intrapersonal intelligence. It starts with being "self awareness" which is about knowing our goals, drivers which affect how we work