Case 3 Assignment Example | Topics and Well Written Essays - 750 words

Case 3 - Assignment Example In several situations such as missing employee motivation; customers’ dissatisfaction or for that matter when a change process needs to be initiated, it becomes imperative to apply EI knowledge for favorable outcomes. EI play an important role in developing remarkable leaders because empathy, assertiveness, and interpersonal relationships are the key factors that any leader must have in order to create organizational development. Specific actions are needed to enhance the use of EI frameworks in the organization; moreover, EI can be taught and promoted within the organization. EI can be a developmental experience for all, no matter what role he or she occupies. All decision makers within the organization need to understand the importance of EI and must be trained for enhancing their effectiveness in the organization. For the reasons mentioned above, EI needs to be linked with leadership competency models because EI provides a complete roadmap so that leaders can reach to their full potential. Critique Only a couple of years back, intelligence quotient (IQ) was considered everything while measuring the leadership ability. As organizations began expanding keeping focus on customers’ needs, it was soon realized that human resource plays a pivotal role in success and failure of the organization because firms now operate in a fiercely competitive arena. Organizations need not be just efficient but effective too. It is the effectiveness that provides competitive edge over competition in the market place; moreover, certain leadership qualities are essential for making the organization effective. And EQ or EI defines how effective the leadership is in managing the organizational workforce to achieve organizational goals. Roger Pearman has rightly pointed towards certain characteristics that a manger or leader needs to demonstrate. Apart from having some of the known qualities such as integrity, a vision to see beyond, and ability to communicate, they also exhibit some of the unique traits and skills that form an integral part of their compelling leadership style. These traits are essential to deal, manage and motivate workforce in the organizational for desired outcomes. These traits are measured in terms of emotional intelligence (EI) that decide leaders' empathy towards workforce; their ability to inspire and motivate employees at all levels for achieving organizational goals; problem solving capacity; resolving intradepartmental conflicts and so on. Self regulation, motivation, social skill, empathy and self regulation are cornerstones of EI. While social skill brings persuasiveness and effectiveness in bringing change, empathy imparts cross-cultural sensitivity. Ability to motivate is an important trait found in leader but self-awareness and self-regulation are extremely important traits that speak about leader’s openness to change. It is not appropriate to define EI in terms of weaknesses and threats. If EI assessment is not a simple exercise than that is only because it is relatively a new branch of estimating human strengths and therefore, it is obvious that limited experts are available to estimate and facilitate EI processes. Similarly, any new branch of knowledge is going to make people scare for the reason of natural inertia that prevents them to explore something new; however, simply because of this reason it cannot be classified as threats. Being a proven science, it provides a sure