Research Proposal

Running Head: EMOTIONAL INTELLIGENCE 1

EMOTIONAL INTELLIGENCE

Latorrie M. Smith

Liberty University

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Introduction

Demand on managers, employees and executives of enterprises around the world

progressively increase and is hypothesized that most emotional intelligence will increasingly

participate in a relevant role in the success of a business. The main purpose of this literature is to

gain educational knowledge of emotional intelligence, its main importance and exploring the

emotional intelligence strategies used by business leaders in the United States to enhance effective

team communication. Emotional intelligence is a type of shared intelligence that incorporates

monitoring emotions and feelings of an individual as well as that of others, followed by using the

data to offer guidance on individual thinking and actions. Emotional intelligence in leaders

incorporates understanding their feelings, showing empathy to others as well as regulating

individual; emotions to enhance the quality of work in the organization. Emotional intelligence

impacts the effectiveness of communication among project team members.

Literature review

Goleman et al. (2015) explain that the main tasks around leadership incorporate generating

job passion, creating an atmosphere that encourages cooperation and attaining harmony amid

financial and human factors of the organization agenda, which can be achieved through relevant

emotional intelligence. Cloud (2016) adds that a complete performance picture ranges from

achieving results as well as return on investment to achieving commitment and trust. Kouzes and

Posner (2018) explain that if people fail to believe in the person giving information, then they will

not even believe the message given by that person. If there is no trust, leaders might not even

achieve their vision no matter how important or true the information might be since the data will

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not be embraced as intended, hence the commitment required will not achieve the organization

requirement.

Leaders require emotional intelligence to gain their full potential to achieve their

predetermined goals and objectives. Leadership is not something you carry out on people, but it is

something that you do with followers. Before understanding others, leaders work on understanding

themselves, their behaviors, values goals and objectives. The main leadership instrument is the

mastery of leadership starts with mastery of oneself. Self-knowledge is the best tool for

transformation in an organization (Goleman, 2018). Understanding individual values and character

is an act of emotional intelligence.

There are four main factors for emotional intelligence, as explained by Nguyen et al. (2019)

include "self-awareness, self-management, social awareness and relationship management." These

are the strategies that most of the United States management use to enhance effective

communication amid the team members. Self-awareness incorporates self-understanding of

personal responsibilities, communication styles, moods, objectives, and feelings. This assessment

allows a person to leverage the focus objective, strengths, and weaknesses in the communication.

Nguyen explains that awareness of others as the best tool of EI, being in a position to understand

other people feeling and emotion will help a leader to control the team smoothly. According to

Nguyen et al. (2019), self-regulation involves being able to control oneself in relation to other

people. The final factor of relationship management covers all the other factors create the

relationship amid an individual and the targeted audience while communicating.

There are diverse organizational leaders that use the Emotional intelligence strategy in the

United States to encourage effective communication with followers. These leaders include Bezos,

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Ursula Burns and Elon Musk. Bezos believes in the employees, appreciate them, and continuously

remind them how important they are in the organization. According to Goleman (2018). Leaders

that reach out to their employees with the idea of appreciating them before presenting their need

from the employees motivate the employees to perform best in their work creation.

Also, Elon Mask understood the importance of social awareness and became a team player

that leads people from the frontline and not from the safe, comfortable zone. According to Durbin,

social awareness involves being aware of other people feelings and focusing most interest to them

as a leader (Dubrin, 2015). Finally, Ursula Burns had knowledge of self-management. Self-

regulation for Burns included having the ability to control her emotion and moods in such a way

she invested on her poker face to make sure that she had the most approachable look that

employees would feel free to address them as leaders. She ensures that her moods did not disrupt

her leadership, operating with transparency, being driven to advancement initiative as well as being

adaptive to changes.

According to Goleman et al. (2015) leadership has main tasks surrounding it which include

the passion generated for the job ahead, a cultivated environment for cooperation, and harmony is

achieved between "the factors of finance in company's agenda and the human, " this can be

accomplished in a better way by emotional intelligence being utilised. So as to gain commitment

and trust, Cloud (2016) explains that ranges of complete pictures performance are from getting the

results and also investment returns. A suggestion by Kouzes and Posner. Was that if people do not

trust the messenger, they won't trust the message as well.

Emotional intelligence is a crucial skill to a leader where the leader has his full potential

obtained (Goleman, 2018). Rather than doing for the people, leadership is something you involve

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them. One needs to understand his values and goals before heading for a lead. According to

Kouzes and Posner, leadership has instruments which are self, and the leadership mastery, which

is accompanied by self-mastery (Jackson, 2016). Awareness of self is a tool invaluable for change

in itself. Self-development derives the confidence and courage to lead, the strong feeling of one's

capabilities and self-worth is self-confidence.

In conclusion, leading organization and people can be to be very challenging, especially

when today's environment is fast-paced and ever-changing. Emotional intelligence has acquired

increased importance where it is now believed that it is a key in obtaining performance. The

potential of an organisation has an argument that it can be reached by the motivation of individuals,

relationships built on trust, integrity in leadership, and getting to adapt to meeting reality demands.

Emotional intelligence measuring tools before being said is a science it should be got through an

empirical investigation. Finally, emotional intelligence is supposed to be outpointed, as relevant

as it would be, it itself would not be enough; technical skills and cognitive intelligence are as

significant for the success of leadership.

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References

Boyatzis, R. (2019). Competencies as a behavioral approach to emotional intelligence. The

Journal of Management Development. Manuscript submitted for publication. Retrieved

from

https://www.emerald.com/insight/content/doi/10.1108/02621710910987647/full/html

Cloud, H. (2015).Integrity: The courage to meet the demands of reality. NY: Harper Collins

Publishers.

Dubrin, A. J. (2015). Leadership: Research, findings, practice and skills (6th ed.). Mason, OH:

South-Western/Cengage.

Goleman, D. (2018). Working with emotional intelligence. New York, NY: Bantam Books.

Retrieved from https://books.google.com/books?hl=en&lr=&id=WHeScUw4--

4C&oi=fnd&pg=PA8&dq=The+student+leadership+challenge:+Five+practices+for+exempl

ary+leaders.

Jackson, L. A. (2016, February). Relax your grip: Learning the fine arts of delegation. Black

Enterprise. Retrieved from http://www.blackenterprise.com/2006/02/01/relax-your-grip/

Kouzes, J. M., & Posner, B. Z. (2008).The student leadership challenge: Five practices for

exemplary leaders. Hoboken, NJ: John Wiley & Sons Inc. Retrieved from

https://books.google.com/books?hl=en&lr=&id=iU5MDwAAQBAJ&oi=fnd&pg=PR13

&dq=Kouzes,+J.+M.,+%26+Posner,+B.+Z.+(2008).The+student+leadership+challenge:+

Five+practices+for+exemplary+leaders.+Hoboken,+NJ:+John+Wiley+%26+Sons+Inc.&

ots=BbU1jxJfp5&sig=no0YxLbSZHVnmaWYcvpcP5umCa4

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Comment Summary Page 1

1. -CAP 2. Use title case

Page 2 3. Check your APA headings here. 4. *use plural form 5. By who? PV 6. CN 7. +review 8. That's not really what a lit review does. You're providing a context for your study and identifying a research

GAP 9. CN

10. TSP, LRI 11. Why doesn't the lit review start above?

Page 3 12. CS 13. Good summary in the paragraph, but use CONTSENs and CONCSENs to show the relevancy to your thesis or

main point--showing context and identifying the research gap. 14. SHA 15. CN 16. CONTSEN ST 17. CF 18. Again, great info and good summarizing, but you've got to it into the point of a lit review. 19. -CAP

Page 4 20. CN 21. *, 22. *who 23. WW 24. I don't think that profiling success stories is what we're looking for. Stick to just focusing on empirical studies

that have been done. 25. FRAG

Page 5 26. LRC, GAP 27. Lots of good things happening here, good sources, and good info, but alter the point of a lit review in your own

mind, revise, and you'll be doing fine. 28. Unfortunately, it looks like most of your sources are not scholarly journal articles or peer reviewed. Several of

them seem to be more self-help books meant for a mass audience rather than peer reviewed sources submitted to a scholarly publication. You'll want to replace those for the research proposal.

29. You've got your work cut out for you here, Latorrie, but I know you can do it! Page 6

30. This isn't a scholarly source. 31. This is not a scholarly source. 32. Not a scholarly source. 33. This source is fine. 34. This source is okay.