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Review of International Comparative Management Volume 16, Issue 3, July 2015 335

The New Intelligence, the New Leader

and the Organizational Stress

Mircea Aurel NIȚĂ1

Keywords: Spiritual leader, the new intelligence, quantum intelligence, self-

coherence, transdiciplinarity.

JEL classification: H83, D73, O30

Introduction

The last tendencies in management approach, or better yet, in leadership approach, promotes new features of the leader, starting with the most necessary and

important quality – intelligence. Thus, experts in professional training recall four

types of intelligence. Physical intelligence or the ability to do (PQ), which asserts

the physical ability to do things, to meet tasks, to meet objectives. This requires

1 Mircea Aurel NIȚĂ, National School of Political and Administrative Studies,

Faculty of Public Administration, Email: [email protected]

Abstract

This paper aims a new trend in Leadership applicable to both public and private

sector, and the relationship between organizational stress, types of intelligence and

types of leaders. Based on the types of intelligence, the paper shows the types of

leaders and their profile. Of the three known types of intelligence: logical - rational

intelligence, emotional intelligence and spiritual or quantum intelligence, this work

mainly aims to develop general skills specific to Spiritual intelligence, because it

harmonizes and integrates the characteristics of the other two types of intelligence. It

have been proposed to analyse the types of leaders and the related general

competences according to the criterion of "intelligence". Therefore, the authoritarian

leader's intelligence corresponds collocation - to do, for the intellectual leader it

corresponds the intelligence of thinking, for the charismatic leader it corresponds the

intelligence of feeling, while for the spiritual leader's intelligence the main

characteristic is to give. Human resource in public administration as in private sector

too, is facing more and more with organizational and occupational stress. Thus, new

management is needed in order to apply the principles of the transdisciplinarity –

which uses levels of reality, and the holistic education in order to prepare future

quantum leaders. In addition to other types of leaders, a spiritual leader’s features

includes new abilities: they know how to integrate the various aspects of the

surrounding reality, to harmonize the extra-psychic with the intra-psychic plans and

ensure self-coherence through a new way of thinking. By intelligence characteristics

provided, the spiritual leader in public administration is the leader at the service of

others, having a component of compassion.

336 Volume 16, Issue 3, July 2015 Review of International Comparative Management

physical effort which the leader has to make through: meetings, reports, ability to

work for hours, research, personal and managerial organization, answering calls.

Actually, physical intelligence means a quantification of the effort made by the

leader to put in practice the vision and coordinate.

1. The profile of the leader designed by intelligence type.

Types of leader

Intellectual intelligence or the ability to learn and think (IQ). This type of

intelligence permits the formulation of strategies, analysis, associations/

dissociations, plans, solving different situations. It is preferable that a leader has a

high IQ, which usually is situated above normal, in order to ensure the meeting of

the organization’s objectives with efficiency, effectiveness and economicity.

Emotional intelligence or the ability to communicate (EQ). Emotional intelligence

is the type of intelligence which ensures the transition from traditional management

to leadership, with which is often confused. With the publication of his book

“Emotional intelligence” in 1995, Daniel Goleman, American psychologist, author

and journalist, has made the notion of emotional intelligence very popular. Harvard

Business Review published the results of Bell Labs’ research in 1993. From that

moment, the business environment has become interested in the emotional

intelligence field.

Spiritual intelligence or the competence to give (SQ). In Romania, there is

a very well-known priest, Nicolae Steinhard (1912-1989), writer, journalist, literary

critic and Romanian lawyer, PhD in constitutional law, of Hebrew origin, who

converted himself to Orthodox Christianity. He is known for two works considered

the reference in the spiritual – The Happiness Journal and Giving you will get.

Spiritual intelligence is that type of leader answer to the effort of those who he

coordinates. We should not confuse him with the religious leader. The spiritual

leader does not promote religions, but tends to become himself a „religion”, as a

way of living, knowing and completion through transcendence of the mind.

Table 1. Emotional intelligence domains and adiacent competencies,

according to Daniel Goleman

Personal competencies (abilities referring to the manner we take care of ourselves)

Self-knowledge

Emotional self-knowledge:

understanding own emotions and

recognizing their impact; the use of

„intuition” in decision-making;

Correct self-assessment: knowing

your own advantage and limits;

Self-trust: correct assessment of

own values and ability

Self-control

Emotional self-control: controlling rebel emotions

and impulses; Transparency: adopting a honest and

righteous behavior; to show you are trustworthy;

Adaptability: flexible adaptation to changing or the

possibility to overcome obstacles; Ambition: the

will to improve your performances to satisfy own

excellency standards; Initiative: availability of

taking actions and profit from opportunities;

Optimism: seeing the good in things;

Review of International Comparative Management Volume 16, Issue 3, July 2015 337

Social competencies (abilities referring to the manner we manage our relations)

Social conscience

Empathy: perceiving other’s

emotions, understanding their

perspective and actively inquire

about their interests;

Organizational conscience:

interpreting organizational level

tendencies, executive decisions and

policies; Solicitude: observing and

greeting the wishes of

subordinates, clients or buyers.

Managing relations

Inspired leadership: guiding and motivating

through a convincing vision; Influence: using

tactics of persuasion; Training others: stimulating

other’s abilities through feedback and guidance;

Catalyzing changes: initiating relational

management and mobilizing others in a new

direction; Conflict management: solving

disagreements; Team spirit and collaboration:

cooperation and team consolidation.

American physicist and philosopher, Danah Zohar is considered „one of

the greatest contemporary thinkers in management” (Financial Times Prentice

Hall), working with prestigious companies such as Volvo, BMW, Motorola, Philip

Morris Tabaco, British Telecom, offering management consulting. According to

her definition, spiritual intelligence is „what we use to develop our meaning, vision

and value of wish and capacity. It allows us to dream and make efforts. It sits at the

base of the things we believe in and is the sense of our beliefs and values according

to which we act to give a meaning to our life”.

In this book, Danah Zohar and Ian Marshall consider that „A high level

SQ (Spiritual Quotient) means to be able of using the spirituality to contextualize

and value life, to enrich it, make it full of meaning, in order to gain a feeling of

personal achievement, a purpose and a direction.” (Zohar and Marshall, 2011,

p. 144)

Depending of the type of intelligence dominantly used by the leader, we

identify 4 types of leader:

a) The leader that has a high level of physical intelligence

It’s the type of leader that makes use of his physical resources at maximum

level. He works a lot and is an example for the others. He’s devoted and available

to accept in his effort other persons even the organization as a whole. He has good

intentions and is helpful at any level. He’s a model through the way he executes his

work tasks, but also through dedication and full commitment. Stimulates through

personal example. His attitude has a major risk – physical exhaustion.

b) The leader that has a high level of logical-mathematical intelligence

Has abilities offered by his brilliant mind in which planning and

organization are his main words. He’s prudent and ingenious in proposals and his

way of action. He’s preoccupied first of all with efficiency. He constantly follows

perfection courses and has solutions for every situation. He’s a master of strategies,

knows tactics that target performance, has vision and permanently manages risks.

He’s the definite professional, a specialist in his field. He permanently learns from

other experts and he’s an autodidact. Does not excel in understanding and

managing conflicts and is not interested in inter-human relations in his team.

338 Volume 16, Issue 3, July 2015 Review of International Comparative Management

c) The leader that has a high level of emotional intelligence

He’s very valuable to his organization. He has a high level of work

capacity, and at the same time he’s a professional that works permanently. He’s

aware that he’s dealing with humans and not machines. Has a great capacity of

self-knowing and knowledge of others; he recognizes his emotional states and

manages them efficiently; he’s a fine observer of the human being. He generates

and recognizes emotions and uses them in a constructive way. Offers emotional

speeches and puts soul in everything he does. The people resonate emotionally, and

the inter-human relations inside the organization are permanently improved.

d) The leader that has a high level of spiritual intelligence/Quantum

intelligence

He’s the ideal leader. With the spiritual leader you can exceed success,

because he can reach excellency. He makes constant and sustained effort, has

intuition and creates strategies and communicates emotionally well. Plus, he

develops! He seeks experts and supports his team in the professional and emotional

self-development. He’s a good guide and offers unconditional support. Passion and

Sense are the key ingredients of the spiritual leader. He believes in everything he

does and makes others believe, has principles from which he never deviates and

shares to his team. He challenges people to involve emotionally and to believe in

what they are doing. He works with values such as compassion, honesty, creativity,

openness, truth, excellency. He’s the one that perfectly encompasses all four forms

of intelligence: physical, logical-mathematical, emotional and spiritual.

2. The spiritual leader or leader in the service of others

I'll stop on the concept of leadership in service to others, that the authors

considered the highest spiritual path. The gifts that are endowed their lives and

personalities of these people have the opportunity to serve, heal and enlighten those

they lead, but ultimately this way requires great integrity, not just moral attributes.

The leader in the service of others must be able to submit the most powerful force

imaginable.

A. The main goal in promoting this concept is to create and use a common

language, unlimited by language or faith. Highlighting the similarities between

religions through common spiritual language would help improve communication

between human societies.

B. The second goal is to create a language based on skills that will assist in

assessing and shaping directions for higher spiritual development. The

measurement of skill level was performed by Cindy Wigglesworth, first on a group

of 549 people, using the CPI (California Personality Inventor) assessment tool

(Wigglesworth, 2006).

C. The third aim is that the SQ will improve language skills in the

workplace conditions of each of us through the harmonization of human

relationships, for a better understanding of organizational purpose leading to

improved products and services offered to the public and developing responsible

behavior from employees.

Review of International Comparative Management Volume 16, Issue 3, July 2015 339

3. Organizational stress in public administration and new education

Analyzing the particularities of human resource management in public and

administrative authorities of Romania, Armenia Androniceanu shows that very

often it happens that public managers perceive their role and status within the

organization through the prism of their legal situation, turning them into subjects of

administrative decisions issued by others superiors. The management, economic,

political dimension for such activity is almost completely ignored, which is not

beneficial in the public sector that is developing to serve the public interest

generally, for general and specific needs of society and not only to implement the

law. It becomes imperative to change the fundamental orientation in public

institutions in Romania, according to the general public interest. (Androniceanu,

2008, p. 201). The strictly legal approach generalized in the public sector in

Romania demonstrates its limits, causing serious concern to Romanian politicians

and public managers for new meanings and ways.

So that the activity of managing the public affairs to become both an art

and science, we need professional management of the human resources, involving

not only the recruitment and selection criteria of professional competence, but also

intelligently use of professionals through the consistent accountability and

motivation skills held appropriate, economically and morally. Although there are

changes in the perception on human resources, public administration is still far

from reaching that professionalism requires by the civil society. Professor Mihail

Dumitrescu, talking about the urgent need to innovate, to create a "new"

management-level in government organizations, advocates the adoption of

innovative strategies aimed at promoting new for achieving efficiency in the

system. "One of the main objectives of management personnel must be discovery

and assimilation of new elements in all areas of activity and approach an open

mind to proposals for change. This is undoubtedly the highly professional

managers to identify, understand and recognize the need for change, on the one

hand, and on the other hand, to press for implementation." (Dumitrescu, 2008,

p. 7). It is widely recognized that public administration, as an essential part of the

social system is a complex phenomenon whose research requires comprehensive

knowledge, in terms of science such as legal science, sociology, psychology,

cultural anthropology, management. Each one comes with only partial information

from research of some aspects of the administrative phenomenon. The limits of the

interdisciplinary research can be experienced in this area, making challenges to

find new dimensions of knowledge, to explain the phenomenon in all its

complexity and generate solutions to fulfill aspirations said. Beyond the

importance of these approaches in solving problems facing public administration in

Romania today, you cannot note that society is transforming, bringing the most

complex challenges, that make the modern man become increasingly troubled, in a

perpetual search for their place in this world. Inner peace, balance and harmony

between individual and social being are deeply affected, leading to a profound

internal crisis, which spreads outdoors often. This is the real problem of human

340 Volume 16, Issue 3, July 2015 Review of International Comparative Management

resources, the real challenge for both public manager and the entire administrative

system. We must not forget the stress, in general, and organizational, in particular -

the latter often being called and "employment" or "professional". They have long

ceased to be phenomena with single event or just have personal significance,

becoming in the meantime, especially in the current society, pervasive and pose a

real social problem. In these circumstances, it is not surprising that the issue of

stress was the subject of extensive research and debate in the literature. (Brate,

2004, pp. 78-132; Pitariu, 2004, pp. 21-62) The concept of stress is often confused,

wrongly, to competition; the difference stands out in the manifestations of both

phenomena. Thus, fair competition may stimulate or motivate employees to learn

new aspects of the job, while stress factor remains the degree of de-motivating and

discouraging. Second, competition is limited and stress is a state of evolution and

manifestation indefinite time. Also, competition, when not used the irrational and

unjustified, produces positive psychically effects, while stress has adverse effects,

lowering the potential and creativity of employees.

There is an urgent need to review and rethink the training programs and

courses held in public administration. They should also include a new type of

training that takes into account all dimensions of human being that helps it to adapt

more quickly, and easily integrate into harmony with himself and with others. A

civil servant working within a public organization must know the difference

between myth and reality, the way of functioning of his own mind and of course,

the dynamic ratio between individual and collective mind. (Niță, 2014, p. 315) In

this case, knowing these mechanisms, the civil servant, high civil servants and not

only, all the individuals will become more consciousness about their own free will

and will not be so easily manipulated. Only a balanced mind who knows the means

for blaming can support the resistance against manipulation, even the manipulation

is either positive, either negative oriented. Here, we can speak about civil servants

and high civil servants, managers and government decision makers too, who must

know the dualism of the mind, the preferences for acting with the right or the left

hemisphere just to feel and use correctly the free will. (Niță, 2012)

The solution stands in the development of new abilities 1 – to integrate

different aspects from the surrounding reality, 2 – to harmonize at an intrapsychic

level these aspects and 3 – to ensure the Self Coherence, implying a new way of

thinking according to a new Superior, Integrating and Harmonizing Universal

Consciousness (Niță, 2010). It is the only way the Individual can find his balance

both with Nature and the Macrocosmos!

Transdisciplinary approach would have a role in establishing a new type of

education, centered on: learning to know, learning to do, learning to live with

others and learn to exist. These are the types of education pillars highlighted by the

new Dellors Report.

The International Commission on Education for the twenty-first century

belonging to UNESCO, also known as the Delors Report, focuses on four pillars of

a new type of education (see Table 2): 1-to learn to know, 2 - learning to do, 3-to

learn to live with others, 4-to learn to exist (Nicolescu, 1999, pp. 154-160):

Review of International Comparative Management Volume 16, Issue 3, July 2015 341

Table 2. A new kind of education

Learning

to know

Learning to

do

Learning

to live Learning to be

 includes learning

methods that

help to

distinguish

reality from

illusion,

enabling

intelligent

access to

knowledge

about our age,

the scientific

spirit is so

essential

 involves acquiring a

profession

and its

related

knowledge

and

practices,

which

require

specialized

o complying

with the rules

governing

relations

between

beings that

form a

community;

o practically

apply love and

compassion!

 requires continuous query own being and a profound self

knowledge, by discovering the

conditioning, harmony and

disharmony of our individual and

social life, the foundations of their

faiths and beliefs; determines the

elimination of one of the

fundamental tensions of the

contemporary era, the one

between spirit and matter, by

harmonizing them on another level

of experience than the ordinary

one, ensuring the survival of the

human race

We must therefore find a "true trans-politics: one based on the inalienable

right of every human being in harmonious interaction between intimate life and

social life" (Nicolescu, 1999, p.105) and, especially, her cosmic life. A public

manager attitude should be a disciplinary, supposing and thought and inner

experience, and science and conscience, and effectiveness and affectivity.

(Nicolescu, 1999, p.104)

Conclusions

We can conclude that the new intelligence, known as spiritual intelligence

or quantic intelligence, considered the intelligence of harmony, peace and

equilibrium, is built on the following coordinates: - Integration of different aspects

from the surrounding reality defined using levels of reality from transdisciplinarity;

- Harmonizing these aspects in the intrapsychic plan; - Assuring the self-coherence.

Public manager should not only professionally competent, a person not

only open to change, but also an emotionally intelligent person and a true spiritual

leader.

Leaders in government, in addition to a thorough training in the economic,

legal, technical, management, psychology, sociology should demonstrate qualities

such as: the ability to create professional relationships: knowing how to work

together, knowing how to listen and be compassionate, to have the ability to

persuade, maturity and integrity;

The concept of leadership has known changes continuously generated by

the skills they need to achieve their goals and the organization he leads and

represents, therefore with spiritual growth, also appears an improvement in their

emotional intelligence that is a spiritual foundation support.

342 Volume 16, Issue 3, July 2015 Review of International Comparative Management

References

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