The ability to identify problems and address them in such a manner is known as organizational intelligence. The leader of the firm can demonstrate this trait and lead the firm to success, but in a large conglomerate one leader cannot do it all. The leader must develop organizational intelligence in order to help the entire company to take leadership roles, to identify issues and to solve them. Organizations are, after all, a series of connected feedback loops. The leader's role involves understanding these loops, and the people within them. This is where emotional intelligence comes into play. It has been determined in the education field that the higher the level of emotional intelligence in pupils, the higher they will perform on IQ tests as well. Thus, for the organization to demonstrate a high level of organizational intelligence, it would be beneficial that the organization build a high level of emotional intelligence. From a leadership perspective, this means building departments that work together rather than pass the buck; fostering positive relationships between senior managers rather than toxic ones; and inspiring workers to come together to solve common problems, rather than focusing myopically on their own individual goals.
There are some key signs of emotional intelligence in an organization: balancing human and financial sides; commitment to basic strategy; open communication; strong relationships; innovation and risk taking and a passion for continual improvement. All of these traits must be fostered at the leadership level. Another compelling case for including emotional intelligence in the standard leadership skill set is that many problems that meet with emotional resistance simply cannot be rationalized away. Rational arguments do not solve emotional problems. And many problems within an organization are emotional. Leaders need to recognize that employees make a personal commitment to the company and to their careers, but they also make a commitment to themselves, their families and their customers. When conflict emerges, it often takes on an emotional aspect. Organizations with a higher degree of emotional intelligence are able to identify this early and address it. Those with a low degree of emotional intelligence are doomed to ongoing conflict and negativity.
So how does a leader improve the organization's emotional intelligence? Improving one's cognitive intelligence is difficult, but there is evidence that individually and collectively,...
People Management, The Mantra for Success: The Case of Singhania and Partner Recruitment and Selection People form an essential part of the organization. The efficiency and quality of its people determines the outcome of the organization. Therefore choice of right people and placing them at right place becomes necessary. Hiring comes at this point of time in the picture. Hiring is a strategic function for HR department. Recruitment and selection shape the
People management is basically making sure that all the employees of an organization are able to effectively coordinate themselves and carry out their duties to the highest possible standards. People management forms the highest part of any firm by ensuring that functions and duties are performed accurately and consistently at the highest standards (Purcell, 2008). The approaches and leadership stances employed by managers in people management field has been noted
That same statute requires the Secretary of State to notify certain members of her Senate before making the designation, but she need not notify the groups in question. If complaint were to ensue, the designated groups can file a petition within 30 days, but the court can review only the administrative record that the Secretary has assembled, although the Government may also submit classified information that was used to make
The first is that emotion recognition occurs when dealing with humans, and this is not considered unethical. That a machine is attempting to replicate this function is an accurate assessment. The machine might remember your previous emotional states, but that is true of a human being as well. As with any machine-based information gathering, it is less the gathering of the information than the subsequent storage and usage of
In addition, transaction costs may be too high to implement HR practice that is different from the HR policies being practice at the headquarter. Thus, to lower costs, it is critical for MNC to adopt HR standardization. (Dickmann,2008). Despite the argument in support of standardization of HR, there are challenges that a global company may face while implementing standardized HR practice on a global basis. The challenge in practicing standardization is
People's Banks Critically analyze the strategies adopted by Dinesh to retain the leading position. The hard work and determination of Dinesh, who joined the branch as branch head in June 1998 helped to create a successful business. He went in with one focus, which was to grow the banks probability margin and make it successful as he could. Taking note of new technological advances and innovations at an early start helped to
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