Dr. Wanda Tillman
Aug 11, 2018
Self-perception and leadership is an emotional intelligence pillar which will ensure that employee performance increases with time. Besides, emotional intelligence is defined as the ability of an individual to control and manage their ambitions also possesses the capability to control the emotions of other people too. Generally, they can impact other people’s emotions. As a result, emotional intelligence turns out to be a vital skill in leadership and characterized by five major aspects which include; self-regulation, self-awareness, empathy, motivation and social skills. We shall expound on the self-perception and leadership aspect. Self-perception in an organization will help employees view themselves regarding how important they are to the organization and the contributions they make on a daily basis for its success (Catano & Liao, 2011). It is explained as the way people see themselves and about other people in their level or higher levels. It majorly involves individual self-explained identity and our perceived capability in protecting or caring for ourselves.
This aspect of organizations can have an impact if it is positive. Therefore, the management can invest in their employees by organizing training and seminars to make them realize how important they are to the organization. Their esteem is raised as a result and will ultimately impact their performance. Therefore, an organization has a part to play to ensure that this aspect is promoted among employees. Self-perception accompanied by good leadership will not only improve employee performance but also give a competitive advantage to the organization. Bad leadership with a positive perception among employees will have zero impact (Catano & Liao, 2011). Therefore; the management has a part to play in ensuring that every strategy and plan falls in place and in support of good governance which includes employee welfare and organizational development.
According to various authors, self-perception aspect of emotional intelligence is a fundamental mechanism for the efficiency of some persuasive and marketing techniques. Among the renown techniques is the foot-in-the-door technique. It is largely applied marketing technique for persuading the targeted clients to purchase products or services from the organization. Subjecting employees to this kind of technique will make their work easier and most importantly those in the marketing department. As a result, they will be able to target and win more clients to purchase the organization’s products or services (Catano & Liao, 2011). However, this cannot be possible without the right leaders who will support all the strategies leading to the success of the technique.
Emotional intelligence caught the attention of business leaders and human resource managers shortly after its discovery. It influences how good employees relate to their workmates. It also plays a major role in employees manage their conflict and stress and the overall job performance as well. According to some researchers, successful people in the organization are not only attributed to hard work, but emotional intelligence is also critical (Catano & Liao, 2011). As a result, emotional intelligence is not only linked to leaders but quality for every employee who wants to be successful in the career ladder.
Organizations value emotional intelligence as a work skill. According to a study of hiring managers, an estimate of 75 percent of the respondents said that they would prefer an employee’s emotional intelligence as opposed to their intelligent quotient. One of the reasons why emotional intelligence is preferred in an organization is because it leads to informed business decisions. Employees can determine the right action for a certain problem. Also, their esteem is high and will execute all the strategies which seem to be risky for an organization. Employees who are emotionally intelligent have a high probability to remain cool when under pressure. This trait enables them to focus on their responsibilities and also be able to improve their performance and leadership skills in the long run (Catano & Liao, 2011). Sharp employees who are emotionally intelligent will pressure the management to better their way of management, and as a result, their efficacy of decision making will be high.
Managers who are emotionally intelligent tend to empathize with their employees. This ensures that the workers remain focused on their performance. The belief that the management values them increases their esteem, and they can be creative and dedicate their resources to the success of the organization. Emotional intelligence is therefore valued and recognized as a cherished skill and can be improved through practice and training. If employees are trained and practice in this aspect, their productivity will automatically increase. Some emotional skills might naturally come to some employees or people. However, there are aspects which one can practice or engage in improving their capability to comprehend and reason with emotions (George, 2000). This is highly beneficial in the workplace where business decisions and relationships highly depend on communication, teamwork, and understanding. Employees with emotional intelligence are said to have a high probability to heed, reflect and then reply to constructive criticism.
Efficiency in organizations leads to excellence and ultimate growth. However, this can only be achievable if the organizational teams work together. Traits for effective teams include; having a clear vision. Focusing on the vision of the organization will cause employees to be excellent in what they do. As they work, their aim is not only to work but also have to focus on everyone’s strengths to advance the vision of the company. The mission also motivates them, and as a result, they come up with yearly or quarterly objectives to meet. However, the different teams in an organization have an understanding of the personal contributions towards the larger picture. Efficiency in a team can be as a result of a vibrant leader. There has never been a successful team in an organization with a lazy manager. The most effective teams in organizations are led by managers who communicate the company’s vision, provide a room for criticism and feedback (George, 2000). Generally, they encourage and allow an employee to grow and are not afraid of delegating and giving team credits. Failure to have an inspiring and vibrant leader to set the pace, a lot of good teams in organizations, will only live to struggle.
Cooperation is important among employee teams. Teams which master the art of working together will boast of an outstanding mix of abilities and knowledge. Therefore, if a team is to be successful, it will have to embrace other teams to boost their capacity. Constructive communication also leads to effective teams because it helps employees to respect each other in the way they communicate. Appreciating employees is another important aspect which helps in improving team efficiency in organizations (George, 2000). Therefore, the management should ensure that proper structures are laid indicating how employees should be rewarded. Appreciating or rewarding employees raise their confidence in a way that their performance also increases.
Besides having effective teams in an organization, there is also the need to have strategies which will enhance team dynamics. Conducting an assessment and getting to know the team is the first strategy towards boosting team dynamics in an organization. The assessment of what is not working in the team by having a health check done is important. The team will be observed while at work and conduct personal interviews in safe, private and confidential places. However, in fulfilling this aspect, the leader can talk to all the relevant parties like line managers and customers to find out more about the problems facing the team (George, 2000). Addressing issues quickly is another strategy in need of implementation to advance team dynamics.
Reward systems are designed to increase motivation and employee development to achieve better and results. In most companies, McKesson Corporation included, reward systems are recognized practices which have specific and common traits since the system cannot be used by two or more organizations. They have to be unique in how they reward their employees. As a result; they can maintain the best skills in their companies. In McKesson the reward system can be divided into three parts which will include; team rewards are comprising of rewards team cooperation and team bonus; Personal rewards which comprise of benefits, incentives and Base pay and Organizational rewards which comprise of gain-sharing, shares and profit sharing (Lin,2015). These three build up an effective reward system which will not only raise the morale of one employee but the entire organization. As a result, an increase in performance will be recorded. Such type of reward system will encourage an employee to remain in the organization despite the many offers they are given by competing companies.
George, J. M. (2000). Emotions and leadership: The role of emotional intelligence. Human relations, 53(8), 1027-1055.
Hong, Y., Catano, V. M., & Liao, H. (2011). Leader emergence: The role of emotional intelligence and motivation to lead. Leadership & Organization Development Journal, 32(4), 320-343.
Lin, S. W., & Lo, L. Y. S. (2015). Mechanisms to motivate knowledge sharing: integrating the reward systems and social network perspectives. Journal of Knowledge Management, 19(2), 212-235.
Wheelan, S. A. (2014). Creating effective teams: A guide for members and leaders. Sage Publications.