Reviewing Emotional Intelligence With Leadership Theory

2018 ◽  
pp. 1-13 ◽  
Author(s):  
Shubhangini Rathore ◽  
Rina Pandey
Keyword(s):  
Emotional Intelligence ◽  
Human Resource Management ◽  
Human Resource ◽  
Leadership Competencies ◽  
Business Leaders ◽  
Leader Effectiveness ◽  
Transformational Leaders ◽  
Leadership Theories ◽  
And Performance

Leadership theories hold a pertinent place in the effective management of people. In the Contemporary scenario, business leaders and managers have a huge onus on themselves of driving a workforce thriving with diverse Human Resource Management challenges. Interest in the role Emotional Intelligence in the workplace has increased in recent years, with greater emphasis on the benefits of understanding and utilizing emotions for managing people at work. In the contemporary scenario, the role of emotional intelligence competencies as predictors of leadership is being researched in order to leverage this information for increased leader effectiveness and performance. The present study identifies the congruence between various aspects of emotional intelligence and essential leadership competencies. It also identifies the role of Emotional intelligence in the effectiveness of Transformational Leaders.

The Role of Emotional Intelligence on Transformational Leadership

2015 ◽  
Vol 6 (2) ◽  
pp. 50-58
Author(s):  
Rina Pandey ◽  
Shubhangini Rathore
Keyword(s):  
Emotional Intelligence ◽  
Transformational Leadership ◽  
Theoretical Framework ◽  
Leader Effectiveness ◽  
Transformational Leaders ◽  
Role Emotional ◽  
And Performance ◽  
Leadership Dimensions

Interest in the role Emotional Intelligence has in the workplace has increased in recent years, with greater emphasis on the benefits of understanding and utilizing emotions for managing people at work. The role of emotional intelligence competencies as predictors of leadership is being researched in order to leverage this information for increased leader effectiveness and performance. The present study analyses the literature surrounding emotional intelligence and its relationship with leadership dimensions. It concludes with a theoretical framework that explains the role of selected emotional intelligence competencies on the performance and effectiveness of transformational leaders.

scholarly journals The Role of Human Resource Management in Employee Motivation and Performance-An Overview

2019 ◽  
Vol 2 (3) ◽  
pp. 183-194
Author(s):  
Hassan Elsan Mansaray
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
General Public ◽  
Employee Motivation ◽  
Expectancy Theory ◽  
Different Types ◽  
And Performance ◽  
Role Occupation

This paper discusses the link between motivation and performance, and established what makes motivation to have a central role in getting high performances from employees in organizations. It was revealed from the review that there are several motivational theories used by employers at different situations when they want their employees to highly perform. As motivation is to influence employees to perform, hence; performance is the evaluation with respect to acknowledged tasks, objectives, goal line and rational anticipations linked with a role, occupation in an organization. This paper has looked at some of these theories that have been proven and accepted by the general public. They comprise Maslow’s hierarchy of needs, McGregor’s theories x and y, McClelland’s theory of learned needs, Alderfer’s ERG theory, Herzberg’s two-factor theory, Vroom’s expectancy theory and different types of motivation, such as intrinsic and extrinsic. It is evident from the literature reviewed that all theories were established on some experimentations or observations, as a result they are just written ends about a tested situation. Though circumstances can be comparable, they will perhaps by no means be the same. Also, studies have showed that highly motivated employees that are productive and innovative can lead the organization to success through the achievement of its desired results.

Processes, Prospects, and Promises of Electronic Leadership

2009 ◽  
pp. 719-724
Author(s):  
Michael J. Provitera
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
New Technologies ◽  
Human Resource Professionals ◽  
Non Profit ◽  
Leaders And Followers ◽  
And Performance ◽  
Changing Role

The purpose of this article is to review the extant literature on electronic-leadership (e-leadership) and illustrate how it has impacted human resource management. First, a brief introduction will explain how e-leadership can enhance communication between leaders and followers, and then a background section provides various definitions of e-leadership and speci- fies its importance for today’s leaders. The third section shows the connection between e-leadership and human resource management. This is followed by a section on future trends that provide a frank appellation of prospects, promises, and processes of e-leadership. And finally, a conclusion offers ideas of how e-leadership can be implemented by leaders across a myriad of both profit- and non-profit businesses. Competitive advantage and performance of the organization is part of the changing role of human resources today (Dessler, 2006). Ergo, electronic-leadership offers human resource professionals an innovative way to communicate, manage, and lead. The information age has brought with it a host of new technologies and an over abundance of choices amongst them. Leaders are hard-pressed to figure out the applications for each of these technological innovations, let alone which ones to adopt and subsequently implement (McAfee, 2006).

scholarly journals THE MEDIATING ROLE OF VIRTUOUSNESS IN HUMAN RESOURCE MANAGEMENT AND JOB OUTCOMES

2018 ◽  
Vol 58 (4) ◽  
pp. 380-392
Author(s):  
MARIA LEONOR PIRES ◽  
FRANCISCO NUNES
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Affective Commitment ◽  
Management Practices ◽  
Causal Chain ◽  
Citizenship Behaviors ◽  
Mediating Role ◽  
And Performance

ABSTRACT In this study, we explore the role of organizational virtuousness (OV) as a mechanism through which human resource management practices (HRMPs) affect employee outcomes. We propose that HRMPs lead to higher levels of organizational citizenship behaviors and affective commitment by stimulating OV. Using a sample of 525 workers, from 22 stores of a retailing company, we found evidence that HRMPs predict OV, thereby predicting members’ citizenship behaviors and affective commitment. By suggesting this new mediator, this study contributes to a better understanding of the causal chain linking HRMPs and performance.

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