Abstract

In order for a business to be successful and competitive the leader must keep employees engaged in the company. Business does not thrive unless there is a leader who exemplifies emotional intelligence. Managers want to make sure employees feel compensated for their hard work, but also making sure the company is not putting themselves in a hole on the balance sheet. Businesses have fallen due to lack of knowledge about how to keep employees interested so that they can be productive for the business. Leaders must understand and create procedures that are both positive and beneficial to the business. The success that a business can have depends on the leadership style that is chosen.
Keywords: Leader, Workforce, employee

Developing Effective Emotional Intelligence

Introductory

Developing emotional intelligence in the workplace is something that is invaluable to a company. Managers and CEO’s must use this tool to effectively communicate with their employees to make sure that they are working u to their greatest potential. There are many styles of leadership and choosing the right one for the company is key. Understanding that there is a difference between being a professional and being a leader can make or break your company. As managers gain better knowledge of knowing how to implement emotional intelligence, studies have shown that there has been a significant increase in the productivity of employees, thus bringing success to the business.

Leadership Styles Leadership styles have multiple effects not only in small businesses but also in the world's largest corporations. These styles have an impact on everyone from senior management to the newest college intern. They help form the corporate culture that shapes the organization and its performance (Carraher, 2013). Autocratic Style Effects, also known as authoritarian leadership, autocratic style clearly helps identify the division between leaders and workers. Autocratic leaders make decisions with little or no involvement from employees (Vaida,2014). These leaders are supremely confident and comfortable with the decision-making responsibility for company operating and strategic plans (Carraher, 2013). Although research indicates that autocratic leaders show less creativity than more contemporary styles, this style is still effective when fast decisions need to be made without employee involvement (Vaida,2014). Employees may feel disengaged with this style.
Participative Leadership Participative leadership effects can also be called democratic leadership, which is usually considered one of the most useful for most companies (Vaida,2014). The opposite of autocratic leadership, this style emphasizes that management offers guidance to its teams and departments while taking input from each staff member (Carraher, 2013). It is important to understand that even though employees are encouraged to provide feedback, ideas, and suggestions, leaders are the ones that make the ultimate decision. Participative leaders generally have a more content workforce, since each individual has input into decision-making.
Delegative Leadership Delegative leadership effects this style, also called laissez-faire leadership, is typically considered the least effective option (Muchechetere,2014). In contrast to the other primary styles, delegate leaders barely make decisions, leaving this function up to the group (Deshmukh, 2014). These leaders rarely offer guidance to the team and delegate the decision-making process to trusted team members. With few advantages, this style tends to create some disadvantages. Job descriptions and lines of authority tend to become unclear and confusing. A loss of motivation and positivity often accompanies the confusion of team members.
Organizational Culture Corporate culture effects also called organizational culture, corporate culture defines "the way we do things." Leadership styles have strong effects on corporate culture because