Trait Emotional Intelligence and Leadership †MyAssignmenthelp.com

Question: Discuss about the Trait Emotional Intelligence and Leadership. Answer: Introduction: The main argument in this article is that in order to adapt to the complex variables and balance the cultural diversity in an environment, the leaders has to become flexible to the context. According to the author of this article, there are different leadership style for different context and but the situation model of leadership is adaptable to any situation. This means that leader deals with the situation based on the way situation arrives. The article also indicates that in other leadership style, the leader plays the role of motivating others to get the job done but it remains difficult for leaders to connect to people with his/her style. For example, in autocratic leadership, leaders often find it difficult to manage the situation, due to poor understanding of the situation caused by lack of communication. Thereby, Doyle and Hungerford (2015) arguably mentioned that situational model of leadership is appropriate because here the leaders communicate with others and adapt to the s ituation to achieve the goals. In addition, in order to achieve the ultimate goals, the leaders react to the context the way it demands. Another significant argumentative point in the article is that author claims that in other leadership style, the leaders follow a particular style and set of principles to gain the outcome but in Situational leadership, the leaders create new principles that are relevant to situation only. The reader of this article need to be aware of the fact that such situational leadership style can be applied to some particular situations only such as the Australian context where the indigenous people are reluctant to follow particular principles of one individual. Thus, to gain the outcome, leaders develop their principles the way people want it. Another fact is that the article considers only one situation- a mental health nurse but to rely on authors statement, a few more situations or context required. The article did not provide any data where it is proved that other leadership style are not appropriate for indigenous people in Australia. On the other side, the article did not provide any particular method or activity that leader applied and derived the desired outcome. So it can be assumed that if the sample size involves a few more but different types of population, the result could be different.The author conducted the research to identify how a situational model of leader ship can resolve the issues such as addressing the complex needs such as mental health, self-harm and violence of indigenous people in Australia. The author uses qualitative research method where one particular respondent was involved to collect feedback and examine the issue. With the help of a narrative research approach, the author used the personal reflection to identify the issues. The research questions cover the leadership skills and type of leadership required. Particular, the author used spoken words, storytelling method and visual presentation. The narrative research approach used in the article by the validation of the audience and the method is appropriate because it is a significant part of social science investigation. However, this method may not always stand alone for evidence and support for the support of implication of the research because this method has to be accepted on its own merit such as the individual experience.The ultimate finding of the article helps to state that when a context of indigenous people requires the need for adoption to complex variables and balance of cultural diversity, leadership style must include an extending focus of mindfulness. The findings also imply that there could many situations with varied context, and to deal those different contexts, different leadership style should be implemented. The study particularly discovered that leadership, especially in the indigenous perspective, should be acceptable and owned by both the leader and the people living in the communities in Australia. The findings assure that such leadership style is suitable for the betterment of indigenous people in Australia and even it is appropriate for all who follow indigenous culture. Finally, it can be concluded when a situation consists of complex issues, the need for cultural diversity and social expectation, the leadership style should be flexible to both the people around the leader and the leader himself/herself. Identifying and discussing main ideas in this article relevant to themes The idea gained from this article is how leadership can be developed and applied to resolve issues and bring situation under control. Theme was to resolve the issues such as complex variables, maintaining diversity and other issues in the indigenous community in Australia. Thus, to deal with situation, the idea of discussing different leadership style and then applying a suitable one, which is relevant to the context, is appropriate. Another idea gained from this article is how leadership is important for smaller organizational context such as motivation. Furthermore, it is also observed that situational consideration and core beliefs can influence a leadership style in the work context. The core idea associated with aim of the research is how leadership can contribute to the betterment of any complex context including the workplace or the community. The article entirely focused on the fact that how indigenous leadership can be helpful for future leaders when they are dealing with a complex situation of managing people. So, the theme was to identify the importance of leadership in organizational context and how leadership can be enhanced to overcome the situational challenges. The idea provided in the article indicates that leadership style can be developed by incorporating culture and beliefs into the approaches. For example, if a manager of Coles in Australia is sent to a Middle East nation, where the company operates. Several issues such as cultural differences, work habit and timing could be different in the host nation from Australia. In such context, the manager or leader cannot just command people to get the work done. Here, the leader has to embrace the culture and trends of that particular region in Middle East. The leader must show that he/she respects and values the regional culture. Understanding the culture, trends, beliefs, the leader has to develop principles of work that are acceptable to the people work there for the company.The real management dilemma and problems are usually dynamic but an organization could face the issue of racial discrimination, workplace diversity where people do not say or do things that against their culture and belief. The organization could face the issue where the employees do not find the leadership comfortable. In such context, leadership values, ethics and beliefs should be incorporated or aligned with the belief and culture that people working in the organization follow. Such practice makes people understand that their organization values their opinions and beliefs; So, employee develop a sense of trust on the leaders and their leadership style. In order to deal with any complex situation in the workplace, it is always mandatory for the leaders to understand the needs of that particular such as what the situation actually demands. Likewise, based on the type of situation, the leadership should react or develop their leadership principle. For example, an autocratic leadership style may not be suitable for situations where people of different cultural background work together. In such situation, the leader has to develop a healthy communication with the people. Thereby, the people at the workplace understand that their leader is supportive, approachable and respect other belief.Indirect Quote: Threshold of emotion-based self-evaluation required for holding managerial positions is specifically high for women; the women with high emotional self-perception could pursue managerial profession (Siegling, Nielsen Petrides, 2014, p.67)Direct Quote: In their research title Emotional intelligence, leadership effectiveness, and team out comes Melita Prati, Douglas, Ferris, Ammeter and Buckley (2003, p.23) asserted that In addition to the changes in leader roles, employees have been placed in positions of self-management, and are held directly accountable for their performance. Many are required to work in teams in order to accomplish complex organizational objectives. References Siegling, A. B., Nielsen, C., Petrides, K. V. (2014). Trait emotional intelligence and leadership in a European multinational company.Personality and Individual Differences,65, 65-68. Melita Prati, L., Douglas, C., Ferris, G. R., Ammeter, A. P., Buckley, M. R. (2003). Emotional intelligence, leadership effectiveness, and team outcomes. The International Journal of Organizational Analysis, 11(1), 21-40. Doyle, K. and Hungerford, C., 2015. Leadership as a personal journey: An indigenous perspective.Issues in mental health nursing,36(5), pp.336-345