ei and gender update on 22-7 final
TRANSCRIPT
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Bachelor of Arts (Hons) Marketing and Management
Semester 3
(2012/2013)
STRATEGIC LEADERSHIP HKU ASSESSMENT
Module Code: 26243
Emotional Intelligence, Gender and Leadership
Module Leader: Sumona Mukhuty
Local Tutor: Mr Anthony Yip
Date of Submission: 22 July 2013
Word Court: 4952
Hull Student no.: 201200358
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Table of Contents
LIST OF FIGURE 3
LIST OF TABLES 3
INTRODUCTION 4
EMOTIONAL INTELLIGENCE AND LEADERSHIP 4
Definition of Emotional intelligence 4
Model of Emotional Intelligence 6
Four Branch Model 6-9
Mixed Model 9-12
Relationships between EI and Leadership 12-13
Relationships between EI and Transformational Leadership 13-14Relationships between EI and Transactional Leadership 14-15
Emotional Intelligence and Leader-Member-Exchange 15-16
Criticism of emotional intelligence and leadership 16-18
GENDER AND LEADERSHIP 19
Gender stereotypes and prejudice 19-20
Role incongruity 20-21
Glass Ceiling 21-22Glass Cliffs 22-23
An Local Example of Gender and Leadership in Hong Kong 23-24
Gender and Transformational Leadership/ Transactional Leadership 24-26
Criticism of Gender on glass ceiling 26-27
EMOTIONAL INTELLIGENCE AND 28-29
GENDER IN LEADERSHIP
CONCLUSION 30
REFERENCES 31-35
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LIST OF FIGURE
Figure 1 Four Branch Model (ability model of EI) 6
Figure 2 Affective Events Theory 9
Figure 3 Comparison of Five components of EI conception and 17
the Five Factor Model of Personality
LIST OF TABLES
Table 1 Description of Four Branch Model 7
Table 2 The Five Components of Emotional Intelligence at Work 11
Table 3 Components of Bar-Ons conception of Emotional Intelligence 12
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INTRODUCTION
This essay will evaluate the relationships between emotional intelligence and
leadership first by introducing the ability model (Mayer and Salovey, 2002) and
miedx model (Goleman, 1995 and Bar-On, 2000) and the relationships between
transformational leadership and transactional leadership. The gender and leadership
will be discussed by several characteristics such as stereotypes, prejudice, role
incongruity, glass ceiling and glass cliff. Moreover, further study will develop on
emotional intelligence and gender towards transformational leadership and
transactional leadership by the support of academic journals and some examples.
EMOTIONAL INTELLIGENCE AND LEADERSHIP
Definition of Emotional intelligence
Emotional intelligence (EI) has been discussed by different scholars, and Salovey and
Mayers first established the concept of EI in 1990. However, there are still many
different versions in describing emotional intelligence.
Some traditional thinking in psychology viewed emotional as inimical to one another
(Woodworth, 1940 cited by Mayer et al., 1990) and a part of a contributor to logical
thought and to intelligence in general (Leeper, 1948 cited by Mayer et al., 1990).
Salovey and Mayer (1984) defined emotional intelligence as a description of the
ability to appraise and express emotions and use them for the decision making
purposes. This regulation of emotion adopted in some ways to enhance living.
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EI is a type of social intelligence that involves the ability to monitor ones own and
others emotions, to discriminate among them, and to use the information to guide
ones think and actions (Salovey & Mayer, 1990, p.185 cited by Myers and Tucker,
2005) and EI is the ability to receive, interpret, analyze, and respond to messages,
both external and internal, is regulated by ones emotional intelligence. (Myers and
Tucker, 2005)
However, EI theory can provide information for leaders on improving the internal and
interpersonal communication skills for doing business or managing the organization.
Many enterprises are trying to improve the EI of the staffs to develop the business
such as improving customer service (Cavelzani et al., 2003)
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Model of Emotional Intelligence
Four Branch Model (Ability model of EI) (Mayer and Salovey, 2002)
Figure 1 The process of Mayer & Salovey : Four Branch Model (ability model of EI)
PERCPTION
Emotions are perceived
and exposed
Emotions are sensed;
automatic influences on
cognition begin
2 FACILITATION
Emotions enter the
cognitive system as
noticed signals and
as influences on
cognition
3 UNDERSTANDING
Emotional about
relationships are
understood, including how
they might change with
time and events
4 MANAGEMENT
Thoughts promote
emotional intellectual
and personal growth
Management
encourages
openness to feelings
EMOTIONAL
INTELLIGENCE
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Table 1 Description of Four Branch Model (as described by Mayer and Salovey, 1997)
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There are additional models used to further explain the definitions and factors of EI
like the Four Branch Model (Mayer and Salovey, 2002) and the Mixed Model.
Figure 1 and Table 1 briefly explain the concepts of Four Branch Model and how does
it works from four areas: the ability to perceive emotion, use emotion to facilitate
thought, understand emotions and manage emotion.
Mayer, Salovey and Caruso (2002) constructed a series of scale to measure EI such as
The Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT). This is a test to
measure the four branches of EI. The test contains eight tasks and two of them use to
measure each of the four branches of EI.
In branch 1, perception of emotion is measured by emotions in Face and Pictures. In
branch 2, emotional facilitation of thinking is measured by Sensations and Facilitation.
In branch 3, the understanding of emotions is measured by Changes and Blends.
Emotion Management and Emotion Relationships are used to measure management of
emotions.
Emotional information is very important in our daily lives since it will influence our
cognition. And the feelings and therefore, influence oneself behavior and to others.
Emotional intelligence ability can be adopted to different positions such as human
resource and customer service by performance managing, training and selection
(Ashkanasy and Daus, 2002).
Ashkanasy and Daus (2002) used the Affective Events Theory (AET) shown as below
to discuss the relationships between emotions and behavior. The discussion found that
experienced emotions will be affected by personal dispositions like EI or trait affect.
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Therefore, when people perceived emotions, they will generate positive or negative
emotions. Use the workplace as an example, they will have the ability to understand
the emotional information such as job satisfaction or become loyalty. Theses
influences will affect their decision making of the behavior like the ability to improve
personal understanding of emotions.
Figure 2 Affective Events Theory (Ashkanasy and Daus, 2002)
Mixed Model
Beside ability model, some scholars like Goleman (1995) and Bar-On (2000)
introduced the later models include an array of non-cognitive elements such as
general moods and social skills which is known as Mixed Model of EI.
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Goleman (1995, 1998, and 2004) pointed out that EI is a learned competence that can
be nurtured with the right practice. The components of EI in Golemans conception
are self-awareness, self-regulation and self-motivation, empathy and social skill.
Self-awareness means understand of your emotions, feelings, needs, strengths and
weaknesses and people with strong self-awareness are honest. Self-regulation likes an
ongoing inner conversation to manage various emotions and moods by controlling
feelings and impulses. Self-regulation provides ability to one to have judgment on
their emotion and influences their behavior such as seeking out information.
Self-motivation enables people to remain positive and optimistic to achieve the goals.
Empathy is easily to be recognized, it is the ability to read others emotions accurately,
it is important in today workplace because of the rapid growing of globalization.
Interpersonal and Social skills concern the skills to build relationships with others and
maintain positively. Table 2 below is the summary of the five components of
emotional intelligence at work.
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Table 2 The Five Components of Emotional Intelligence at Work (Goldman, 2004)
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Bar-On (1997) developed the Emotional Quotient Inventory (EQ-i) to measure the
emotional intelligence, for example the EIs influences of job performance
Similarly to Goleman, Bar-Ons model emphasises on the personality and competency.
Table 3 below shows the components of Bar-Ons conception of EI used in the further
research. These different concepts and models can give different ways to measure
emotional intelligence.
Table 3 Components of Bar-Ons conception of EI (Bar-On, 2000)
Age Gender Education (years)
Problem solving PS 0.21** -0.06 0.06
Self regard SR 0.19* -0.08 0.09Interpersonal
relationshipsIR -0.08 0.15* -0.01
Social responsibility RE 0.23** -0.08 -0.17*
Independence IN 0.20* -0.01 0.01
Self-actualisation SA -0.03 0.08 0.15
Assertiveness AS 0.16* -0.08 -0.01
Flexibility FL 0.01 -0.07 0.04
Happiness HA 0.01 0.05 -0.03
Stress tolerance ST 0.35*** -0.07* -0.03
Impulse control IC 0.25** -0.15(*) -0.06
Reality testing RT 0.29*** -0.13 -0.09
Relationships between EI and Leadership
Leaders with higher emotional intelligence will be more committed and happier to
their organisation (Abraham, 2000) and they will put more effort to achieve the goals
(Miller, 1999) which may perform better in the workplace (Goleman, 1998a). Some
theories have used to further examine the relationship between EI and leadership such
as transformational leadership and transactional leadership.
There is an example of a global company that use emotional intelligence
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organizationally is Google. The company develop successfully by hiring the best
people, not just technically, but with many of the emotional intelligence skills, such as
interpersonal relationship skill-encouraging supportive co-workers or teams (Social
Skill). Assertiveness-being satisfied with the work: staffs will do better if they love
the job (Empathy). Independence- putting the right staff in the right place with good
leadership skill (Self-Awareness). Google realizes that people with high emotional
intelligence can manage themselves and require less training to get the job well done.
Google uses a policy called Innovation Time Off as a motivation technique, where
Googles employees are encouraged to spend 20% of their work time to do their own
projects, this can enhance the Self-regulation and motivation of emotional intelligence.
These emotional intelligence skills make Google creative, innovative and success.
Thus, the successful products such as Gmail, Google News, Orkut and AsSense
originated from these skills. (Stein, 2009)
Relationships between EI and Transformational Leadership
Bass and Avolio (1994) (cited by Mandell and Pherwani, 2003) proposed that
transformational leadership consider four main dimensions were known as the Four
Is. They were Idealize Influence, Inspirational Motivation, Intellectual Stimulation
and Individualized Consideration.
Idealize Influence involves leaders as a role model and the followers will have
confidence to trust and follow. These leaders have high standards of ethical and moral
conduct. Inspirational Motivation leaders use emotional support to the followers and
help them to achieve goals and future states. Intellectual Stimulation leaders show
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support by encouraging followers to be creative and rethink their beliefs to enhance
problem solving skills. Individualized Consideration showed by leaders whose show
respect to the followers such as listen carefully to the needs of followers.
(Lopez-Zafra et al., 2012)
Leaders with high emotional intelligence will be more likely to show transformational
behaviours, because they have the ability to manage their own emotions to display
self-control and act as a role model, therefore the followers trust in the leaders and
show respect on the leaders. The leaders who have ability to understand others
emotions would be ideally placed to realize the content of followers expectations.
Leaders whose emphasis on empathy and have the ability to manage relationships can
understand followers needs and interact accordingly. (Barling et al., 2000)
Therefore, transformational leadership is an ability to enhance subordinates
satisfaction and trust by spreading out the own sense of confidence and competence of
the leaders. The followers will be more imaginative that benefits the organizations
(Barling et al., 2000).
Relationships between EI and Transactional Leadership
Transactional leadership only concern on exchange things of value with subordinates
to further boths agendas. Leaders with transactional leadership do not focus on the
needs of follower and their personal development. Transactional leadership consists of
Contingent Reward and Management-By-Exception and Laissez faire management.
Contingent Reward is shown by leaders who give tangible or intangible reward to
followers in order to exchange their efforts and performance. The effort paid by
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followers is exchanged for specified rewards such as money, promotion. Management
By Exception involves leaders by monitoring performance and taking corrective
action. These actions can be active or passive such as watching followers closely to
identify the problems whereas intervene only after situation get worse or standards
have not been met.
In Barling et al. (2000) discussion, the contingent reward involves positive behaviors
when compared with transformational leaderships. The factors such as provide
feedback, achieve goals and give reward are all task-oriented and similar to
transformational leadership. But still there are differences between transactional
leadership and transformational leadership. For example, transactional leadership
focus on daily activities and manage by exception and correct deviation while
transformational leadership emphasises on vision and strategy, inspire staff to
transcend self-interest, activate higher level of needs.
There is a third component named as laissez-faire leadership (Yammarino et al., 1993)
The style of this leadership is do nothing which creates a negative relationship
between leadership and followers performance.
Emotional Intelligence and Leader-Member-Exchange
Some researches have consistently shown that emotional intelligence has a positive
effect on work attitudes and performance for employees on jobs to manage their
emotions. Social skills are important for service workers to develop relationships with
customers. Emotional intelligence is the abilities to build relationships and to show
empathy, leaders with higher emotional intelligence tend to have better interpersonal
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skills and abilities to manage emotional pressure, they will not have emotional
exhaustion and burnout easily. These people have the ability to exhibit higher levels of
work performance.
Therefore EI may moderate the effect between Leader-Member-Exchange and work
performance (Huang et al., 2010).
Criticism of emotional intelligence and leadership
However, there are still some arguments between the relationships of EI and
transformational leadership and the relationships of EI and transactional leadership.
For example, in Lindebaum and Cartwright (2010) research, it was found that there
was no relationship between EI and transformational leadership and the research of
Gardner and Stough (2001) pointed out that there was no relationship between
transactional leadership and emotional intelligence measured by The Swinburne
University Emotional Intelligence Test (SUEIT) which is a measurement of workplace
emotional intelligence developed by Palmer and Stough (2001)
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When compare the five components of EI conception (Goleman, 2004) with the Five
Factor Model of Personality (Costa, Somerfield,& McCrae, 1996), we can found that
there are some relationships between EI and personality from Figure 3 below
Figure 3 Comparison of Five components of EI conception and
the Five Factor Model of Personality
Self-Regulation
Empathy
Self-Awareness
Motivation
Social Skill
Strong relationship less relationship
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On the other hand, when compare the five components of EI and the transformational
leadership, we found that the self-regulation is relate to the idealized influence,
empathy is relate to inspirational motivation, motivation is related to intellectual
simulation and social skill is relate to individualized consideration. Leaders with high
emotional intelligence may affect their behaviors positively and therefore, leaders
with high EI also associate with the transformational leadership.
Lowe and Kroeck (1996) pointed out that any given leader with high emotional
intelligence would be both transformational and transactional. The transformational
leader has self awareness and interest in the organisation, will increase the confidence
of individuals or groups. These leaders are creative with intellectual simulation and
seek new ways of working.
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GENDER AND LEADERSHIP
Gender stereotypes and prejudice
Gender stereotypes and prejudice is a perception of gender role sustained by people.
The perception can be influenced by with different impact of culture, traditional
viewpoints in different countries and egos (Zafra and Rocio, 2011). Males and
females perceive their social roles by the natural and fair perception of the
maintenance of gender inequality (Jost & Hamilton, 2005, cited by Zafra and Rocio,
2011). Base on the social role theory (Eagly, Wood, & Diekman, 2000), roles are the
basis elements influencing gender stereotypes. Gender roles may change as societies
change over time, these changes may affect the perceptions of in gender between men
and women. Because the social may change over time, women assume masculine
roles and men female roles which to form a non-traditional roles.
Different countries have their own culture, some beliefs in men have agentic
characteristics self-assertive and dominant such as the leadership in high positions or
women are expected to be kind and supportive with communal characteristics, like
taking care of others (Zafra and Rocio, 2011). These masculine and feminine roles are
affected by different cultures.
Eagly and Sczesny (2009) pointed out that the equality of men and women to have the
opportunities to access leadership positions is still far from present, even women in
western societies who have more opportunities to access the high positions. Zafra and
Rocio (2011) used an example of Spain and Germany to explain the discrepancy in
the number of male and female leaders in the upper echelons among the culture and
social evolution. For example, the percentage of female managers in leadership
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positions in Germany is higher than in Spain (36% vs 30%, United Nations Statistics
Division, 2010)), it also means that the men in top management positions in these two
countries are discrepancy. Therefore, the culture, social history and economy also
affect the gender stereotype.
Role incongruity
A role incongruity of stereotypes and prejudice toward female leaderships perceived
between role and leadership leads to two forms of prejudice. Firstly, people perceive
women less favorable than men as occupants of leadership roles. Secondly, people
evaluate behavior that appropriate the prescriptions of leader roles less favourably
toward women when compared with men (Eagly and Karau, 2002).
Although the equality of some developed countries such as the United State, 46% of
all workers are female and women make up 45% in executive and manager positions
From Catalyst (2000) research, in the five highest earning officers in Fortune 500
companies, women constitute 4% of those leaders and 0.4 of the CEOs. This research
showed that women in leadership roles evaluated form traditional concepts that
women are lack of qualified, womens family responsibilities and women show fewer
of the traits and motivations which are necessary in achieve success on top
management positions.
However, prejudice is one of the causes of role in incongruity and prejudice can arise
from peoples perception of the characteristics of male and female in a social group.
Role incongruity exists when people hold a stereotype about a social group that are
thought to be potential for success in social roles. Role incongruity is affected by
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social role of the content of gender roles and leadership roles, from the inherent
concepts, people typically have the dissimilarity to the expectations about leaders
(Eagly and Karau, 2002).
Since the incongruity between the female gender role and the leader role is more
likely to be more extreme at the higher levels of leadership. Eagly and Karau (2002)
suggested that the masculinity of leader role can reduce the incongruity between
female gender role and leader role arise from the perception of women as less
qualified for leadership by spontaneously categorizing women as leaders or potential
leaders.
Glass Ceiling
Glass ceiling is a description of the imaginary barrier that stop a women or groups
from progressing to a higher position in an organization. In the hierarchy, the
disadvantages of gender become stronger from lower level to the top and the
disadvantages get worse later in ones career (Cotter et al., 2001).
From a human capital point of view, some countries have different cultures in
societies, such as Chinese people have a traditional culture that female should work at
home and male tend to have more opportunities to have their education in some of the
middle-east countries.
By the stereotypes, biased perceptions, biased evaluations of top leader who is male,
glass ceiling is presented to block womens progress to higher corporate levels from
remain them at lower levels. Moreover, glass ceiling is a type of gender inequality
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cannot use the job characteristics of the employee to explain. The outcome of glass
ceiling inequality is greater at higher level than lower level and the glass ceiling
inequality will increase over the course of a career.
Perhaps there are different corporate cultures or different clienteles within an
organization in a specific industry that may attract greater supply on female
employees, but the glass ceiling is a barrier to block them to the top level.
To overcome the demand-side barriers, Matsa and Miller (2011) suggested a potential
role that women serve in a top leader position helping other women advance to higher
level positions. In their research, companies with more women on board tend to hire
more female top management employees and greater supply of female managers. It is
because women may have some skills that are difference from men which are more
valuable in different environments.
One example by Cotter et al. (2011) is the CEO of Hewlett-Packard, named Carleton
Fiorina. She was the first female chief executive officer of a Fortune 500 company.
Her appointment was heralded as no need to focus on the gender that glass ceiling no
longer exists. The accomplishments of women in different industries demonstrate that
there is not a glass ceiling.
Glass Cliffs
Glass cliff is a description of the tendency for womens leadership positions to be
more unstable than those positions occupied by men and to be linked with greater risk
of failure and criticism (Ryan and Haslam, 2009)Furthermore, women managers
seem to receive greater scrutiny and criticism than men. When women perform the
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same leadership roles as men, they are still be evaluated less favorably than men
managers. This reflects the differences between male and female of symptom barriers
that women encounter once they have broken through the glass ceiling.
Eagly and Karau (2002) argued that when compared to men, less favorable evaluation
will be taken on the potential of women and the bebavior of women will be evaluated
less favorable consistently. In this situation, women leaders are often in a
disadvantage and cause of glass cliffs. Women can be seen as a management leader
who better suited to crisis than men. Women are better to deal with emotional
challenges when crises presented which men may not be suited to. On the other hand,
men are better in deal with task demands success which women are people oriented
that may not be suited to.
An Local Example of Gender and Leadership in Hong Kong
Dr Margaret Chan- the Director-General of World Health Organization (WHO) who
was the first female in China appointed by the world health Assembly in 2006
Before joining to WHO, she was the Direct of Health in Hong Kong (1994-2003).
During her work as director in Hong Kong, she confronted the first human outbreak of
H5N1 avian influence in 1997 and she successfully defeated the spate of severe acute
respiratory syndrome (SARS) in Hong Kong in 2003(World Health Organization,
2013). In the cases, she showed the effective masculine leadership role to make the
decision of eliminating all the poultries which have suffered from illness to stop the
SARS to spread out and this method is adopted by many countries to prevent the
SARS nowadays.
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In these cases, she showed a high level of leadership in handle risky challenges such
as empathy and social skills to communicate with citizens and media. As a Chinese
woman, she broke the traditional social culture as in China that men perform better in
a leadership role. She demonstrated that women in different industries can show
effective leadership. Therefore, glass ceiling does not exist in some ways.
Gender and Transformational Leadership/ Transactional Leadership
The relationship between transformational leadership and gender become more
important in the fast changing and competitive of the globalized economic
environment. Reuvers et al. (2008) pointed out that the effect of transformational
leadership on innovative work behavior is stronger for male leaders than female
leaders. Furthermore, superior levels of innovative work behavior will be exhibited
when employees in same gender superior followers dyads. The research found that
transformational leadership by men managers has a higher level of innovative work
behavior when compared to women managers.
In most cultures in different countries, masculine men are perceived as
quintessentially leaders who are decisive, assertive and independent what it means to
be a leader. On the other hand, women are evaluated as friendly, unselfish, taking care
to others, but lack of qualities for the potential success in leadership roles. In Asian,
people typically think women as passive, lack in ambition and overemotional. These
characteristics are associated with disqualify of women in leaderships.
Women in leadership performance aggressive or not aggressive enough will be
thought by men that they are abrasive, arrogant or self-promoting. For example,
African American women are easy to associate with such stereotypes and risk.
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Traditionally, when women perform man role will be seen as conforming to feminine
stereotypes and they will not be respected (Ely et al., 2011).
The research of Eisner (2013) found that from the transformational aspect, both male
and female most used idealized influence in their leadership roles. While inspirational
motivation is less used by both male and female leaders. Moreover, women are more
likely than men to use individual consideration, this can associate with the caretaking
characteristic of women. Moreover, Eagly et al. (1995) pointed out that overall men
and women were equally effective leaders, they were more effective in leadership
roles congruent with their gender and women were less effective to the extent that
leader role was masculinised. Women were less effective than men in military
positions while they were performed better in education, government and social
service organizations. Furthermore, Eagly et al. (2003) found that women tend to use
more transformational leadership than men and they engage in more contingent
reward behaviors than men.
Gender and Transformational Leadership/ Transactional Leadership Cont
According to different cultures in different organizations, women are trying to show
an effective leadership style from getting to higher level. Therefore some forms of
masculinity and hegemonic forms in particular. These forms appropriate in different
genders. If men act as a femininity leadership role that makes them to be a more
caring manager, they are rewarded. Whereas women use femininity leadership role as
men do , they are just seen to be reached what they are expected to do or even
unqualified (White and Ozkanl, 2011).
Eagly et al. (2003) discussed that transformational, transactional and laissez-faire
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styles of men and female may difference in some extension. Because of role
incongruity such as the influence of gender role on behavior by means of the spillover
and internalization of difference gender norms. Women tend to more favor with
transformational leadership because it can help them to overcome the dilemma of role
incongruity. On the other hand, if organizations do not emphasis on hierarchical roles,
a command-and-control leadership or transformational leadership. Thus, transactional
leadership for women can be an effective leadership that encompasses some behaviors
that are similar with the female gender roles demand caretaking, supportive and
considerate behaviors. Contingent reward behaviors, involving noticing and admiring
followers good performance, may also develop positive, supportive work
relationships. In summary, transformational leadership as well as the contingent
reward aspects of transactional leadership also provide a particularly congenial
context for womens enactment of competent leadership
Criticism of Gender on glass ceiling
The ranking on United Nations Gender Empowerment Measure (GEM) and the
Gender-related Development Index (GDI) shows that countries ranked high on the
indices are those western countries such as Canada, USA and the UK. Countries that
ranked on medium to low are some eastern countries like Iran and Turkey (Ghorbani
and Tung, 2007). By and large, many studies on gender has been confined to research
in high GDI countries, there is a virtual absence of studies on gender research in
medium and low GDI countries. Because women in those medium and low GDI
countries are oppressed and prevented their opportunities in the labor force as
professional and executives in the higher level of management.
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There are some existed forms of glass ceiling for Iran that Ghorbani and Tung had
mentioned that include: women are less employ in the professional or top
management positions; women are less opportunity to have higher education; women
must wear the chador (a heavy veil and cloak that covers the person from head to toe
while leaving the face clear) in public, women are segregated from men and they have
limitation in interact with others and activities in society; legislation by government
and society discriminate against women and Islam is biased against non-Muslims.
Compared with other Islamic countries such as Turkey, the educational levwl has
been growth rapidly in the past 20 years. Based on the foundation of Turkish
universities reforms introduced by Atatrk in 1923 which established the Turkish
Republic, women had the equal opportunities with men by adopting secularism,
unifying education and enshrining the principle of equality in the constitution.
Therefore, glass ceiling is affected by the government, social cultures, history of the
country, education level. To provide the equal opportunities for women, government
should promote equality between male and female by replacing the legislations which
against women; eliminate discrimination on the basis of sex, marital status and respect
to dismissals, family responsibilities; prevent violence against women and sexual
harassment at work, in educational institution.
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EMOTIONAL INTELLIGENCE AND GENDER IN LEADERSHIP
In Mandell and Pherwani (2003) research found that differences in gender have an
effect of differences in the emotional intelligence and the differences in the leadership
styles. Moreover, the emotional intelligence will affect the leadership style such as
transformational leadership, it is one of the most effective leadership to lead people.
Beside, social and emotional skills need to be developed to face the fast moving and
challenges economy and society. To develop such important skills, emotional
intelligence is one of the most effective ways for the best-trained managers to be a
great leader.
Goleman (1995) described the subcomponents of emotional intelligence as empathy,
motivation, self-awareness and self-confidence which a transformational leader
always exhibits. Bass (1990) established that trust in the major component of
transformational leadership style. Transformation leaders are able to gain respect from
the followers and give confidence for them to trust.
Another component linked with the transformational leadership and EI is motivation.
Transformational leaders use motivation to communicate with followers to achieve
high expectation goals. The essential components of emotional intelligence include
self-confidence, self-control, conviction, ability to handle conflict (Bass, 1990b).
These characteristics also are associated with transformational leadership and EI.
Transformational leaders with high emotional intelligence show their leadership from
the senses of confidence and competence, motivate people to be more creative and
innovative. Goleman (1995) pointed out that these components of transformational
leadership are also essential components of emotional intelligence.
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In Mandell and Pherwani (2003) research, no significant interaction between gender
and EI was found when associated with transformational leadership. As a result, it can
establish that significant impact in the relationship between transformational
leadership style and emotional intelligence for men and women. This can further
explain that the interaction between gender and emotional intelligence would have no
effect on transformational leadership from emotional intelligence.
The research also found that women are better on managing their emotions and the
emotions of the others when compared with men. Moreover, there were no gender
differences between men and women managers on transformational leadership while
some researchers found that females are more transformational than male (Carless,
1998)
The positive relationship between transformational leadership and emotional
intelligence can benefit the organizations by hiring and promoting employees to
leadership positions. Organizations with transformational leaders can be developed
more effective and profitable. If emotional intelligence is considered as most need
ability for effective leadership, female may have better interpersonal skills than male.
As a result, the research suggested that female may have better performance such as
empathy and social when evaluating emotional intelligence, and male are better on
motivation and self regulation Mandell and Pherwani (2003). Furthermore, women
are more supportive and affective when involved in the transformational leadership of
emotional intelligence. In general, women perceived as more emotional intelligence.
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CONCLUSION
On this essay, we have discussed the relationship between emotional intelligence and
leadership by comparing the model of emotional intelligence- the ability model and
the mixed model. People who have the ability to manage their emotions will have
higher emotion intelligence. These characteristics of the components in emotional
intelligence can be associated with the characteristics of the components in
transformational leadership which means that there are relationship existed between
emotional intelligence and transformational leadership.
In the criticism part, we can also see that there are particulars relationship between the
personality and emotional intelligence which when someone perceived the emotions,
will have the ability to manage and influence the behavior.
From the gender, there are further research can be hold on the eastern countries, to
discuss whether the gender is affected by the social cultures or traditional point of
view, and the glass ceiling and glass cliff can be reduced by the government,
education or change of organization. Examples used to show that glass ceiling may
not exist in some industries and organizations.
Finally, from the available academic journals, we can found that the emotional
intelligence is more likely to associate with transformational leadership and there is
relationship exist whereas gender has less relationship affecting the transformational
leadership.
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