Emotional Intelligence and Effective Leadership

Introduction
Emotional intelligence and effective leadership, an article written by Bano Fakhra Batool (2013) studies the effect emotional intelligence and mode of leadership has on, specifically, the Pakistani banking industry. This research helps increase the knowledge of the duties leadership has in the Pakistani banking industry.
In order to tackle this challenge, this paper’s objectives include the description of the relationship existing between effective leadership and emotional intelligence, higher knowledge of what emotional intelligence entails, emotional intelligence basics, reasons why leadership cannot do without emotional intelligence and the ways of applying emotional intelligence for improving leadership. Every one of these listed objectives is single sentenced and phrased specially so that it is easy and possible to make a relevant conclusion from the research. They are very specific and clearly make it known that the basic action is description and hence elucidation (Ary et al., 2013). The ambition and also the area where this research focuses on the most are dependent on the objectives.
This research was aimed at determining if – Hypothesis 1: Emotional Intelligence has a positive association with Leadership development or Hypothesis 2: Emotional Intelligence has a positive association with Understanding Leadership.
For this research, a descriptive research framework is used. This research framework gives solutions to the what, how, where, who and when questions related to a specific research problem (McCusker & Gunaydin, 2015). A survey which used questionnaires as its data gathering tools was carried out. 50 participants were chosen as the sample following the convenience sampling method. Convenience sampling refers to a non-probabilistic sampling method in which participants are chosen based on the ease of reaching them and their availability to take part in the study. This sampling method, nevertheless, is quite bias and doesn’t fully represent the whole population. Furthermore, this method is quite limited as regards generalization and making of deductions about the general population. The total number of questionnaires distributed was fifty.
Whenever convenience sampling is used, it is important to explain how the selected sample is different from a randomly selected one. It is equally important to state those people who could be exempted during selection or those who are overly represented in the selected sample. In relation to this, it is quite beneficial if an evaluation and report of the potential effects the people left out or those overly represented could have is carried out. This will give the paper’s readers a better understanding of the tested sample. It equally allows them to identify the possible disparities between the derived results and those from the general population (Ary et al., 2013). Nonetheless, this isn’t carried out in this present research report. It is thus unclear or impossible to project the size of the population or in what way the results from the research could be generally applied to the population under study.
Different professionals such as bankers, nurses, doctors and medical staff made up this sample. All the surveys were confidentially carried out. Nobody’s name was publicized and no form of payment was made to the participants for taking part in the survey. The sample was made up of 13 females and 37 males with ages ranging between 25-50 and their experience ranging from 1-15, 15-30 and 30-50. The employed variables for this study are discipline, workload, stress, performance, self control and responsibility. The relationship existing between these variables was evaluated by studying how effectively emotions were used to intelligently resolve situations involving customers and employees with the SPSS version 20.
This research has several restrictions. One, it was difficult to determine sufficient results for each variable. To resolve this restriction, the researchers made attempts to derive data and information from other resources to close the gap. Two, the size of the sample was insufficient to properly cover this broad topic as well as the study population. No clear action was carried out by the researchers to reduce the effect of this restriction. Ary et al. (2013) explained that whenever a relatively small population sample is surveyed, the researchers are often uncertain about their derived statistics. This uncertainty can be referred to as sampling error and it is commonly measured using a confidence interval.
The researcher comes to a conclusion that with relevant information taken from the sectors which are professional in the various Pakistani industries, it is clear that emotions have to be properly controlled in order for leaders to perform in the right and effective way for their organizations and even in their personal lives, this equally helps provide solutions to various problem scenarios.
A leader’s intelligent management of emotions in any corporation is an efficient and effective skill. These findings bear similarities to previous studies which proved that Emotional Intelligence also affects organizational objectives. The findings of this study prove emotional intelligence has the ability to reduce stress, improve work performance and ambition by encouraging the organization’s subordinates and also helps increase employee productivity to achieve organizational goals morally which in turn translates to a generally positive societal impact.
The researchers believe that the skill of emotional intelligence ranks high on the list of useful tools with which a leader judges his employees and establishes relationships with people. Emotional Intelligence also helps build people skills (influence skills, communication skills and interpersonal skills), sensitivity, an effective collection of cognitive abilities (Conceptual, creative and logical thinking) and a feeling of balance.
In this research, Batool (2013) has made some progress as regards the understanding of the link existing between emotional intelligence and effective leadership and also the identification of key affective factors that are pivotal towards the improvement of organizational leadership quality. Nonetheless, this research tends to rely heavily on former studies as solely, it’s findings are insignificant and cannot be applied generally to the study population.


References
Ary, D., Jacobs, L. C., Irvine, C. K. S., & Walker, D. (2013). Introduction to research in education. Cengage Learning.
Batool, B. F. (2013). Emotional intelligence and effective leadership. Journal of Business Studies Quarterly, 4(3), 84.
McCusker, K., & Gunaydin, S. (2015). Research using qualitative, quantitative or mixed methods and choice based on the research. Perfusion, 30(7), 537-542.