Intelligence
Essays

The novel Taking Sides by Gary Soto tells the story of Lincoln Mendoza, a gifted young Hispanic-American basketball player who moves from his largely nonwhite neighborhood to a wealthy, all-white suburb.

What is the extent to which one human can knowingly harm another? This is a question that psychologists continue to study, considering the horrors of such events as Nazi Germany. In the 1960s, Stanley Milgram's…

¶ … language philosophy advocates teaching children to read by exposing them to whole words in context. It often is described as learning to read in the same way that we learn to talk.

The likeability of a manager will determine how effective they are on transactionally-oriented tasks while also being a very accurate predicator of hwo effective they will be in more transformational roles in an organization. The intent of this analysis is to define likeability from a leadership standpoint, illustrating how this aspect of a leader's personality must be authentic, transparent in approach and genuine in how a leader earns and keeps the trust of subordinates, peers and superiors. A likeable person is by definition one that is known for their friendliness or the ability to create an ongoing dialogue that includes a significant level of self-disclosure and ability to communicate with accuracy, clarity and honesty (George, 1995). A likeable leader is one that has the ability to combine friendliness, relevance of communication to others, empathy or the capacity to feel what others are also feeling ands enunciate those emotions, all unified by a very strong level of authenticity, integrity and realness (Gabriel, Griffiths, 2002). All of these factors together define a likeable person, and add in the willingness of a leader to self-sacrifice, create and stay consistent with roles in an organization that capitalize on the unique strengths of an associate, and a strong foundation of transformational leadership begins to emerge. One of the key findings of this study is that to the extent a manager has the ability to create and sustain a high level of trust with subordinates is the extent to which they are able to also sustain transformational leadership in a team. While leaders have varying levels and depths of skills that contribute to their ability to be transformational in the scope of their work, those with demonstrated high levels of emotional intelligence (EI) combined with the four foundational aspects of transformational leadership skills consistently have a higher level of likeability than their more transaction-oriented counterparts (Gabriel, Griffiths, 2002). In evaluating if likeability leads to greater leadership performance, a model of proposed Likeability and Organizational Transformation has been created and is presented in this analysis. The existing body of research indicates that likeability is one of the foundational elements of effective transformational leadership, yet it does not exist in isolation. The accumulated research completed for this study indicates that likeability of a leader is highly correlated to their level of EI. The dimensions of EI have a direct, predictive effect on how likeable and effective a leader will be. Another finding from this analysis is that likeability by itself does not guarantee a leader will be effective; it is only their ability to translate EI-based skills in conjunction with a very strong foundation of transformational skills that they are able to accomplish challenging goals and propel an organization to fulfill its shared vision. This study also concludes that likeability is also not essential for success either, as the many examples from leaders and CEOs renowned for being very difficult to work with who have propelled their organizations to leadership positions in their industries. Larry Ellison of Oracle, known for being exceptionally demanding and for creating a culture of mistrust and intense internal competition is not likeable according to the dimensions of the research completed for this study. He is however exceptionally effective in driving his organization to attain its vision and mission. What this study has found is that when the triad factors of Emotional Intelligence (EI), trust and transformational leadership are combined, leaders increase the propensity of being liked. These three factors combined provide leaders with a solid foundation of being effective in their roles as well. Likeability does not assure results however. Figure 1, Analysis of Key Factors of Likeability, shows how these three factors must be balanced and in proportion to each other in a leader's management style to be effective. Deficiencies in EI for example could lead to a very collegial work environment yet the leader would not know how and when to define tasks and key strategies to accomplish objectives over time. All three must be balanced in order for a catalyst of continued progress to be formed and stabilized within an organization.

This work reports a case study conducted relating to differentiated instruction in a classroom with ESL or English as Second Language students.

¶ … role the Battle of Dien Bien Phu played in the Indochinese War, lead to the liberation of the Vietnamese people from the French rule of the country since the 1860's until 1954. The battle lasted 56 days and the loss…

The intentions behind religious fundamentalist terrorist activities are varied. It is noteworthy that terrorists are psychologically normal and are neither depressed, severely emotionally disturbed, nor crazed fanatics.

Principle-Centered Leadership is the follow-up to Stephen R. Covey's best-selling The 7 Habits of Highly Effective People. In this book, Covey proposes that "some habits of ineffectiveness are rooted in our social…

To effectively develop and implement leadership initiatives such that these drives may be utilized in efforts to confront issues of homelessness as experienced by youth in Minnesota, HMIS must capitalize on its internal…

The industrial age, transactional, transformational and situational leadership models emerged from the unique needs of organizations to optimize their workforces to the tasks needed to accomplish strategic goals.