Emotional Culture of Intelligence and Leadership

Question: Discuss about the Emotional Culture of Intelligence and Leadership. Answer: Introduction The Brisbane Roar Football team, an Australian based club is recently facing challenges due to lack of a proper leadership that may steer their successes in the future game matches. The noteworthy inputs and initiatives put forward by the past manger of the team had bore immense success and recognition for the team thereby earning them a good name in the Australian football map from a very low profile. However sudden shift of manager might thwart their operation and influence their game play. In this context it is imperative for the team to continuously strive for adapting, innovating and improving in an effort to stay ahead of others in the competition. The epoch making victory experienced by the team in the past few years under the skillful leadership of Ange Postecoglou is currently under threat due to increasing combat strategies and stringent scrutiny of the game tactics and techniques adopted by the opponent teams in absence of Postecoglou himself who brought forth the signific ant changes for the team. Creation of a positive environment in line with the gaming tactics of the team is right now the need of the hour that can only be implemented by virtue of effective leadership. In this regard knowledge oriented leadership might be beneficial to mediate knowledge management practices and optimize performance (Donate de Pablo, 2015). The following report will be based on conducting critical discussion on the identified issue in the given scenario with recommendations given to resolve the problems through abidance of suitable leadership style. Hence, the need for a transformational kind of leadership rather than a transactional one will allow for maintenance of the winning streak in case of the Brisbane Roar football team by adopting path goal model of leadership (Refer Appendix- SWOT Analysis). Issue Identification The problems detected in case of the Brisbane Roar team in analyzing the past records and documented evidences show that prior to the taking over of the past manager or coach of the team named Ange Postecoglou, the team faced several issues relevant to the organizational culture concept. However Postecoglous contribution to the team had accounted for bringing glory to the team by earning victories in several competitions. Primarily a manager led team emphasized on carrying out a collaborative and interactive approach to generate productive outcomes. The individual roles of each of the team members are integral in achieving the desired outcomes. Currently the team is experiencing the absence of the dynamic and efficient leadership qualities of Postecoglou. Before the recruitment of Postecoglou in the team, the former coach was terminated from the organization following his arrest due to driving being intoxicated under the impact of alcohol. Therefore, under the current scenario the ma nagement should make an effort to choose their new manager wisely who will have the necessary attributes to mark an impact on the other teammates and players. Leaders must possess the ethical qualities combined with other good virtue that fosters positive change in the organization (Ciulla, 2013). Honesty, delegation, communication, commitment, optimism and inspiration are some of the desired qualities that a good leader must have. Further issues related to dealing with the players require much prudence and experience on the part of the manager to mitigate the crisis. Experience driven leadership has been found to be effective in optimization of the resources available thereby allowing scopes for capacity building within the organization (Hezlett, 2016). Moreover the power and influence of leadership is also evident in motivating, empowering the others through relationship building (Daft, 2014). Hence, more introspection of the leadership qualities and styles of leadership are neces sary to make provision for positive changes relevant to the organization. Critical Discussion The purpose of attaining the long term benefits and sustainable growth in the form of victories in competitive matches may be fulfilled through following of proper and predefined planning and resources that the managers or coaches improvise and implement in course of their tenure. The new recruitment of coach in the Brisbane Roar should focus on harboring positive outcomes through Path-Goal model application. Leadership is generally considered as a social influence entrusted upon others in achieving the shared goals within an organization through specific and quintessential qualities. Organizational functioning pertaining to maintenance of internal balance as well as external adaptability are the major roles that must be performed by a worthy leader. Facilitation of stable and orderly internal environment suitable for adaptation by everyone involved in the process is the primary concern for any leader (Chemers, 2014). In order to combat the identified issues related to the sports man agement team of Brisbane Roar, the Path-Goal model as proposed by Robert House may be regarded as the most relevant theory. This model takes into consideration a specific leadership style that best suits the employee and the workplace so as to achieve the objective. Goals for the outcomes encompass giving attention to the employees motivation, empowerment and level of satisfaction that is instrumental in steering optimum outcomes. The leader is entrusted with the responsibility of setting high standards, taking active participation in the process of achieving the goals and provides considerable support to the workers and subordinates. Thus leadership makes effort to demonstrate clear directives for the employees to gain deeper insight and broader understanding associated to the supreme purpose. The essence of the leadership involved in the process emphasize on competent behaviors of the leaders in compensating the insufficiencies present in the working environment. Successful progre ssion to the ensuing steps imperative to the growth of the organization is generally offered through situational contingencies through removal of the intervening factors. The identified leadership styles in this respect include directive, supportive, achievement oriented and participatory forms (House, 1996). These attributes may be amalgamated to the given scenario in fostering positive workplace culture thereby allowing scopes for success. The Path-Goal theory further alleviates the positive outcomes through motivated employee performance. The assumptions of the theory can be linked to the Expectancy theory of motivation that predicts the behavioral outcomes in a person who is motivated in a certain manner to perform a job. Empirical researches revealed that expectancy is a complex cognitive process of understanding the probability of a significant outcome. Independently, expectancy does not have any motivational influence, but it is capable of regulating the amount of motivation that is channelized. Thus the vital aspect of why an individual chose to act or behave in a specific way as opposed to other may be explained by this theory that can be regarded as a byproduct of the Path-Goal theory in evaluating the effects of the various forms of leadership (Nuttin, 2014). Thus motivation is to be rendered by the leaders within an organization to harbor positive outcomes. Further fostering of favorable working environment c onsisting of more autonomy and support is evident by virtue of utilization of transformational leadership style coupled to contingent reward. For the purpose of daily followers participation in specific events, this kind of leadership is found to be pivotal (Breevaart et al., 2014). In the context of sports management team, leaders must adopt the transformational styles of leadership to steer the desired results rather than adopting the transactional form of leadership where focus is laid upon supervision, orientation and performance output in the organization through promotion of compliance. Identification of the need change, creation of a specific vision to steer the change through motivation are the vital roles that attribute to transformational style of leadership. Evidences have further corroborated that Path-Goal theory is still relevant despite criticisms regarding the linkage of culture to leadership that impact the leadership procedures. It effectively combines the proposit ions made through works related to situational and contingent leadership in conjunction with the expectant theory (Avolio Yammarino, 2013). Recommendations The contribution to the positive growth of the organization rests on the shoulders of the employees and the staff associated with the operational aspect of the organization. Provision for a healthy and safe environment has been suggested to accompany positive growth in an organization evident through increased level of satisfaction among its staff and workforce population. Therefore holistic approach accounting for positive development with respect to the organizational culture is recommended. In this regard several insightful, prudent and pragmatic strategies are to be implemented and improvised by the people in charge of authority to create a strong cultural environment within the organization. The roles of the managers and leaders must therefore be of major significance to allow enhanced performance in keeping with the culture of the organization (Awadh Alyahya, 2013). Leader must possess the vital attributes to drive the pertinent changes in relation to the working of the enviro nment. Research has provided evidences that emotional intelligence is intimately associated with the transformational form of leadership in assessing the situations as appearing both judiciously and empathetically. Deft handling of interpersonal relationships through awareness, regulation and expression of ones emotions are the prime necessities combining the concept of emotional intelligence to leadership skills (Antonova Ivanova, 2016). Hence the chosen leaders must have the traits relevant to emotional intelligence. According to empirical findings organizational culture coupled with leadership pattern determines the success or performance output of the organization. Therefore attention should be given to leadership development programs in order to address the issues vital to organizational operation considering the varied skills linked to leadership transitions and functioning (Storey, 2016). Conclusion Reviewing and critically analyzing the situations as described in the given scenario it may be stated that the lack of a proper leadership in an organization can often lead to detrimental effects. Therefore adequate emphasis must be laid upon steering positive changes through adoption of appropriate leadership skill in the form of transformational leadership approach that may aid in attaining the desired goals through facilitation of the vital attributes concerning motivation, empowerment and strengthening of the subordinate work population. Emotional intelligence application is recommended to achieve the necessary outcomes within the organization. References Antonova Ivanova, D. (2016). Emotional intelligence and leadership. Avolio, B. J., Yammarino, F. J. (Eds.). (2013).Transformational and charismatic leadership: The road ahead. Emerald Group Publishing. Awadh, A. M., Alyahya, M. S. (2013). Impact of organizational culture on employee performance.International Review of Management and Business Research,2(1), 168. Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O. K., Espevik, R. (2014). Daily transactional and transformational leadership and daily employee engagement.Journal of occupational and organizational psychology,87(1), 138-157. Chemers, M. (2014).An integrative theory of leadership. Psychology Press. Ciulla, J. B. (2013).Leadership ethics. Blackwell Publishing Ltd. Daft, R. L. (2014).The leadership experience. Cengage Learning. Donate, M. J., de Pablo, J. D. S. (2015). The role of knowledge-oriented leadership in knowledge management practices and innovation.Journal of Business Research,68(2), 360-370. Hezlett, S. A. (2016). Enhancing Experience-Driven Leadership Development.Advances in Developing Human Resources, 1523422316645887. House, R. J. (1996). Path-goal theory of leadership: Lessons, legacy, and a reformulated theory.The Leadership Quarterly,7(3), 323-352. Nuttin, J. (2014).Future time perspective and motivation: Theory and research method. Psychology Press. Storey, J. (Ed.). (2016).Leadership in Organizations: Current Issues and Key Trends. Routledge.