Cultural Dimensions of Leadership
February 12, 2025
There are many new and different types of arrangements that are used in the reinsurance industry. Captive insurance is one such unique arrangement. Captive insurance is actually a part of an elaborate corporate strategy for many companies. It has also spawned different arrangements such as fronting. It is important to understand what captive insurance is […]
It is rightly said that if you get a good boss, you are the luckiest employee and if your boss does not support you, God can only save you! Leaders are appointed to provide a direction to the team members and also motivate them to deliver their level best. Is there any employee who admits […]
The study of human memory since ages has been a topic of interest for the school of cognitive psychology. Human memories of all individuals can never be same. Human memory refers to a process of acquisition, storage, retention and retrieval of information. Human memory has the ability to store and recall the previously learnt information, […]
A reinsurance contract between a ceding insurer as well as a reinsurer can last for a long period of time. A lot of the time, claims are not paid immediately. Instead, claims are paid over a long period of time. Such types of claims are called “long-tailed claims”. The problem here is that the reinsurance […]
Literally speaking, risk management is the process of minimizing or mitigating the risk. It starts with the identification and evaluation of risk followed by optimal use of resources to monitor and minimize the same. Risk generally results from uncertainty. In organizations this risk can come from uncertainty in the market place (demand, supply and Stock […]
The emotionally intelligent manager is one who has an inner rudder, defers gratification, and is empathic towards his or her coworkers. An emotionally intelligent manager creates a working environment that is as much driven by performance as it is by greater cooperation and greater sensitiveness towards each other.
In other words, an emotionally intelligent manager creates a working environment is free from rancor and prejudice and at the same time is characterized by high performance that emanates from the ability to focus on results and at the same time not swayed by petty conflicts.
The point here is that the emotionally intelligent manager manages his or her employees according to their needs for intrinsic and extrinsic motivation apart from making them realize their true potential by targeting their need for self-actualization. This means that an emotionally intelligent manager ensures performance through empathy, awareness, and emotional connect between the employees rather than mere performance driven by cold calculations of profits and bottom lines.
We have discussed the characteristics of emotionally intelligent managers. Continuing along the same lines, the spiritually intelligent manager derives performance through understanding, support, and targeting the innate strengths of the employees.
Whereas an emotionally intelligent manager is able to derive high performance through empathy and awareness of the employees’ needs, the spiritually intelligent manager is able to derive performance through the premise that each individual has talents that can manifest themselves through nurturing and mentoring.
The point here is that in many organizations, it is the case that the working environment is characterized by intense competition and driven solely by profits. However, emotional and spiritual intelligence can also result in higher profits because by targeting the latent potential of employees, it is possible to make them perform at their best.
In other words, contemporary management thought is finally recognizing the fact that emotionally and spiritually intelligent managers are a boon and an asset to the organizations as they have the ability to get the best out of people in a manner that leads to a workplace that is fulfilling for the employees.
Further, emotional, and spiritual intelligence are very much needed in these turbulent times when the obsession about profits alone has us into a situation where humanistic values have been abandoned in the pursuit of money and greed.
The key aspect about EQ or Emotional Quotient and SQ or Spiritual Quotient is that these terms mean that organizations have to move from competition to cooperation and from sympathy to empathy if they are to survive the challenges of the 21s century. Considering the fact that the world now needs these qualities more than the pursuit of profit alone, it is the case that EQ and SQ are very much needed if we are to survive the present times.
Further, change takes time and must be accompanied by nurturing and patience and therefore, SQ and EQ are badly needed for our species to make the next evolutionary leap.
The point to be noted here is that unless we move to the next level of our evolution through awareness, understanding, support, empathy, and cooperation, we are likely to miss the chance in our collective evolution.
Further, challenges like social and environmental concerns can only be met through the actualization of these aspects and therefore, there is an urgent need to embrace EQ and SQ among managers and employees.
Finally, while we do not advocate abandoning the need to make profits and say that there must be utopia, we mean to say that unless the working environment becomes something closer to humaneness and is more towards actualizing one’s potential, we are likely to move on the same path that is leading us to ruin.
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