The relationship between Relational Leadership and.doc - 1 The relationship between Relational Leadership and Emotional Intelligence in the Workplace A

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1 The relationship between Relational Leadership and Emotional Intelligence in the Workplace A research proposal Name University Table of Contents
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2 1. Introduction ............................................................................................................................ 3 1.1. Background ...................................................................................................................... 3 1.2. The context of the study .................................................................................................. 6 1.3. Research aim, research questions and research objectives .............................................. 7 1.4. Similar empirical studies ................................................................................................. 8 1.5. The significance of the study ........................................................................................... 9 2. Literature review .................................................................................................................... 9 2.1. Female educational leadership in Saudi workplace ......................................................... 9 2.2. Emotional intelligence in Saudi workplace ................................................................... 11 2.2. Social Identity in Saudi workplace ................................................................................ 12 2.2. Social Identity and Emotions in Saudi workplace ......................................................... 13 2.2.1 Social Identity Theory of Leadership ...................................................................... 14 2.2.1 The 5R Leadership Development Program ............................................................. 15 3. Methodology ........................................................................................................................ 16 3.1. Research paradigms and research choices ..................................................................... 16 3.2. Sampling ........................................................................................................................ 17 3.3. Research limitations ...................................................................................................... 18 References ................................................................................................................................ 19 1. Introduction
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3 1.1. Background The principle behind relational leadership is that leaders need to engage in close relationships with their followers in order mutually work towards achieving the organization’s goals and objectives. Therefore, this concept argues that leadership must, therefore, be innately a relational and communal process. In this regard, Armstrong (2018) argues that leadership is often dependent on the basis that is created by the relationships that leaders value. The author indicates that most of leadership is experienced in an interactive manner between the individual leaders and the group members regardless of the fact that a leader can exert certain leadership ideas through making speeches or persuasive writings Armstrong, 2018. Pp. 15). Leadership is once more viewed as an ethical and relational process of individuals that altogether attempts to achieve certain positive changes. Moreover, the paper will also present an overview of certain leadership models and theories as they have changed overtime. Such changing models or frameworks are also described in the descriptive terms that are attached to the word leadership. Some of the important leadership frameworks include transforming, authentic leadership, principle-centered and situational leadership. The term relational leadership has been used in this paper to remind us that a good leadership process must have relationship as its focal point. Therefore, the relational leadership often entails a focus that is based on the five primary aspects. Indeed this kind of approach to leadership is always purposeful and must establish a commitment towards a constructive process that are inclusive of diverse opinions and people thus able to empower people involved, recognize that all the four elements of leadership are achieved by being ethical and process-oriented (Carson, Carson & Birkenmeier, 2016. Pp. 810). The relational leadership framework then provides a kind of approach or reference that can adequately help the contemporary organizations to tackle their leadership and management
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4 processes effectively and successfully. An individual leader will then be able to make a substantial contribution to the organization based on the commitments and meaningful contributions. In fact, the relational model is not a leadership theory in itself since it might not
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