Thesis (MBA)--Stellenbosch University, 2007. / ENGLISH ABSTRACT: Traditional notions of leadership have placed great emphasis on a leaders personal
vision and intellectual competency. The smartest person is not always the best captain
of the team i.e. the class valedictorian may focus on individual achievements, whereas
the team captain focuses on motivating a group to accomplish its collective vision. Such
leadership is not the product of one's IQ but one's EQ or emotional intelligence, which is
defined as "how leaders handle themselves and their relationships".
The rationale of the study is to determine the individual and group emotional intelligence
profile of a managers' team in an organisation as well as the trends between these
profiles and socio-demographic, psychological and work environmental factors. The
association between the emotional intelligence and variables such as demographics
(age, gender), management position and managers' experience, the number of people
reporting directly to the manager, the term of service with the present organisation,
perceptions of job satisfaction, job commitment, job security as well as personal style
(feeler, intuitor, thinker, sensor) and conflict style (competing, collaborative,
compromise, avoid, accommodate) were explored.
Data for the study was collected from twenty-seven participants using a survey
methodology. Participants were the managers of the Western Cape Clothing Industry
Bargaining Council (CIBC). The instruments used were the BarOn EQ-i, a general
questionnaire as well as a qualitative questionnaire for the collection of the data. Data
was captured on a Microsoft Office 2000 Excel software programme and analysed with
descriptive statistics and univariate analysis of variance. The researcher analysed the
data from the BarOn EQ-i and General EQ questionnaire using the general linear model
(GLM) version of analysis of variance (ANOVA). A qualitative questionnaire was applied
to further substantiate the results.
This study proved that female managers have on average a higher EQ score than
males. No statistically significant difference were found in the emotional intelligence
scores of those in the sample comparing age groups, management positions,
managerial experience, number of people reporting to the managers, years of service
with the organisation as well as conflict style and personal style. In response to job
related questions, the majority of managers reflected that they had total job satisfaction
while significant proportions indicated a lack of 'job commitment' and 'job security'.
Through the qualitative feedback, it was clear that managers at the CIBC identified a
place for EQ in the workplace.
This study made recommendations to the organisation applicable to the individual level
as well as the organisational level. Recommendations on organisational level included
investing in EQ on the basis of making it part of the organisational strategy, to get the
right people to orchestrate the process and re-evaluation. Recommendations on an
individual level were about a personal development plan and reviewing. This study also
made propositions for future research. / AFRIKAANSE OPSOMMING: Tradisionele leierskap het meer klem gele op 'n leier se persoonlike visie en
intellektuele vaardighede. Die mees skrander persoon is nie altyd die beste aanvoerder
van die span nie d.w.s. die klas uitblinker mag fokus op individuele sukses, waar die
span aanvoerder meer daarop fokus om die groep te motiveer om die gesamentlike
visie te bereik. Sulke leierskap is nie die produk van IK nie, maar wel van EQ of
Emosionele Intelligensie, wat gedefinieer word as "hoe leiers hulself en hul verhoudings
behartig".
Die primere doel van hierdie studie is om die individuele en groep EQ profiele van die
bestuurderspan in 'n organisasie sowel as die korrelasie tussen die profiele en sosiodemografiese,
psigologiese en werksomgewings faktore te bepaal. Die assosiasie
tussen EQ en veranderlikes soos demografie (ouderdom en geslag), bestuursposisie en
bestuurservaring, die aantal spanlede wat direk aan die bestuurder rapporteer, die
termyn van diens by die huidige organisasie, persepsies van werksbevrediging,
werksverbintenis, werksgeborgenheid sowel as persoonlike styl (voeler, intuiter, denker,
sensor) en konflik styl (kompeterend, samewerkend, middelweg, ontduikend,
versoenend) was bestudeer.
Data opname vir die studie was van sewe-en-twintig gevallestudies deur 'n opname
metodologie. Die gevallestudie was bestuurders van die Weskaap Klere Industrie
Bedingingsraad. Die metings instrumente wat gebruik was vir die opname van die data,
sluit in die BarOn EQ-i, 'n algemene EQ vraelys sowel as 'n kwalitatiewe vraelys. Data
was saamgestel op 'n Microsoft Office 2000 Excel program en ge-analiseer met
beskrywende statistieke en ANOVA. Die navorser het die data van die BarOn EQ-i en
die algemene EQ vraelys deur die algemene liniere model (GLM) weergawe van
ANOVA ge-analiseer. Die resultate was bevestig deur 'n kwalitatiewe vraelys.
Daar was bevind dat vroue bestuurders gemiddeld 'n hoer EQ telling as mans het.
Geen statistiese noemenswaardige verskille was gevind in die EQ tellings van die
bestuurders in die steekproef vergeleke met ouderdomsgroep, bestuursposisie,
bestuurservaring, die aantal spanlede wat direk aan die bestuurder rapporteer, die
termyn van diens by die huidige organisasie sowel as persoonlikheid en konflik stylle.
In reaksie op werksverwante vrae, het die meerderheid van die bestuurders aangedui
dat hulle totale werksbevrediging het, terwyl 'n noemenswaardige aantal aangedui het
dat hulle, werksverbintenis en werksgeborgenheid ontbeer. Deur die kwalitatiewe
terugvoering, is daar indikasies dat emosionele intelligensie wel bepalend kan wees in
die werksomgewing.
Die studie het voorstelle aan die organisasie aangevoer toepaslik op 'n individuele vlak
sowel as 'n organisasie vlak. Voorstelle op 'n organisasie vlak, het ingesluit die
belegging in EQ op die basis dat dit deel gemaak word van die organisasie strategie
asook om die regte persone aan te stel om die proses te dryf en evalueer. Voorstelle op
'n individuele vlak sluit in 'n persoonlike ontwikkelingsplan en evaluering. Die studie het
ook voorstelle vir verdere navorsing gemaak.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/22006 |
| Date | 03 1900 |
| Creators | Van Der Berg-Cloete, Sophy |
| Contributors | Denton, Mario, Stellenbosch University. Faculty of Economic and Management Sciences. Graduate School of Business. |
| Publisher | Stellenbosch : Stellenbosch University |
| Source Sets | South African National ETD Portal |
| Language | en_ZA |
| Detected Language | Unknown |
| Type | Thesis |
| Format | 154 p. : ill. |
| Rights | Stellenbosch University |
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