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Trust, Culture and Emotional Intelligence

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What is meant by the phrase: Organizations need to be viewed as open whole systems?
How can leaders change a culture?
Why is trust important?
What is emotional intelligence and why is it important to leaders?

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Open whole systems are those that allow for all areas of the company to be transparent and communication to flow from all levels to all others. The open system of a business gives a voice to some who may not feel as though they are valued. Since open systems are used so much in computer related ways, the idea is somewhat based on this.

Open systems provide for the management of change by providing information and communication to the entire system, not just management. The system allows for all employees to participate and create options and ideas for implementing change. It builds excitement within the organization. It creates synergy because so many people are working together to make the change a success. And this type of system manages the whole of the organization, not just the work or equipment, but the people and it helps build change on the needs of all resources. For a company to be successful at change it must communicate and involve the resources of labor. Then there is no fear, no rumor, no slowdown, just success.

2. Leaders change a culture by modeling what they change should look like. The leader does as he/she expects others to do. The leader communicates changes and gives as much ...

Solution Summary

Discussion on the emotional intelligence of leaders and the skills for emotional intelligence.

See Also This Related BrainMass Solution

The solution provides answers about leadership communication, focusing specifically on the book, “Leadership Communication” (2011).

1. Discuss the concept of emotional intelligence, and justify its importance within the organizational culture.

2. Do you see a value in the use of the Myers-Briggs Type Indicator (MBTI) as a means of increasing employee self-awareness? Justify your position with support from the text and/or additional academic sources.

3. Discuss the interdependence of cultural variables and their impact on communication across cultures.

4. Compare and contrast the impact of cultural collectivism and individualism as they relate to leader communication.

5. Explain the factors responsible for the failure of some teams to operate as effectively as possible and identify things that can be done to build successful teams.

6. Discuss the importance of purpose when evaluating the need for a meeting.

7. Describe how and why a matrix measuring conflict-handling modes can be used by mediators to assist in managing conflict created within meetings.

Barrett, D.J. Leadership Communication (2011). McGraw-Hill/Irwin.

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