Leadership and Organizational Behavior

This article discusses the impact of emotional intelligence and motivational theory on leadership and organizational behavior. It explores the building blocks of emotional intelligence and how they can be used to promote motivation in the workplace. The article also covers effective team building and reward systems for better performance.

Running head: LEADERSHIP AND ORGANIZATIONAL BEHAVIOUR
Leadership and Organizational Behavior
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Table of Contents
Emotional Intelligence.....................................................................................................................2
Emotional Intelligence and Motivation...........................................................................................2
Emotional Intelligence Building Blocks and Impact on the Management..................................2
Application of Emotional Intelligence and Motivational Theory................................................3
Social Skills and Decision Making following Emotional Intelligence............................................3
Effective Teams...............................................................................................................................4
Reward System................................................................................................................................5
Reference.........................................................................................................................................7

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Emotional Intelligence
Emotional Intelligence may be defined as the area of cognitive ability which can facilitate
interpersonal behavior. Emotional intelligence deals with effective management of one’s own
emotions and also emotions of other individuals. The emotional intelligence of an individual is to
be considered by the employer in a workplace for the purpose of recruitment (Van Deursen et al.
2015). On the basis of emotional intelligence, leadership style and the ability of individual to
motivate the employees of the business. In a workplace, the emotional intelligence can help in
building strong personal communication and also lead to overall job satisfaction.
Emotional Intelligence and Motivation
Emotional Intelligence Building Blocks and Impact on the Management
This assessment considers the business of Wells Fargo which is engaged in providing
financial services and the how Emotional Intelligence (EI) building blocks promote motivation in
the business. Emotional Intelligence allows a person to manage hos own emotions and also
consider the emotions of another individual effectively and this can help in the promotion of
motivation in the business (Castillo et al. 2013). On the basis internal analysis of the business of
Wells Fargo, a major weakness for the company which can be identified is that the business does
not have an efficient customer care system and also lack in proper employee management
practices in the business (Batool 2013). The management needs to rectify such a situation and
also ensure that the employees of the business are satisfied and motivated to perform well and in
addition to this, the customers are also provided with best quality of services looking after any
customer grievances and needs.

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The management of Wells Fargo can effectively follow EI and Social leadership Model
in order to motivate the employees of the business. There are major building blocks which needs
to be considered in emotional intelligence such as self-awareness and motivation and also
relationship management for the employees of the business (Wellsfargo.com. 2018). The
management of the business needs to properly mentor and coach the employees of the business
in order to bring about efficiency and motivation in the employees of the business (Pinder 2014).
If the management of Wells Fargo can use such a model than they would be able to understand
the emotional intelligence of the employees of the business and motivate the employees to
further enhance their productivity and performance in the business.
Application of Emotional Intelligence and Motivational Theory
The motivational theory is related to emotional intelligence can bring about drastic
development in the business. The various features of leadership involve effective
communication, quick decision-making, self-confidence and empathy which can brought about
effective management of the business and also bring about success in the organization (Collins
and Cooper 2014). The qualities provide the management to identify the emotional intelligence
in employee and make use of such intelligence in a positive manner (Wagner III and Hollenbeck
2014). The tool can be used effectively to motivate the employees of the business and further
enhance their performance. The EI component also has a purpose which is related to conflict
resolving and such can be used effectively for the purpose of resolving any disputes.
Social Skills and Decision Making following Emotional Intelligence
The social skills which are related to the context of emotional intelligence refers to the
skills of effective communication among the people and the same can be used for effectively

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influence the emotions of the people. The concept of emotional intelligence can be used
effectively for the purpose of developing management skills which can be useful for the
business. The concept applies the ability of the management to influence the emotional state of
individuals and bring out the best performance in them (Ertas 2014). In case of Wells Fargo, the
basic building blocks of emotional intelligence can help the management to create an effective
working environment for improving the overall efficiency in the business.
Effective Teams
The management of Wells Fargo need to make changes in the organizational structure of
the business and also needs to develop core strategies in order to enable proper coordination and
promote productivity in the business. The management of the business needs to formulate
strategies which would help the business to attain its objectives and goals. The core activities of
the business are financial in nature and therefore the management needs to form an efficient team
specifically delegating the roles of different members of each team and also promote value
diversity. The team should also be formed considering the vision and mission of the
organization.
The management of the business also needs to focus on establishing favorable team
dynamics so that effective coordination in the business operations and also improve the
performance of the business. The roles of different members also need to be cleared out by the
management of the business in pursuance of its goals (Fapohunda 2013). The dynamics and
culture of a team is also important factor which determine the productivity and efficiency of the
teams. The management of Wells Fargo need to focus on motivating the employees and also

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ensure effective communication in the business which can contribute to efficiency of the
business.
Reward System
In a business organization, the motivation of the employees is an important constraint for
development of the business as a whole. The employees of a business are considered to be life
force of a business and therefore, it is very important for that the management to keep the
employees of the business motivated. The management of Wells Fargo needs to provide
motivation to the employees so that they can outperform. The best way to add to the motivate the
employees of the business is by providing them with the best of facilities and incorporate a
reward system. The best way to provide motivation or increase the efficiency of the business in
Wells Fargo, the business needs to introduce an incentive system which would motivate the
employees for better performance. In addition to this, the management of the business can also
incorporate certain performance-based perquisites which can include bonuses, gift cards, other
non-monetary benefits.
Another significant step which can be taken by the management is to recognize the
performance of the employee and in best case provide the employee with promotion. There are
certain times when the employee might be underperforming but the management needs to put its
trust in the employee and give maximum job security and motivation to the employees. The
management of Wells Fargo can also reward the employees who are performing exceptionally
well with either a promotion or even provide them with leaves with pay option. These practices
of the management would drive the employees to perform well and contribute to the efficient
earning capacity of the business. The management of Wells Fargo need to built an environment

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of trust and cooperation in the business so that the employee feels safe, secure and happy
working in such an environment and there is also the fact that in such an environment, the
employees of the business would be able to communicate effectively with the top-level
management. This can bring about transparency in the operations of the business. If the
management of Wells Fargo can implement such changes that the organizational structure of the
business would greatly improve and also the customer care area which is a concern for the
business can be improved as well.

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Reference
Batool, B.F., 2013. Emotional intelligence and effective leadership. Journal of Business Studies
Quarterly, 4(3), p.84.
Castillo, R., Salguero, J.M., Fernández-Berrocal, P. and Balluerka, N., 2013. Effects of an
emotional intelligence intervention on aggression and empathy among adolescents. Journal of
adolescence, 36(5), pp.883-892.
Collins, C.S. and Cooper, J.E., 2014. Emotional intelligence and the qualitative
researcher. International Journal of Qualitative Methods, 13(1), pp.88-103.
Ertas, N., 2014. Public service motivation theory and voluntary organizations: Do government
employees volunteer more?. Nonprofit and Voluntary Sector Quarterly, 43(2), pp.254-271.
Fapohunda, T.M., 2013. Towards effective team building in the workplace. International
Journal of Education and Research, 1(4), pp.1-12.
Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.
Van Deursen, A.J., Bolle, C.L., Hegner, S.M. and Kommers, P.A., 2015. Modeling habitual and
addictive smartphone behavior: The role of smartphone usage types, emotional intelligence,
social stress, self-regulation, age, and gender. Computers in human behavior, 45, pp.411-420.
Wagner III, J.A. and Hollenbeck, J.R., 2014. Organizational behavior: Securing competitive
advantage. Routledge.

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Wellsfargo.com. (2018). Wells Fargo – Banking, Credit Cards, Loans, Mortgages & More.
[online] Available at: https://www.wellsfargo.com/ [Accessed 16 Nov. 2018].