Relationship Oriented vs Task Oriented Behaviors Emotional Intelligence vs Cognitive Intelligence
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Views on the differences between relationship-oriented versus task-oriented behaviours as well as the difference between emotional intelligence versus cognitive intelligence in leadership situations.
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Relationship Oriented vs Task Oriented Behaviors Emotional Intelligence vs Cognitive Intelligence
- 1. Holley Jacobs July 5, 2015
- 2. • Strives to build a rapport with others • Focuses on group harmony • Uses empathy to relate to others • Puts interaction with others above deadlines • Assigns group activities for team building (Kokemuller).
- 3. • Focuses on efficiently completing tasks • Relies on goal setting and reaching results effectively • Is well-organized and stresses deadlines • Communicates the details of the work to others • Is time-oriented and stresses clear directives (Kokemuller).
- 4. Consideration and Initiating Structure Low Structure and High Consideration High Structure and High Consideration Low Structure and Low Consideration High Structure and Low Consideration High Low High High (Dubrin, 2013, p. 109)
- 6. • Logic and Reason • Analyzing and Prioritizing • Reading and Writing (Dunn).
- 7. • Understand Your Emotions • Know What Emotions Mean • Using Emotions To Work Well With Others (Dunn).
- 8. 50% improvement on achievement scores 38% improvement on grade-point average 63% increase of student’s positive behaviors 44% decrease in school suspensions 28% decrease in misbehavior issues 27% decrease in other discipline issues
- 9. • Directive • Supportive • Participative • Achievement (Northouse, 2013)
- 10. • Learn new emotional intelligence behaviors • Always consider your audience first • Develop charismatic leadership to ensure success • Continue self-growth as much as possible
- 11. • Bradberry, T. (2015, March 9). 12 habits of exceptional leaders. Retrieved from Forbes website: http://www.forbes.com/sites/travisbradberry/2015/03/19/12-habits-of-exceptional-leaders/ • Cherry, K. (2013). IQ or EQ: which one is more important? Retrieved from About psychology website: http://psychology.about.com/od/intelligence/fl/IQ-orEQ-Which-One-Is-More-Important.htm • Dubrin, A. J. (2013). Leadership: Research, Practice, and Skills (7th ed.). South-Western Cengage Learning. • Dunn, S. (n.d.). Emotional intelligence vs cognitive intelligence. Retrieved from Bharat bhasha website: http://www.bharatbhasha.com/advice.php/15523 • Friedman, E. (n.d.). Task-oriented vs. people-oriented management style: which is better? Retrieved from Eskill website: http://blog.eskill.com/task-people-oriented-management/ • Goleman, D. (n.d.). Emotional intelligence. Retrieved from Daniel Goleman website: http://www.danielgoleman.info/topics/emotional-intelligence/ • Kokemuller, N. (n.d.). Differences between task-oriented leaders & relation-oriented leaders. Retrieved from Your business website: http://yourbusiness.azcentral.com/differences-between-taskoriented- leaders-relationsoriented-leaders-16794/html • Northouse, P. (2013). Leadership Theory and Practice (6th ed.). Sage.
Editor's Notes
- GB 600 Leadership Strategies for a Changing World Relationship-oriented vs task-oriented behaviors and emotional and cognitive intelligence Professor James Wood Holley Jacobs July 5, 2015
- Effective leaders use a variety of relationship-oriented behaviors and attitudes. Leaders must instill values and vision to their followers. Leaders who believe in the mission of the organization will also use efficient values that resonate with members. These values will lead others to act in the same manner of the overall company mission, vision, and values statements. For this reason, relationship-oriented leaders will put all components in writing. Leaders must align people from all departments and all work positions for the best effect. Focusing on “pulling people together” can be a difficult option but one that will lead to the efficient alignment of all employees/followers. Followers must know and feel comfortable enough to have their opinions (Dubrin, 2013). A relationship-based leader is great at letting others know that they have an open-door policy and mean it. Inspiration from a leader is necessary as it creates innovation and productivity. Maslow’s theory suggests that people have sets of needs that must be met to be successful. A relationship-oriented leader focuses a follower’s need “for achievement, personal growth, a sense of belonging, recognition, self-esteem, and a feeling of control over one’s life” (Dubrin, 2013, p. 117). Relationship-oriented leaders give emotional support and encouragement by allowing others to participate in decisions, displays frequent praise for accomplishments and improves morale.
- Task-related behaviors focus on what work needs to be accomplished as opposed to the interpersonal relationships that leaders form with followers. Task-oriented leaders need to be able to adapt to many situations regarding members such as their maturity level or the time they have put into the company. A task-oriented leader helps to set the direction that is beneficial when followers need direction or have poor time management. Productivity increases when a task-oriented leader puts a high-performance marker on the standards for the company, group, or team. Every follower has a set group of strengths and weaknesses. Task-oriented leaders can find those and use them for the betterment of the whole company or for that individual’s success. A task-oriented leader takes more risks and solves problems quickly (Dubrin, 2013). They do not feel the need to dwell on decisions for too long as this is perceived as “a waste of time”. Knowing how the business unit runs from a technical standpoint is a task-related behavior that will gain respect from followers. People want to know that their leader has the big picture in mind as well as a person that they can go to for the concepts and tasks at hand.
- Consideration is linked to relationship-oriented leaders and involves a set of skills and abilities that show the follower that they care about them as a person and employee. Some areas to note are the capacity to be soft-spoken, warm, and embracing of their emotional needs. Examples include remembering their birthday or engaging in chitchat before, during and after the workday (Dubrin, 2013). The initiating structure is linked to the task-oriented leader and involves a different set of skills and abilities. Some traits of this type of leader include timeliness, being organized and structure, and knowing the requirements of the jobs they oversee. Task-oriented leaders use initiating structure by scheduling work and making sure that all team members are aware of the expectations of the assignments (Dubrin, 2013).
- A leader can see how having a low/high of either dimension can lead to destruction within a team or with followers. The best way to reach large dimensions of consideration and initiating structure is to possess the skills, behaviors, traits, and abilities that fall within a relationship-oriented and task-oriented leader development system. This ensures that followers have all of their needs met as well as the best set-up for organization or team success. Some specific behaviors for leadership success include: Being organized Convey work tasks to followers Being good at goal setting Following deadlines Embracing people’s emotions Energizing employees Making followers feel appreciated Cultivating team cohesiveness (Friedman).
- Cognitive intelligence is another word for IQ that most people are familiar with. It is measured by standardized testing that is then measured to other persons of the same age. People who have high cognitive levels reach academic success, do well in school, aspire to higher-level employment, and earn more money. Cognitive intelligence is achieved primarily by your genetic makeup and involves the neocortex of the brain (Dunn).
- Emotional intelligence “refers to a person’s ability to perceive, control, evaluate, and express emotion” (Cherry, 2013). Emotional intelligence requires a person to be trustworthy, conscientious and have self-control. Excelling in emotional intelligence is evident when a leader is a “servant” by helping to develop follower’s innate abilities and skills while understanding and embracing diversity and political awareness. Building bonds with others and knowing how to manage conflict all need a strong emotional intelligent background. Emotional intelligence can be taught and is, in fact, being used in the school systems as much as IQ (Goleman).
- Goleman is considered one of the pioneers of emotional intelligence. He wondered if the premise of emotional intelligence would be considered a science or if it would be known as a fad. He was surprised and enlightened when he realized that even school systems were taught emotional learning behaviors, traits, and ideas. One of the main differences between emotional and cognitive behaviors is that EQ can be taught. School across the natio are embracing the new form of learning and applying it to their needs. Some of the major initiatives include character education, violence and drug prevention, school discipline, and antibullying (Goleman). These emotional intelligence behaviors start as early as kindergarten and time will tell when this generation reaches adulthood if emotional intelligence can compete with cognitive knowledge and if so, how?
- Leaders can use the path-goal leadership style that compliments the relationship and task-oriented behaviors as well as cognitive and emotional intelligence. Leaders achieve and succeed at this type of leadership style because they can use a matrix type of actions to assist the leader with the “responsibility to help subordinates reach their goals by directing, guiding, and coaching them” (Northouse, 2013, p. 157). The leader can use a directive approach for followers that need to be told what they need to do, how and when to do it, and how results will be rewarded. A supportive type of this leadership style to make their followers see themselves as equals and one that is warm and conducive to the members needs beyond the typical workday events. Participative leadership goes one step further by allowing subordinates to help making decisions that can alter the processes and design of the organization. Finally, achievement-oriented leadership is one that test the follower’s standards. The follower must have a high degree of confidence and established high-quality standards for the success of the organizational and personal goals. Northouse (2013) suggests that each of these behaviors is directly related to a task or relationship-oriented behaviors and the degree of emotional and cognitive intelligence a person possesses. I recommend the path-goal theory to assist organizations departments, and employees needs to be met and thus, allowing for overall leadership success both nationally and globally.
- No matter what types of behaviors or intelligence you possess, a leader must always consider their audience first. There are twelve habits that leaders should focus on developing in order to be successful. They include: Courage Communication Generosity Humility Self-Awareness Always refer back to Courage Passion Infectiousness Authenticity Approachability Accountability Sense of purpose (Bradberry, 2015).
- Bradberry, T. (2015, March 9). 12 habits of exceptional leaders. Retrieved from Forbes website: http://www.forbes.com/sites/travisbradberry/2015/03/19/12- habits-of-exceptional-leaders/ Cherry, K. (2013). IQ or EQ: which one is more important? Retrieved from About psychology website: http://psychology.about.com/od/intelligence/fl/IQ-orEQ-Which-One- Is-More-Important.htm Dubrin, A. J. (2013). Leadership: Research, Practice, and Skills (7th ed.). South-Western Cengage Learning. Dunn, S. (n.d.). Emotional intelligence vs cognitive intelligence. Retrieved from Bharat bhasha website: http://www.bharatbhasha.com/advice.php/15523 Friedman, E. (n.d.). Task-oriented vs. people-oriented management style: which is better? Retrieved from Eskill website: http://blog.eskill.com/task- people-oriented-manangement/ Goleman, D. (n.d.). Emotional intelligence. Retrieved from Daniel Goleman website: http://www.danielgoleman.info/topics/emotional-intelligence/ Kokemuller, N. (n.d.). Differences between task-oriented leaders & relation-oriented leaders. Retrieved from Your business website: http://yourbusiness.azcentral.com/differences-between-taskoriented- leaders-relationsoriented-leaders-16794/html Northouse, P. (2013). Leadership Theory and Practice (6th ed.). Sage.