Abstract: Emotional Intelligence has become increasingly popular as a management tool for boosting performance at work. Despite this popularity, there is no sustained research in Zimbabwe that substantiates the efficacy of emotional intelligence especially within municipality environments. Using Goleman’s four clusters of emotional intelligence self-awareness, emotional intelligence self-management, emotional intelligence awareness of others and emotional intelligence management of others managers rated themselves high as compared to employee ratings. The results indicate that managers may be clueless as to employee perceptions of their behaviour. It is important that managers constantly get feedback from those they lead so that they improve their attitude and behaviour. Using purposive and stratified sampling techniques, 32 managers and 400 subordinates participated in the study. The instrument that measured Goleman’s emotional intelligence through self-rating was reliable with Cronbach’s Alpha reliability coefficients ranging from emotional self-awareness 0.846, emotional self-management 0.886, emotional awareness of others 0.939 and emotional intelligence management of others 0.960. The instrument used by employees to rate managers was also reliable with the Cronbach’s Alpha reliability coefficients ranging from emotional intelligence self-awareness 0.807, emotional intelligence self-management 0.834, emotional intelligence awareness of others 0.858 and emotional intelligence management of others 0.945. The hypothesis that self-rating and others’ rating can-not be same was validated.Abstract: Emotional Intelligence has become increasingly popular as a management tool for boosting performance at work. Despite this popularity, there is no sustained research in Zimbabwe that substantiates the efficacy of emotional intelligence especially within municipality environments. Using Goleman’s four clusters of emotional intelligence self-awarenes...Show More
Abstract: The need to equip employees, managers and leaders with skills that help them operate in a global market has gained momentum with the African Region warming up to globalization through the establishment of Special Economic Zones and the implementation of African Union economic blue print which was built to enable Africa to achieve economic growth through empowering entrepreneurial activities and exploitation of the countries’ resources. This has seen a number of private organisations going global. Higher and Tertiary Education has also opened markets across the globe in an effort to attract students from various cultural settings. This has necessitated the need to review literature on some useful skills that may help the organisations in this ever changing environment. Cultural Intelligence is a new field of intelligence that has immense relevance to the increasingly global and diverse environment. Literature review has indicated the importance of cultural intelligence as a vital tool for organisations who deal with diverse customers, partners, competitors, and other business players. The paper highlights the types of culturally intelligence available to all organisations and their effects. Desk-top research was used to review literature from journals, internet and government publications. It is recommended that organisations acquire cultural intelligence to improve employee and firm performance on the globe.Abstract: The need to equip employees, managers and leaders with skills that help them operate in a global market has gained momentum with the African Region warming up to globalization through the establishment of Special Economic Zones and the implementation of African Union economic blue print which was built to enable Africa to achieve economic growth th...Show More
