THE ROLE OF EMOTIONAL INTELLIGENCE IN EFFECTIVE LEADERSHIP AND EMPLOYEE MANAGEMENT IN PUBLIC SECTOR IN CAMEROON

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Any organization's core is its leadership, which embodies the act of directing members toward common objectives. It gives the organization the direction it needs while encouraging employees to produce their best work, frequently putting the needs of the organization ahead of their own. In order to optimize employee performance and achieve organizational goals, leaders need to understand their own feelings as well as those of their employees. Usually, people in public organizations expect other people to be sensitive to and respectful of their feelings, therefore managers must treat staff members' emotions carefully. Public leaders that possess emotional intelligence are able to create an atmosphere that fosters open communication, increased trust, and better empathy by having a deeper awareness of both their own and others' emotions.

Conceptually, emotional intelligence  (E.I.) refers to the ability to recognize and regulate emotions in ourselves and others (Goleman, 2021). Similarly,Peter Salovey and John Mayer, who originally used the term "emotional intelligence" in published writing, initially defined emotional intelligence as the capacity to observe, distinguish between, and utilize one's own and others' feelings and emotions as a basis for decision-making and behavior(Salovey & Mayer, 2019). Beyond that, E.I empowers leaders to comprehend their own emotions and those of others, enabling them to positively influence their environment by fostering open communication, building trust, and fostering empathy. As organizations recognize the significance of these essential skills, which facilitate improved communication among teams, clients, suppliers, and all stakeholders, emotional intelligence is increasingly recognized as a crucial trait for effective leadership. In the public sector, emotional intelligence has garnered attention as a crucial element for effective leadership, team collaboration, and employee well-being. Public organizations in Cameroon are increasingly realizing the significance of emotional intelligence in fostering a positive work environment, enhancing communication, and managing conflicts. In addition, several companies including public organization have begun incorporating emotional intelligence assessments and training programs into their human resources strategies to bolster employees' emotional capabilities and overall job performance. Additionally, there are professionals, trainers, and coaches in Cameroon offering workshops, seminars, and training sessions tailored specifically to emotional intelligence. These endeavors aim to raise awareness and cultivate emotional intelligence skills among individuals, both in personal and professional spheres. While emotional intelligence is gaining acknowledgment, there remains an opportunity for further advancement and implementation of emotional intelligence practices in Cameroon. Continued efforts to integrate emotional intelligence into various sectors, including education, workplaces, and leadership development, can contribute to a more emotionally intelligent society. Therefore, a survey will be conducted in order to investigate the role of emotional intelligence in effective leadership and employee management in public sector in Cameroon.

1.2 Statement of the Problem

Several studies and researchers have agreed that emotional intelligence is important for leadership roles and for promoting productive teamwork. Furthermore, majority agrees that emotional intelligence affects employee efficiency. As such, it is commonly accepted that in order to preserve professionalism in their operations, businesses should place a high priority on emotional stability or high emotional intelligence, especially among leaders. Notwithstanding the known advantages of emotional intelligence, research on components of emotional intelligence like self-awareness, self-motivation, and self-regulation is hindered by stigma (D'Errico, 2019). This implies that a large number of employees or leaders could not be aware of their emotional instability and how it could affect how they make decisions.

Additionally, organizational psychology is paying more and more attention to how emotional intelligence affects employees and how crucial it is for effective leadership. In spite of a wealth of research on team dynamics and leadership, little is known about how emotional intelligence which is the capacity to identify, comprehend, and regulate one's own emotions as well as those of others affects leadership efficacy and, in turn, team performance. Similarly, organizations are unable to create focused treatments and strategies to improve employees performance and strengthen leadership abilities due to this information gap. Furthermore, there is a limit to how much one can assess emotions because certain people are not inherently perceptive or cautious of their surroundings. However, this is also because these people are unaware of the potential benefits of emotional intelligence. Hence, it is in the light of these that the study seeks to investigate the role of emotional intelligence in effective leadership and employee management in public sector in Cameroon.

1.3 Objectives of the Study

The main purpose of this study is to investigate the role of emotional intelligence in effective leadership and employee management in public sector in Cameroon. Specifically, the study will;

1.Examine the current level of emotional intelligence among leaders in the public sector in Cameroon.

2.Investigate the relationship between emotional intelligence of leaders and employee satisfaction.

3.Identify the practices that promote the development of emotional intelligence among leaders in the public sector.

4.Assess the impact of emotionally intelligent leadership on organizational culture and employee morale in public sector in Cameroon.

1.4 Research Questions

The following questions have been prepared for the study:

What is the current level of emotional intelligence among leaders in the public sector in Cameroon?

Is there a relationship between the emotional intelligence of leaders and employee satisfaction?

What are the practices that foster the development of emotional intelligence among leaders in the public sector?

How does emotionally intelligent leadership affect organizational culture and employee morale in the public sector in Cameroon?

1.5 Research Hypotheses

Ho: There is no significant relationship between emotional intelligence and effective leadership or employee management in the public sector in Cameroon.

Ha: There is a significant relationship between emotional intelligence and effective leadership or employee management in the public sector in Cameroon.

1.6 Significance of the Study

The findings of this study will help individuals gain a deeper understanding of their emotions, strengths, weaknesses, and values. Through self awareness, they will be able to recognize their emotional triggers, regulate their emotions, and make more informed decisions. Also, it will equip them with the skills to form more meaningful connections and establish positive relationships with family, friends, colleagues, and partners. Additionally, the study will help organizations cultivate emotionally intelligent leaders who are able to control both their own and their team' emotions in a way that improves teamwork, fosters greater collaboration, and eventually raises performance levels.Furthermore, subsequent researchers will use it as a literature review. This means that other students who may decide to conduct studies in this area will have the opportunity to use this study as available literature that can be subjected to critical review. Invariably, the result of the study contributes immensely to the body of academic knowledge with regard to the role of emotional intelligence in effective leadership and employee management in public sector in Cameroon

1.6 Scope of the study

The scope of this study is boarded on the role of emotional intelligence in effective leadership and employee management in public sector in Cameroon. Empirically, this study will examine the current level of emotional intelligence among leaders in the public sector in Cameroon,  investigate the relationship between emotional intelligence of leaders and employee satisfaction, identify the practices that promote the development of emotional intelligence among leaders in the public sector and assess the impact of emotionally intelligent leadership on organizational culture and employee morale in public sector in Cameroon.

Geographically, the study will be delimited to residents of Douala, Cameroon

1.7 Limitation of the study

In the course of carrying out this study, the researcher experienced some constraints, which included time constraints, financial constraints, language barriers, and the attitude of the respondents. In addition, there was the element of researcher bias. Here, the researcher possessed some biases that may have been reflected in the way the data was collected, the type of people interviewed or sampled, and how the data gathered was interpreted thereafter. The potential for all this to influence the findings and conclusions could not be downplayed. 

More so, the findings of this study are limited to the sample population in the study area, hence they may not be suitable for use in comparison to other schools, local governments, states, and other countries in the world.

1.8 Definition of Terms

Emotional intelligence: refers to the ability to recognize, understand, and manage one's own emotions and the emotions of others. It encompasses a set of skills that enable individuals to navigate their social interactions effectively and make better decisions in various personal and professional contexts (Dooshima, 2024).

Leadership: refers to the ability or process of guiding, directing, and influencing individuals or a group of people towards achieving common goals or objectives

Leaders: are individuals who hold positions of authority or influence within an organization or group. They are responsible for setting goals, making decisions, providing guidance and direction, motivating and inspiring others, and ultimately leading the organization or group towards success.

Employee: is an individual who works for an organization or company in exchange for compensation, such as a salary or wages.

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