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Introduction
(1995).
Several school personnel, facing a large population of students are not enough to
accommodate and attend all the needs of the students. That is where the student leaders take
over. Student leaders are responsible for making a respectful and transparent atmosphere in
where students can discuss, partake, and engage into any proposed plans for school. Student
body is the face of the students, they have all the responsibilities to deal with any problems
concerning the welfare of the students and informing the superiors about their concerns.
Student leaders are also responsible for making co-curricular activities that can inspire and
amalgamate every courses and departments. They also have the role of laying down goals and
In the performance of their avowed duties, for the fulfillment of their goals, the
leaders cannot avoid problems arising within an organization that may lead to failure in
achieving the objectives or goals. Effective leader must have good communication skills and
the ability to adapt themselves into different types of people in a certain group, but some
leaders cease to work well with their members because of some common problems like
leaders.
Research studies suggest that Emotional Intelligence and Leadership Styles are the
two forces that guide a leader to good leadership, but are also responsible for adversities to
follow. The influence of these two forces will be explored as the bases of an enhancement
program.
differentiate them and used them as guide of managing one selfs thoughts and actions. It was
one's feelings and emotions. David Wechsler (1944) suggested that affective domain maybe
important to succeed in life. He also added, Intelligence is the aggregate or global capacity
of the individual to act purposefully, to think rationally and to deal effectively with his
environment. Abraham Maslow (1950) described how people can establish emotional
strength using his model Hierarchy of Needs. Maslow used terms such as; psychological,
safety, belonging, love, esteem, self-actualization and self-transcendence. His theory further
discussed that if the levels in the hierarchy were not fully meet, the emotional strength of a
person may be affected. Howard Gardner (1975) introduced the concept of Multiple
Intelligence specifically, Interpersonal and Intrapersonal Intelligences which serve as the key
components for Emotional Intelligence. These specific intelligences discussed the different
dimensions of emotion of a person. A person who notice and respond to others feelings and as
the same time can work with them easily was classified under the interpersonal intelligence.
However, a person who sets goals, assesses his personal abilities and liabilities and monitors
his own thinking and is expected to meditate, reflect, exhibit self-discipline and maintain
composure was classified under intrapersonal intelligence. Then, Wayne Payne (1985) finally
introduced the term Emotional Intelligence in his dissertation entitled "A study of emotion:
developing emotional intelligence; self-integration; relating to fear, pain and desire (theory,
magazine article and graduate thesis. Peter Salovey & John Mayer (1990) published their
After that, Daniel Goleman (1995) popularized and elaborated the concept of Emotional
Intelligence featured in his book Emotional Intelligence; Why it Matters More than IQ?
research to identify emotional and social factors needed to be successful in job and
workplace. Since its popularization, Emotional Intelligence has been associated with
As William Arthur Ward once said, "The mediocre teacher tells. The good teacher
One of the problems students encounter in a classroom is the teacher itself. It is a case
wherein a teacher lacks the qualities of becoming a competent teacher. A teacher supposedly
guides or lead the class to direct them in accomplishing their tasks successfully however,
there are teachers who are dominating, overpowering, lacking initiative, failing to motivate
their students, recognizing only failure not success, avoiding conflicts neither exerting effort
to solve it, running over students etc., resulting to the unfinished works and projects and
breakdown of a student. Anchored to the theory of Daniel Goleman, being an effective leader
was not predicted by Intelligence Quotient (IQ) itself, well in fact, its Emotional Intelligence
that do so. Based on the findings of Golemans Emotional Intelligence, leaders with high IQ
alone fail to manage an enterprise yet people who have high Emotional Intelligence got
promoted into higher position. He also quoted that "outstanding intelligence quotient level
makes you an English teacher yet high Emotional Intelligence makes you the head of the
Emotional Intelligence is the core level of Intelligent Quotient. Davis, Stanker and
accurately perceive emotions of others and to take cognizance of what is happening. Mayer
1. Self-awareness - knowing ones emotions, strengths, weaknesses, drives, values and goals
and recognize their impact on others while using common sense to guide decisions.
4. Flexibility - it is the ability to adapt to new environment and know how to make a better
decision in a situation.
Goleman (1995) said that emotional competencies are not innate talents but rather
learned capabilities that must be worked on and can be developed to achieve an outstanding
performance. He believes that individuals are born with general emotional intelligence that
Salovey and Mayer (1990) claimed that Emotional Intelligence is the ability to
monitor ones own and others emotions, to discriminate among them and to use the
information to guide thinking and actions.
understanding and choosing how we think, feel and act. It shapes our interactions with others
and our understanding of ourselves. It defines how and what we learn. It allows us to set
priorities; it determines the majority of our daily actions. Research suggests it is responsible
Goleman (1995) declared that great leadership works through emotions. Leaders are
the one who drives organization to their success and empower their social, intellectual,
emotional and other skill to be a good leader. These are the six leadership styles:
the goals of the organization. Leaders allow his /her members to decide for their vision in
performing for the success. Communication is the key to this model. It produces a working
environment that members feel that they are more committed to achieve the goals and
2. Affiliative Leadership - it is used with new organization which leader and members are
creating communication with each other. Members are given great deals of praises and
feedback in their performance to boost their confidence. It builds emotional bonds and
helping its member in their personal development to accomplish their desired goals. The
leader recognizes every individual work and their significance in the organization.
4. Moral Leadership - the leader guides his/her members by giving them values, ethics,
change among its members where they set high performing standards for one, others, group
and organization.
Conceptual Framework
Emotional Intelligence
Self awareness
Interpersonal
Stress- management
Flexibility
Survey Through
Disposition
Questionnaire
Leadership Style
Previous Proposed intervention
Democratic Theories and programs to enhance the
Leadership Studies Emotional Intelligence
and Leadership skills of
Affiliative Interview student leaders.
Leadership Respondents
Empowering Statistics of Data
Leadership
Moral Leadership
Charismatic
Leadership
Transformational
Leadership
Commanding
Leadership
Pacesetting
Leadership
Statement of the Problem
This study will determine the level of Emotional Intelligence and Leadership Style of the
student leaders.
1.1 Age
1.2 Gender
1.3 Major
2. What is the level of Emotional Intelligence of the respondents in terms of the following?
2.1 Self-awareness
2.2 Interpersonal
2.4 Flexibility
2.5 Disposition
3.1 Democratic
3.2 Affiliative
3.3. Empowering
3.4 Moral
3.5 Charismatic
3.6 Transformational
3.7 Commanding
3.8 Pacesetting
4. Is there a significant difference between the Emotional Intelligence and Leadership Styles
of the resopndents?
5. Based on the findings of the study, what leadership enhancement program may be
proposed?
Hypothesis
This study was conducted to determine the Emotional Intelligence and Leadership
Styles of Polytechnic University of the Philippines San Pedro Campus student leaders. This
The survey questionnaire was adapted from the study Emotional Intelligence and
Coordinating Teachers
The findings of the study helps the coordinating teachers to determine the strengths
and weaknesses of their student teachers when it comes to emotional intelligence and
Student Teachers
The student teachers improve their emotional intelligence and leadership styles
through the proposed output so they can become effective teachers in the future.
Future Researchers
The data contained in this research serve as a reference for future researchers who will
Teachers
The findings of the study help teachers determine the ideal leadership style depending
on their level of emotional intelligence and the situation they are in.
Definition of terms
Affiliative Leadership- it is used with new organization which leaders and members
are creating communication with each other. Constituents are given great deals of
through magnetic personality where leaders influence their members to perform well.
Democratic Leadership - encouraging the member to be active and participative in
achieving the goals of the organization. Leaders allow their members to decide for
their vision in performing for the success in accomplishing the organization
environment that members feel that they are more committed to achieve the goals and
goals. The leader recognizes every individual work and their significance in the
organization.
Flexibility - it is the ability to adapt to new environment and know how to make a
motivating people.
Moral Leadership- the leaders guide their members through inculcation of values,
ethical principles and norms. It also implies that leaders show respect towards their
subordinates.
Self-awareness - knowing ones emotions, strengths, weaknesses, drives, values, goals
and recognizing their impact on others while using their common sense to make
decisions.
Stress- management - managing or redirecting ones descriptive emotions and
promoting positive change among themselves where they set high performing
Foreign Literature
Emotion was derived from a Latin verb 'movare' meaning to stir up, agitate, upset or
move which was accompanied by behavioral and physiological events. Psychologists have
lots of definitions of emotion yet they still give a single meaning depending on a person's
reaction towards a certain situation. Historically, there was no single theory that directly
discusses what emotion truly was but some psychologists attempted to produce its theory like
James Lange and his theory of emotion which states that a person needs an appropriate
emotion that enables him or her to adjust based on his perception on a given situation. Also,
Walter Cannons Theory of Emotion studied the portion of the brain that manipulates the
human emotion.
Intelligence. He stated that emotion leads to the management of thoughts and emotions of one
person through the awareness of the person's environment. Emotion was also identified as the
principle of Interpersonal Intelligence ' which is the existing relationship of a two person and
'Intrapersonal Intelligence' or the ability to handle ones self. It requires the person to notify
the feelings and emotions of others, to have an insight on the reason of their actions and to
behave based on the appropriate objective, standards or beliefs. Then, Salovey and Mayer
(1997) published an article Imagination, Cognition and Personality ". This article discussed
strictly the framework of Emotional Intelligence that emotion is a mean to solve problems.
This article also discusses abilities of Emotional Intelligence such as; accurate appraisal and
comprehension. They view emotion as a systematize response that cross limit a lot of
knowledge about emotions, handling emotion. These four abilities are arrange orderly to
the skill of a person to compare similarities and differences of emotion of the person in a
society. This ability discloses the emotion of a person that enables him or her to know
Secondly, the use of emotion to accommodate the mental ability. It is the ability of a
person to use mental capabilities to facilitate a certain mood. The person state of mind is
advance in this level because they generate their emotion through the use of 'schema' or
perception in life.
emotion which a person can construct their own meaning of emotion. It also enables the
Emotional Intelligence is the basis for thoughts and action of one person. It is the
human consciousness of reality and his sensitivity of choices of alternatives that leads to
success. Emotional Intelligence does not differ on cognitive skills well in fact they are
dynamically interact with each other. A person should have cognitive, social and emotional
skills that enable him or her to be sufficient and comprehensive individual. As a matter of
fact, Emotional Intelligence was operated by cognitive aspect which utilize through the
affective domain of an individual. This affective domain was improved by the experiences.
Goleman (1995) argues that there are points when Emotional Intelligence achieves
Intelligence which pertains to the ability to motivate oneself, to cope with frustrations, to
manage distress, to manipulate impulses and to regulate ones mood. Emotional Intelligence
of the emotion and feelings of ones self for the individual actions as an outcome.
The study of Goleman opens an opportunity to the people who do not excel in the
times more powerful than the Intelligence Quotient. From this moment on, many
human condition. They decided to introduce this in different level of schools and studies like
in pre-school, state university and such. And through this, psychologists and experts
determine the meaning of emotion. Goleman (1995) identified emotion as the ability to
recognize and regulate emotion of others. While Salovey (1990) write emotional intelligence
as a form of intelligence that involves the ability to monitor one's own and other's feelings
and emotions, to discriminate among them and to use this information to guide ones thinking
and actions. But then, he revised the definition into the ability to perceive emotion, integrate
personal growth. Another noticeable research of the emotional intelligence is from Reuven
Bar-On (1987), the person who produces the term ' Emotional Quotient'. He identified
emotional intelligence as far deeper than understanding oneself and others. It also includes
stress management and general mood. It includes self-regulation, motivation, empathy and
social skills.
leadership styles should be based on the readiness of the individual in a certain situation.
Leaders are characterized to be the center of change and influence members to accomplish set
of objectives and goals of the organization or group. They must be able to improve their
leadership styles based on the condition of the group. According to Turner and Muller, (2005)
there are five functions of leadership that leaders should consider, namely; making visions of
the group and focusing on it, establishing a high performing-team, motivating the team,
maintaining harmonious relationship between leader and members and give them satisfying
Sethuraman and Suresh (2014) categorize theories that further explain what a true effective
Great Man Theory identifies that leaders are from the nature of an individual and not
through nurture of the environment. It runs through the blood of a person. This theory argues
Trait Theory is an approach used in early studies of leadership. This theory focuses
on the characteristics of leaders should acquire like emotional, intellectual, social, physical
and psychological aspects. Study supports the 'Great Man Theory' that the leadership starts at
Contingency theory disagrees with the first two theories. This study believes that
effective leaders are the one who experienced a lot of things and who were trained by the
environment. It focuses on the external factors of an individual like behavior and situation.
Participative theory explains that collaboration plays a vital role in achieving the
organizational goal. Making good decisions and sharing ideas inside the group are effective
leadership approach. This study recommends that competent leaders should set motivating
group demonstrates influence to others in achieving a common goal and directs the group into
coordination and coherence. It includes the application of leadership attributes such as values,
beliefs, ethics, character, knowledge and skills. However, leadership is different from bossing
around people. Being overpowering is exercising authority in performing certain tasks and
accomplishing objectives because leaders are described as trustworthy and they must
communicate a vision and organizational future to give an overview where the group needs to
go.
According to Baldwin (2011), effective leadership begins from our character. He cited
in his book that positive results flourish from the good character of a leader. In order to do so,
leaders must set a reason to their subordinates to believe and to follow. He also stated that a
good leader must set the right example. It refers to the capacity of the leader to do the job
with excellence. Employees must seek that the leader has the capacity to accomplish a goal.
Though executive position does not require physical work much still, it needs critical
thinking. He added and declared that a leader must learn how to communicate by example.
They must act their part, must show authority and demonstrate that they had what it takes.
Leaders must know how to communicate and connect, handle tough situations, and put their
Ward (2011) claimed that leadership is the art motivation needed to drive the whole
group in carrying out a certain goal. She defined leader as the director of an action; leaders
inspire others to follow because they possess mixed attributes of personality and
communication skills that leads them to do so. In addition, leaders must be coaches as well;
Kahn (1978) stated that leadership is a social, collaborative, relational activity that
focuses on the competencies of the group rather that the capabilities of the leaders
themselves. It involves few numbers of people to be in a group, work together with leader as
a guide and example and perform according to what is being agreed upon.
Munro (2012) stated that works or tasks create bonds between leaders and their
members; works that prolong their relationship and unite them as one. Therefore, to make
work an important key element in having harmonious relationship, the need for another
essential skill must be acquired and it is interaction skill which includes consultation,
negotiation, concession and conflict management. She also emphasized the significance of
shared work and power as an investment in collaborative learning, team-building and forming
acquired such as courage or the confidence to face challenges and accept responsibility;
diagnosis; adaptability to work and its environment and good relationship to be maintained.
Leaders, instead of fixing themselves into fulfilling takes and accomplishing goals, they must
focus on delivering values and change into their organization. The priority must be on
Furthermore, Gill (2011) presented three leadership models or styles namely laissez-faire,
Laissez-faire leadership is the leadership style where leaders leave work to their members.
They leave the work to their constituents which make them neutral, insensible and
unproductive. This leadership is only effective when the subordinates are highly competent
and skill-oriented.
Transactional Leader exhibits strongly directive leadership. It does not use consultative,
participative and delegative style but rather focuses on giving rewards in exchange for
someone's effort and outstanding performance in achieving goals. It is task-oriented and its
classroom set-up.
act as coaches, enthusiastically inspiring their members to transform a simple job into a job
well-done. However, this leadership style cannot be often used especially for short-term
goals. The leaders are open for a better change, holistically builds their members abilities and
inclined with the leader's desired plan for the future of the organization. Sashkin and
Rosenbach (2007) declared that there are three personal characteristics which can be used as
power orientation or the ability to vary the use of power based on what is needed and
relationship by the leader and its member upheld by the leaders ability to persuade and win
their followers heart and loyalty to serve and commit themselves into working effectively. It
is leader-centered for the future of the organization is in their hands. They tend to build
when leaders have gone since the subordinates depend themselves to them.
the vision of the organization came from the integrated ideals of each member. It respects
diversity and celebrates individual abilities as the key to success. There is no organizational
Centered Leadership by McKinsey and Company states the five capabilities are
suggested: meaning or infusing work with regards to life purpose, how it sought happiness
and contentment into commitment of working effectively; positive framing or viewing life in
optimism and seeing change as opportunity rather than a risk, connecting or giving
importance to the significance of good communication; engaging or being used to risks, fear
and opportunities and encouraging people to adapt into it and being resilient; managing
energy or energizing the dimension of human body such as physical, emotional, social,
also includes the organizational vision and mission. It focuses on the rate of progress in a
certain area to monitor positive change and to test as well the efficiency of the strategies.
Leaders of this style should ponder on their ability on decision-making because the success or
Commanding leadership is a style wherein the leaders give orders and demands for
immediate compliance. They are particular in accomplishing a certain task in short period of
time.
decisions. The ideas came from different heads, voted upon based on what is needed or
usually synthesized to form much better concept. Though may seem collaborative, still, the
Pacesetting is a leadership style known for leaders who dominate, demand and
standards-centered and the leaders are expected to remove members who do not meet their
qualifications.
Beck & Yeager (1996) they stated that leadership originates from understanding the
specific goal while encouraging each member to take the necessary actions to achieve the
goal.
They also stated that high level of leadership occurs when the leader and the followers
1. Directive Leadership- means telling people what to do, when to do it, how to do it,
and why it should be done. This kind of leadership includes details such as;
idea. This leadership inspires respect for peoples knowledge and encourages the
Bowkett and Percival (2011) suggested that the basis for developing emotional intelligence to
any certain degree include these two necessary elements: awareness of self and awareness of
others. In their book, they mentioned that it was Plato who said, know thyself, an obsolete
philosophy which lead to a lifetime lesson wherein, if we accept ideas wholeheartedly, it will
come up to greater awareness and having deeper understanding with that, it will yield
successful self-control of our thoughts, feelings, and behaviors. They also suggested that to
boost the two key elements of emotional intelligence, leaders should encourage the creativity
of an individual.
John Adair (1988) stated that men innately possessed the quality of being superior which
makes them a leader, undoubtedly. It was also discussed in Evolutionary Leadership Theory
postulated by Vugt and Ahuja (2010) which stated that the human leadership behavior and
prowess emerged from human evolution through natural selection- a theory popularized by
Charles Darwin. They also claimed that leadership and followership have become natural
since those behaviors were already engraved in human brains. In short, they agree that some
Local Studies
Margareta Sjolund (2013) stated that mental ability is important but after this the
person need to collaborate with his or her members. As a matter of fact, Emotional
Intelligence has factor which is far more important than Intelligence Quotient. These are
able to open avenues for improvement. The person should develop flexibility, adaptability to
change and coping stress. In Asia, we use specific measurement technique which is called
EQ-i 2.0, a model consist of 15 factors which forms blocks that builds productivity of
ourselves, developing and maintaining social relationships, coping with challenges and using
emotional information in an effective and meaningful way. In her article, she suggested to use
Corpuz (2013) cited that there are three domains of learning; the cognitive, psychomotor and
affective domain. In three level approaches, teaching with affective is more important which
means using values. The affective domain enable to produce students formation of
intellectual giants which develop students awareness of attitude to others, have values,
Dr. Chelo (2010) made a research about Emotional Intelligence having adolescents as its
respondents. She identified the factors that lead to the child higher level of Emotional
Intelligence. It is namely; influence of the parents, age level and peers. The study identified
that being emotionally intelligent tend to acquire some of this ability such as effectiveness to
people gather to attain similar goal and the head of the group will conduct a style to achieve
organizational success. They should be equipped with active and spontaneous attitude to
inspire their members to perform well and to ensure that every member is doing their job
inside the group. The leader and the members should have a harmonious relationship this
need for the leader to understand the feelings and emotion of every member in the group.
There are wide varieties of studies that prove that emotional intelligence has to do with
The rise of the leaders should be based on their qualities like charismatic, deliberate,
gifted and attractive qualities. Leaders should have the power to shape the future of the
organization by the way they act at the present, like what unknown philosopher said "the
shadow of the future cast on the present ". The leader will not predict the future by
fortunetelling or crystal gazing but rather visioning the foundations of the organizations
The key words for new leaders in the millennial generation are vision, charisma and
transformation. In early 1970, the term 'transformational leadership ' arouse. It was first
known as a transactional leadership in which leaders and followers in history interact and
communicate to achieve the higher purpose of the organization thus rewarding the good
address its peoples higher order thinking skills, self- esteem and self -actualization.
Ciulla (2003), stated that Transformational Leadership concerns about the values
which has the morality means and morality ends. Morality means of an act talks about
responsibility, fairness, honesty and keeping promises while the morality ends talks about
concerns with the Is; the individualized deliberation, intellectual stimulation, inspirational
Visionary Leadership concerns with the future of the organization. The leader
prepares and lays activities that will lead to the organizations development. Sashkin and
Robert (2003) suggest three personal characteristics that guide leaders behavioral strategies;
charisma is a process of influence and commitment to the followers which contrive a spell
that attract even the people outside the organization. They perform values like favoring
participation, security, and extrinsic rewards but if the charismatic leaders have gone, the
leaders in terms of the way they think of Emotional Intelligence and Transformational
Leadership. Using the different and more advanced survey questionnaire like Sixteen Factor
Questionnaire they come up with the conclusion that student leaders are more introduce to
a group. He concluded that the leader will be the emotional laden that is the source of
The study from the Center for Creative Leadership (2003) entitled Leadership Skills
and Emotional Intelligence reveals that advance level of leadership style is associated with
emotional intelligence. These will be further revealed in these following areas like
are the things that a person may acquire to find in what they are doing and when they
compassionate about their work performance, it is easy for them to achieve the group task
and objectives.
Foreign Studies
Ahmad bin Esa et al (2013) stated in his study The relationship of Emotional Intelligence
and Leadership Styles of the final year level from Faculty of Technical and Vocational
Education at Universiti Tun Hussein Onn Malaysia (UTHM). that most of the professional
percent. It shows that teachers must take full attention in developing their self-awareness,
Universiti Tun Hussein Onn Malaysia (UTHM). So, into this study, the researcher want to
know if the final year students in the education field have already prepared themselves with
The findings of the study show that the main foundation of the students to decide if they need
to continue their journey on becoming a license teacher is their emotional intelligence. This is
because EQ can help teachers to maintain their emotion towards facing challenges as a
teacher especially about the new changes made by Ministry Education. From Fletcher (2007),
says that the EQ has a relationship with teachers stress. It also emphasizes the contribution
of leadership styles to aspiring teachers because it improves the School a good leader can
leading the students with different background and level to become successful students
There is relationship between Emotional Intelligence with Democratic Style where there is a
because from the level of emotional intelligence the students are in the moderate level. So, it
shows that the students did not have a high confident level to make decisions but can be
develop if they have enough experiences through team building and seminars.
Malikova (2014) stated in her study Teachers Trait Emotional Intelligence and Leadership
Style: do they depend on educational attainment and teaching experience? that there is
positive relationship between teachers Emotional Intelligence to the Leadership Style of the
Teacher more specifically the Democratic Leadership Styles.As Singh and her colleagues
(2012) posit, Emotional 2 Intelligence is important for a leader because their Leadership
Style has a big influence on the climate of the organization and performance of subordinates
The study focuses on the relationship between teachers Trait Emotional Intelligence (Trait
EI), Leadership Style, educational Attainment and Teaching Experience within six state
secondary schools of Astana (Kazakhstan). The findings of the study shows that there is a
small correlation between length of service to the Emotional Intelligence of the teacher yet
the experience in teaching of the teacher is a factor why teachers have high Emotional
Intelligence. On the other hand the Leadership Style of the teacher affects the personal values
and beliefs, national cultures, or emotional intelligence. George(2000) stated that One of such
factors is a level of Emotional Intelligence (EI), which is regarded as the key to effective
Teacher Leadership
Local Studies
Naraja (1997) stated in his study The leadership Styles of Public Secondary School
Teachers in the district of Placer and Gigaquit, division of Surigao Del Norte. that the school
administration and the supervisors are the source provider of the leadership of the school
teachers to be more effective in teaching as well as learning. Leadership is the most potent
good virus at the mean time the most dramatic activity inside the school. It calls a larger
responsibility for both students and teachers to achieve the desired aim of education. Naraja
study emphasizes the Leadership Styles of School teachers when grouped by communication
planning. This shows that the eighty secondary school teachers which is fifty percent of the
total universe of the study have significant difference with their Leadership Style to their
Parents and Students and sometimes would be the cause of a downfall. That is the main
reason why a teacher should have a high Emotional Intelligence to handle difficult situations
Emotional Quotient and Teaching is one of the profession that requires high level of
teaching and a lack of clear performance standards results into negative outcome. The teacher
must learn how to balance aspects in their life which may fall under Emotional Intelligence.
Losaria(2013) stated in her study Emotional Intelligence (EI) skills its relationship
to the teaching performance of teachers in Mlang East District that the topic emotional
into university curricula in order to prepare prospective teachers for thriving teaching careers
important that the preparation and transfer-and maintenance phases of their training process
must be considered well. Yet too often these phases are neglected in practice.
empathy and social skills with the levels of Teaching Performance of Teachers in Mlang East
District. In the findings, the data reveals that the respondents have the ability to identify,
assess, and control their emotions; Also the teachers experience teaching performance which
is high with knowledge, skills and attitudes, but needed further enhancement through
Synthesis
Chapter III
This chapter presents the research design; the methodology used which includes the
respondents of the study, samples and sampling techniques, data gathering procedure,
A. Research Design
This study utilized descriptive method of the research which could support the data that
have collected relevant to the problem. The fundamental aimed in using the method is to
describe the nature of the situation as it existed in the time of the study. It assessed the data to
test hypothesis and answer questions to the problem concerning to the leadership styles and
emotional intelligence of the student leaders in Polytechnic University of the Philippines San
Pedro Campus
The respondents of the study were student teachers from Polytechnic University of the
Philippines San Pedro Campus with the total of 71 student teachers including Bachelor in
Secondary Education major in Math and English. The Polytechnic University of the
Philippines San Pedro Campus is an institution that produces students enrich with excellence
city government of San Pedro City, Laguna and produces Filipino citizens who are God-
fearing, exhibit love for humanity and democracy, exercise collegiality, practice integrity and
credibility, shows transparency and accountability, demonstrate passion for learning and
Humanist internationalism. The research was started during the School Year 2016 2017 in
The research used purposive method. It is the data gathering procedure that chose
selected respondents based on the purpose of the study. The selected respondents were
student teachers from Bachelor of Secondary Education major in Math and English.
TABLE I
In order to collect data, the researchers wrote a letter to the head of student affairs,
Joanne Faller-Antonio to seek approval to conduct the study among Polytechnic University of
the Philippines student leaders. The researchers personally distributed the survey
questionnaires, and the student teachers answered it. After retrieving it to the presidents of
The researchers adapted the instrument from the offshoot which was utilized to
discover the level of Emotional Intelligence and Leadership Styles of the selected
respondents. The findings enacted as a basis for the preparation of the PUP Student
Leadership Program.
the various Leadership Styles, the researchers only selected among Democratic, Affiliative,
Leadership that the researchers believed Polytechnic University of the Philippines San Pedro
Campus student teachers should acquire. The questionnaire will be adapted from an expert in
the field of education and psychology. To ensure the efficiency of the questionnaire, this was
Leadership Styles of the Pamantasan ng Lungsod ng Pasig Student Leaders: Bases for an
Enhancement Program. The questionnaire was divided into three parts: demographic profile
of the students, the questionnaire on Emotional Intelligence which composes the following
pacesetting leadership. In addition, items in part two and three of the questionnaire are in the
four-point Likert scale where four is the highest and one is the lowest. This was explained
TABLE II
1.00-1.49 Never
1.50-2.49 Rarely
2.50-3.49 Often
3.50-4.00 Always
The researchers accumulated the data in answering the problems of the study. All the data
were based on the response of the respondents through the use of survey questionnaire. The
respondents.
f
=
n x 100
Where: % - Percentage
f- Frequency
Questions number 1-2 computed Weighted Means and interpreted using the scale
below.
TABLE III.
1 1.49 Never
1.5 2.49 Seldom
2.5 3.49 Often
3.5 4 Always
1 1.49 Never
1.5 2.49 Seldom
Mean
TABLE IV
TABLE V.
s
s
( 1)3 ( 2)2
+
n1 n2
x1 x2
t=
Where:
t = one sample t-test value
x 1 = mean of the first group
x 2 = mean of the second group
s 1 = standard deviation of the first group
s 2 = standard deviation of the second group
n1 = number of the cases in the first group
n2 = number of the cases in the second group
Quality Assurance Guide Given the Mean
TABLE VI.