Abstract:

Emotional intelligence is directly related with approach and intelligence of individuals for
performing different activities during construction projects. There are different types of
activities involved during construction projects and requires proper contribution from all
employees. The term emotional intelligence is directly related with motivation and
satisfaction of employees during construction operations. The leadership plays vital role for
improving the motivation of team members, whereas highly motivated employees becomes
intelligently active in organisation to manage their emotions to achieve organisational goals.
The management of emotions can be measured by considering the approach of employees
for being creative, team participation, handling relationships, handling feelings, self
motivation and trust among workers. Also, there are different issues faced by project
managers to manage these employee emotions in multi-cultural project teams. The
emotions are affected due to cultural diversity in terms of religion, language, and
nationalities. But, transformational leaders can effectively remove these cultural diversity
issues by motivating employees and assessing their emotions in organisation.

Introduction:
The term emotional intelligence is related with identification and management of individual
feelings, whereas understanding of other’s moods is also considered with emotional
intelligence. This can be used for promoting intellectual and emotional growth by using
emotional knowledge to influence other people in team. The leadership also helps in
developing positive mode of emotions in organisation by motivating and influencing
subordinates. The positive emotions radiated by leaders are replicated and mirrored by
employees, whereas positive collective affect can be shaped to improve organisational
learning. (Sy et al., 2005).
The individuals with efficient emotional competency are capable of understanding the
effects and cause of emotions such as expression of anger can result in emotional reaction
and fear in others. (Mayor et al., 2008). In addition, Joseph and Newman (2010) identified
that emotional competency can help in repairing the negative moods of individuals arising
from external and internal sources. In contrast, Petrides et al. (2007) argued that negative
emotions can increase conflicts during team operations, whereas it can affect the trust and
collaboration of team members. Therefore, emotional intelligence is considered vital
element of organisation and leaders are required to promote positive emotional mode in
organisation.
The leadership enable efficient mechanism for team members to efficiently express their
emotions in honest and open environment, whereas different approaches are adopted such
as showing empathy, listening well, and attention for emotional cues. (Kupers & Weibler,
2006). These leaders are also encouraging discussion and input in organisation without any
fear of reprisal, whereas they are increasing interactions, collective reflection, learning and
psychological safety of employees in organisation. The transformational leaders are
considered the most efficient style of leadership for managing emotions of employees.
These leaders are considering the motivation level, needs, demands and wants of all
employees. (Harms and Credé, 2010).
The emotional intelligence can be measured by confirming the attitude and participation of
employees during construction operations. The participation of employees is helping in
making better decisions for organisation, whereas different types of risks can be removed at
their early stages. (Sunindijo et al., 2007). The leadership is responsible for monitoring the
participation and attitude of employees by developing safety and friendly culture of
organisation. The emotional intelligence is also measured by considering the awareness
about learning process, whereas analysis should be made to check when employees gets
frustrated or bored during work. The construction work is considered difficult work due to
management of heavy machinery and material. Therefore, emotions can be made stable by
providing sufficient rest to employees with options to refresh them during work. (Leban &
Zulauf, 2004).
The measure of emotion management helps in determining that whether these emotions
are linked with problems or opportunities. The efficient management of emotions is helping
managers and leaders to efficiently resolve conflicts in organisation. The procedure of
change management can be done smoothly after understanding the emotions of
employees. The effectively measured and assessed emotions are helping in developing
trust, empathy, collaboration and friendly environment in organisation. There are different
issues affecting the understanding of emotions, whereas cultural diversity is considered
major factor affecting the emotions of employees in multinational companies. The diversity
can be categorised into different aspects such as culture, language, class, caste and religion
of employees. (Thomas et al., 2008).
There is direct relationship between cultural diversity and emotional intelligence. There are
many elements of culture directly affecting the emotional intelligence of employees such as
hatred, dominance, macho behaviour, religious differences, supremacy, national sentiments
and language barriers. These differences can lead to severe conflicts and issues during
construction project. (Thomas et al., 2008). This can also result in different incidents and
accidents due to non cooperation of employees during construction projects. The emotional
intelligence is not based on understanding their own emotions, but it also considered others
emotions. The cultural diversity can increase difficulties to understand the emotions of
other employees in organisation. Therefore, leadership is required to adopt non
discriminatory policies in organisation with standardised language for all employees.
(Groves and Feyerherm, 2011).

Methodology: (Rearrange options in commas)

There are different research methodologies that can be adopted for analysing the effects on
emotional intelligence in multicultural organisations. The efficient methodology plays vital
role for any kind of research by providing ways to analyse the research questions by
selecting appropriate data collection methods. The elements of research methodology can
be understood by considering the Onion ring model. The research philosophy can be
categorised into three different types such as positivism, realism and interpretivism. There
are two types of research approaches such as deductive and inductive. There are six
different types of research strategies such as experiment, survey, case study, grounded
theory, ethnography, and action research. There are two types of time horizons involved
with research methodology such as cross sectional and longitudinal. There are three
different types of data collection methods such as interviews, questionnaire and
observation. (Saunders et al., 2009).

This report is adopting the research methodology of questionnaire, whereas data was
collected through emails from different respondents. The questionnaire methodology is
considered reliable methodology for collecting primary data for research questions. The
questionnaire methodology can be used with quantitative and qualitative data collection
method. Although, quantitative data is considered more reliable and accurate as compare to
qualitative data. This report also designed research questionnaire by considering the
research questions, whereas data was collected in quantitative form. The participants were
selected from different construction companies of Pakistan, whereas preference was made
to consider project managers for responding the questionnaire. The questionnaire was
designed by considering the age, experience, and gender and emotional intelligence in
construction projects. The errors and ambiguity was removed by doing proper pilot testing
of questionnaire.