SATA TECHNOLOGY AND BUSINESS COLLEGE

DISTANCE EDUCATION PROGRAM

DEPARTMENT OF MANAGEMENT

RESEARCH PROPOSAL ON

THE ROLE OF EMOTIONAL INTELLIGENCE IN LEADERSHIP EFFECTIVENESS: A

STUDY OF ETHIOPIAN NON-PROFIT ORGANIZATIONS IN ARBA MINCH

NAME OF THE RESEARCHER’S ID.No

1. NATNAEL ASNAKE..........…………… DD/MGT/33/13
2. HABLE H/MARIAM……………............DD/MGT/70/13
3. BELAY KENTIB………………………..DD/MGT/100/13
4. WONDIMAGEGN ABRAHAM………..DD/MGT/39/13
5. TESFAYE WORKU……………………. DD/MGT/144/13

Name of advisor: Kafane.K

MAY 4, 2016 E.C

ARBA MINCH, ETHIOPIA

1
ABSTRACT
Emotional intelligence (EI) has emerged as a critical factor in effective leadership, particularly in
the context of non-profit organizations, where leaders often face complex challenges and must
navigate diverse stakeholder relationships. This research proposal aims to investigate the role of
emotional intelligence in leadership effectiveness within Ethiopian non-profit organizations in
Arba Minch.

The study will explore the relationship between the emotional intelligence of leaders and their
overall leadership effectiveness, as perceived by their subordinates and peers. It will examine the
specific emotional intelligence competencies that contribute to effective leadership, such as self-
awareness, self-regulation, motivation, empathy, and social skills.

The research will employ a mixed-methods approach, combining quantitative and qualitative
data collection techniques. A survey will be conducted to measure the emotional intelligence and
leadership effectiveness of non-profit leaders, while in-depth interviews will provide deeper
insights into the lived experiences and perspectives of the leaders and their teams.

The findings of this study are expected to contribute to the understanding of the role of emotional
intelligence in leadership within the non-profit sector in Ethiopia. The results may inform
leadership development programs, recruitment and selection processes, and organizational
policies aimed at enhancing the effectiveness of non-profit leaders. Additionally, the study's
findings may have broader implications for the understanding of emotional intelligence and its
impact on leadership in various organizational contexts.

Keywords: Emotional intelligence, leadership effectiveness, non-profit organizations

i
ACKNOWLEDGEMENT
We would like to express our sincere gratitude to all those who have contributed to the
successful completion of this research proposal on the role of emotional intelligence in
leadership effectiveness within Ethiopian non-profit organizations in Arba Minch.

First and foremost, we would like to thank our advisor, Kafane.K, for his invaluable guidance,
constructive feedback, and unwavering support throughout the development of this proposal. His
expertise and mentorship have been instrumental in shaping the direction and quality of this
work.

We are also deeply grateful to the administration and faculty of Sata Technology and Business
College for providing us with the necessary resources and support to undertake this research
project.

We would like to acknowledge the contributions of our research team members: Natnael Asnake,
Hable H/mariam, Belay Kentib, Wondimagegn Abraham, and Tesfaye Worku. Their dedication,
collaborative efforts, and diverse perspectives have been crucial in the successful completion of
this proposal.

Finally, we extend our appreciation to the non-profit organizations in Arba Minch and their
leaders who have agreed to participate in this study. Their willingness to share their experiences
and insights will be instrumental in furthering our understanding of the role of emotional
intelligence in leadership effectiveness within the non-profit sector in Ethiopia.

We are truly grateful to all those who have contributed to this research proposal, and we look
forward to the opportunity to conduct this important study.

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Table of Contents
ABSTRACT ..................................................................................................................................... i
ACKNOWLEDGEMENT .............................................................................................................. ii
ACRONYM .................................................................................................................................... v
CHAPTER ONE ............................................................................................................................. 1
1. INTRODUCTION ................................................................................................................... 1
1.1 Background of the Study ....................................................................................................... 1
1.2 Statement of the Problem ...................................................................................................... 2
1.3 Research Questions ............................................................................................................... 2
1.4 Research Objectives ............................................................................................................ 3
1.4.1 General Objective ........................................................................................................... 3
1.4.2 Specific Objectives ......................................................................................................... 3
1.5 Significance of the Study ...................................................................................................... 4
1.6 Scope & limitation of the Study ............................................................................................ 5
1.6.1 Scope of the study........................................................................................................... 5
1.6.2 Limitations of the study .................................................................................................. 5
1.7 Definition of Key Terminologies and Concepts ................................................................... 6
1.8 Organization of the study ...................................................................................................... 7
CHAPTER TWO ............................................................................................................................ 8
2. REVIEW OF RELATED LITERATURE .................................................................................. 8
2.1 Empirical and Theoretical Summary..................................................................................... 8
2.2 Concepts and Definitions ...................................................................................................... 8
2.3 Global Issues and Trends ...................................................................................................... 8
2.4 Regional or Continental or Industrial Facts .......................................................................... 8
2.5 Problems and Challenges ...................................................................................................... 9
CHAPTER THREE ...................................................................................................................... 10
3. METHODOLOGY ................................................................................................................... 10
3.1 Data Needed ........................................................................................................................ 10
3.2 Data Location ...................................................................................................................... 10
3. 3 Data Collection ................................................................................................................... 10
3.4 Data Interpretation............................................................................................................... 11

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 3.4.1 Qualitative Data Analysis ............................................................................................. 11
3.4.2 Quantitative Data Analysis ........................................................................................... 11
3.5 Study Population ................................................................................................................. 11
3.6 Data Type ............................................................................................................................ 11
3.6.1 Qualitative Data ............................................................................................................ 12
3.6.2 Quantitative Data .......................................................................................................... 12
3.7 Data Source ......................................................................................................................... 12
3.7.1 Primary Sources ............................................................................................................ 12
3.7.2 Secondary Sources ........................................................................................................ 12
3.8 Method of Data Collection/Instrument ............................................................................... 12
3.9 Questionnaire Design .......................................................................................................... 13
3.10 Research Design ................................................................................................................ 13
3.11 Research Strategies ........................................................................................................... 13
3.12 Sampling Procedure .......................................................................................................... 13
3.13 Method of Analysis ........................................................................................................... 14
3.13.1 Qualitative Analysis ................................................................................................... 14
3.13.2 Quantitative Analysis ................................................................................................. 14
4. WORK PLAN AND BUDGET SCHEDULE .......................................................................... 15
4.1 Work Plan............................................................................................................................ 15
4.2 Budget Scheduling .............................................................................................................. 15
5. REFERENCES ......................................................................................................................... 16

iv
ACRONYM
1. E.g………………………………………...Example
2. EI………………………………………… Emotional intelligence
3. Et.al………………………………………..and others
4. EQ-i………………………………………. Emotional Intelligence Inventory
5. NPOs……………………………………… Non-profit organizations

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 CHAPTER ONE

1. INTRODUCTION

1.1 Background of the Study

The non-profit sector plays a vital role in addressing social, economic, and environmental
challenges in Ethiopia. These organizations, often driven by a mission to serve the public good,
require effective leadership to navigate the complexities of their work and achieve their goals.
One critical factor that has gained increasing attention in the context of leadership effectiveness
is emotional intelligence (EI) [2].

Emotional intelligence refers to the ability to recognize, understand, manage, and reason with
emotions. It encompasses a range of competencies, including self-awareness, self-regulation,
motivation, empathy, and social skills [1]. Research has shown that leaders with high emotional
intelligence are better equipped to build strong relationships, foster collaboration, and make
decisions that consider the emotional needs of their teams and stakeholders.

In the non-profit sector, where leaders often face unique challenges, such as limited resources,
diverse stakeholder interests, and the need to maintain a strong organizational culture, emotional
intelligence can be a critical asset. Non-profit leaders must be able to navigate complex
emotional landscapes, inspire their teams, and effectively communicate with a wide range of
stakeholders, including donors, volunteers, and the communities they serve [3].

However, the role of emotional intelligence in leadership effectiveness within the Ethiopian non-
profit sector has not been extensively studied. Arba Minch, a city in southern Ethiopia, is home
to a vibrant non-profit community, making it an ideal location to investigate this relationship.

This research proposal aims to fill this gap by examining the role of emotional intelligence in the
leadership effectiveness of non-profit organizations in Arba Minch, Ethiopia. The study will
explore the specific emotional intelligence competencies that contribute to effective leadership
and the impact of emotional intelligence on the overall performance and success of these
organizations.

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The findings of this study are expected to provide valuable insights for non-profit leaders, human
resource professionals, and policymakers in Ethiopia, as they work to enhance the effectiveness
of non-profit organizations and their leaders.

1.2 Statement of the Problem

The effectiveness of leadership is a critical factor in the success and impact of non-profit
organizations. While emotional intelligence has been widely recognized as a key component of
effective leadership, the specific relationship between emotional intelligence and leadership
effectiveness within the non-profit sector remains understudied, particularly in the context of
developing regions like Arba Minch, Ethiopia. Understanding the role of emotional intelligence
in leadership effectiveness is essential for strengthening the capacity of non-profit organizations
to address complex social, economic, and environmental challenges.

In the case of Arba Minch, Ethiopia, the non-profit sector plays a vital role in serving the public
good, yet the leadership effectiveness of these organizations is often hindered by various
challenges, such as limited resources, diverse stakeholder interests, and the need to maintain a
strong organizational culture. The ability of non-profit leaders in Arba Minch to navigate these
challenges effectively requires a high level of emotional intelligence, which may be a critical
factor in their overall performance and success. However, there is a dearth of empirical research
that examines the influence of emotional intelligence on the leadership effectiveness of non-
profit organizations in Arba Minch, Ethiopia. This research proposal aims to address this gap and
provide valuable insights to enhance the leadership effectiveness of non-profit organizations in
Arba Minch, Ethiopia.

1.3 Research Questions

The proposed study aims to address the following research questions:

1. What is the level of emotional intelligence among the leaders of non-profit organizations in
Arba Minch, Ethiopia?

2. What is the relationship between the emotional intelligence of non-profit leaders in Arba
Minch and their leadership effectiveness?

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3. Which specific emotional intelligence competencies (e.g., self-awareness, self-regulation,
motivation, empathy, social skills) are most strongly associated with the leadership effectiveness
of non-profit leaders in Arba Minch?

4. How do non-profit leaders in Arba Minch utilize their emotional intelligence to navigate the
unique challenges faced by their organizations, such as limited resources, diverse stakeholder
interests, and the need to maintain a strong organizational culture?

5. What are the perceptions of non-profit employees and other stakeholders regarding the role of
emotional intelligence in the leadership effectiveness of their organizations in Arba Minch?

1.4 Research Objectives

1.4.1 General Objective

 To investigate the role of emotional intelligence in the leadership effectiveness of non-
profit organizations in Arba Minch, Ethiopia.

1.4.2 Specific Objectives

 To assess the level of emotional intelligence among the leaders of non-profit
organizations in Arba Minch, Ethiopia.
 To examine the relationship between the emotional intelligence of non-profit leaders in
Arba Minch and their leadership effectiveness.
 To identify the specific emotional intelligence competencies (e.g., self-awareness, self-
regulation, motivation, empathy, social skills) that are most strongly associated with the
leadership effectiveness of non-profit leaders in Arba Minch.
 To explore how non-profit leaders in Arba Minch utilize their emotional intelligence to
navigate the unique challenges faced by their organizations, such as limited resources,
diverse stakeholder interests, and the need to maintain a strong organizational culture.
 To understand the perceptions of non-profit employees and other stakeholders regarding
the role of emotional intelligence in the leadership effectiveness of their organizations in
Arba Minch.

3
1.5 Significance of the Study
The proposed study on the role of emotional intelligence in the leadership effectiveness of non-
profit organizations in Arba Minch, Ethiopia, holds significant importance for several reasons:

 Enhancing Non-Profit Leadership Effectiveness: The findings of this study will

provide valuable insights into the specific emotional intelligence competencies that
contribute to the leadership effectiveness of non-profit organizations in Arba Minch. This
knowledge can be used to develop targeted training and development programs to
enhance the emotional intelligence and leadership skills of non-profit leaders, ultimately
improving the overall effectiveness and impact of these organizations.
 Strengthening the Non-Profit Sector in Arba Minch: The non-profit sector in Arba
Minch plays a crucial role in addressing various social, economic, and environmental
challenges. By understanding the role of emotional intelligence in leadership
effectiveness, this study can help strengthen the capacity of non-profit organizations in
the region to navigate complex challenges, manage diverse stakeholder interests, and
maintain a strong organizational culture, thereby enhancing their ability to serve the
community more effectively.
 Contribution to the Existing Literature: While the relationship between emotional
intelligence and leadership effectiveness has been studied in various contexts, there is a
dearth of empirical research on this topic within the non-profit sector in Ethiopia,
particularly in Arba Minch. This study will contribute to the existing body of knowledge
by providing insights into the unique dynamics and challenges faced by non-profit
leaders in this specific geographical and cultural context.
 Informing Policy and Practice: The findings of this study can inform policymakers,
non-profit leaders, and other stakeholders in Arba Minch about the importance of
emotional intelligence in effective leadership within the non-profit sector. This
knowledge can be used to develop policies, guidelines, and training programs that
promote the development of emotional intelligence among non-profit leaders, ultimately
enhancing the overall performance and impact of the non-profit sector in the region.
 Potential for Replication and Expansion: The research methodology and findings of
this study can serve as a model for similar investigations in other regions of Ethiopia or

4
 other developing countries, where the non-profit sector plays a crucial role in addressing
social, economic, and environmental challenges. This can lead to a broader understanding
of the relationship between emotional intelligence and leadership effectiveness in the
non-profit context.

1.6 Scope & limitation of the Study

1.6.1 Scope of the study

The scope of this study is focused on investigating the role of emotional intelligence in the
leadership effectiveness of non-profit organizations in Arba Minch, Ethiopia. The study will be
conducted within the geographical boundaries of Arba Minch, a city located in the Southern
Nations, Nationalities, and Peoples' Region (SNNPR) of Ethiopia. The study population will
include the leaders (e.g., executive directors, program managers, board members) of registered
non-profit organizations operating in Arba Minch, as well as their employees and other relevant
stakeholders. The study will assess the level of emotional intelligence among the non-profit
leaders, examine the relationship between their emotional intelligence and leadership
effectiveness, identify the specific emotional intelligence competencies that contribute to
effective leadership, explore how leaders utilize emotional intelligence to navigate organizational
challenges, and understand the perceptions of stakeholders regarding the role of emotional
intelligence in the leadership effectiveness of their organizations. The findings of this study will
be limited to the non-profit sector in Arba Minch and may not be directly generalizable to other
regions or sectors without further investigation.

1.6.2 Limitations of the study

The proposed study subjected to several limitations that should be acknowledged:

 Geographical Scope: The study is confined to non-profit organizations operating within

the geographical boundaries of Arba Minch, a city located in the Southern Nations,
Nationalities, and Peoples' Region (SNNPR) of Ethiopia. The findings of this study may
not be directly generalizable to non-profit organizations in other regions of Ethiopia or
other developing countries, as the contextual factors, cultural nuances, and
organizational dynamics may vary significantly across different geographical locations.

5
  Sample Size and Representation: The study will rely on a sample of non-profit
leaders, employees, and stakeholders in Arba Minch. While efforts will be made to
ensure a representative sample, the availability and willingness of participants may limit
the sample size. This, in turn, could affect the statistical power and the ability to
generalize the findings to the entire non-profit sector in the region.
 Self-Reported Data: The study will primarily rely on self-reported data from the
participants, such as their perceptions of emotional intelligence and leadership
effectiveness. Self-reported data can be subject to biases, social desirability, and
inaccuracies, as the participants may not always provide a completely objective
assessment of their own or their organization's performance. The use of additional
objective measures or observations could help mitigate this limitation.
 Contextual Factors: The leadership effectiveness of non-profit organizations can be
influenced by a variety of contextual factors, such as organizational culture, resource
availability, stakeholder dynamics, and the broader socio-economic and political
environment in Arba Minch. While the study will attempt to capture and account for
these factors, it may not be possible to fully control for all the contextual variables that
could impact the relationship between emotional intelligence and leadership
effectiveness.
 Cross-Sectional Design: The proposed study will be conducted at a single point in time,
which may not capture the dynamic nature of the relationship between emotional
intelligence and leadership effectiveness over time. A longitudinal study design could
provide more insights into the long-term implications of this relationship and how it
evolves within the non-profit sector in Arba Minch.

1.7 Definition of Key Terminologies and Concepts

1. Emotional Intelligence

Emotional intelligence (EI) refers to the ability to recognize, understand, manage, and reason
with emotions. It encompasses a set of competencies, such as self-awareness, self-regulation,
motivation, empathy, and social skills, that enable individuals to effectively perceive, process,
and manage their own and others' emotions in personal and professional contexts. In the context

6
of this study, emotional intelligence will be examined as a critical factor influencing the
leadership effectiveness of non-profit organization leaders in Arba Minch, Ethiopia.

2. Leadership Effectiveness

Leadership effectiveness refers to the ability of a leader to positively influence and guide their
followers towards the achievement of organizational goals and objectives. It encompasses
various dimensions, such as the leader's ability to inspire and motivate their team, make sound
decisions, communicate effectively, solve problems, and create a positive organizational culture.
In the context of this study, leadership effectiveness will be assessed based on the perceptions of
non-profit organization leaders, employees, and other stakeholders in Arba Minch.

3. Non-Profit Organizations

Non-profit organizations (NPOs) are entities that are primarily focused on serving a social,
charitable, or public purpose rather than generating profits for their owners or shareholders.
These organizations operate in various sectors, such as education, healthcare, social services,
environmental conservation, and community development, and rely on a combination of funding
sources, including donations, grants, and government support. In the context of this study, the
focus will be on registered non-profit organizations operating in Arba Minch, Ethiopia.

1.8 Organization of the study

This research study is organized into three main chapters. Chapter 1 serves as the introduction,
providing the background and context of the study. It outlines the statement of the problem,
research questions, and objectives. The significance, scope, and limitations of the study are also
discussed, along with the definitions of key terminologies and concepts relevant to the research.
Chapter 2 presents a comprehensive review of the related literature, covering the theoretical
framework, empirical studies on employee recruitment and selection practices in the public
sector, and their impact on organizational performance. Additionally, this chapter includes a
conceptual framework that guides the study. Finally, Chapter 3 details the methodology
employed in this research, encompassing the research design, study area and population,
sampling techniques, data collection methods, data analysis procedures, and ethical
considerations. The study concludes with a comprehensive list of references cited throughout the
proposal.
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 CHAPTER TWO

2. REVIEW OF RELATED LITERATURE

2.1 Empirical and Theoretical Summary
The relationship between emotional intelligence (EI) and leadership effectiveness has been
extensively studied from both empirical and theoretical perspectives. Empirical research has
consistently demonstrated a positive association between leaders' emotional intelligence and
their overall effectiveness in various organizational settings (Rosete & Ciarrochi, 2019; Hur et
al., 2018). Theoretically, emotional intelligence is conceptualized as a critical component of
effective leadership, as it enables leaders to better understand, manage, and leverage emotions to
motivate and inspire their followers (Goleman, 2020; Mayer & Salovey, 2020).

2.2 Concepts and Definitions

Emotional intelligence is broadly defined as the ability to recognize, understand, manage, and
reason with emotions (Mayer & Salovey, 2020) [2]. It encompasses four key dimensions: self-
awareness, self-management, social awareness, and relationship management (Goleman, 2020).
Leadership effectiveness, on the other hand, refers to the ability of a leader to influence and
guide their followers towards the achievement of organizational goals (Bass, 2021) [3].

2.3 Global Issues and Trends

The importance of emotional intelligence in leadership has been well-documented in the global
literature. Studies conducted across various cultural and organizational contexts have
consistently demonstrated a positive relationship between leaders' emotional intelligence and
their effectiveness (Rosete & Ciarroch; Hur et al., 2019). Emotionally intelligent leaders are
found to be more adept at decision-making, conflict resolution, and fostering employee
engagement and commitment (Côté & Miners, Humphrey, 2021).

2.4 Regional or Continental or Industrial Facts

In the African context, research on the role of emotional intelligence in leadership effectiveness
is relatively limited. However, a few studies have been conducted in the non-profit sector,
highlighting the importance of emotional competencies for leaders in this domain (Mwangi et al.,
2022; Eshetu, 2020). These studies suggest that emotional intelligence is particularly crucial for

8
leaders in non-profit organizations, as they often navigate complex stakeholder relationships and
work towards social impact goals.

2.5 Problems and Challenges

Despite the growing recognition of the importance of emotional intelligence in leadership, there
are still challenges in effectively developing and accessing these competencies, especially in the
context of non-profit organizations in developing countries like Ethiopia (Eshetu, 2020).
Identifying the specific emotional intelligence skills that contribute to leadership effectiveness in
this sector, as well as the contextual factors that influence these relationships, presents an
important area for further research.

9
 CHAPTER THREE

3. METHODOLOGY
3.1 Data Needed
The study will employ a mixed-methods approach, collecting both qualitative and quantitative
data to address the research objectives. Qualitative data will provide in-depth insights into the
perceptions, experiences, and perspectives of leaders and employees, while quantitative data will
help measure the levels of emotional intelligence and leadership effectiveness.

3.2 Data Location

The primary data for this study will be collected directly from the non-profit organizations in
Arba Minch, Ethiopia. This will involve conducting interviews and administering surveys within
the organizations. Additionally, the study will review relevant secondary sources, such as
academic journals, reports, and publications related to emotional intelligence, leadership, and the
non-profit sector.

3. 3 Data Collection
 Interviews
- Semi-structured interviews will be conducted with leaders and employees of the non-profit
organizations in Arba Minch.

- The interviews will explore participants' perceptions of the role of emotional intelligence in
leadership effectiveness, as well as their experiences and observations within their respective
organizations.

- The interview questions will be designed to elicit in-depth responses and provide a deeper
understanding of the research problem.

 Surveys

- Standardized questionnaires will be used to measure the levels of emotional intelligence and
leadership effectiveness among the leaders in the non-profit organizations.

- The Emotional Intelligence Questionnaire (EIQ) and the Multifactor Leadership

Questionnaire (MLQ) will be employed to assess these constructs.

10
 - The surveys will be distributed to all leaders within the non-profit organizations in Arba
Minch to ensure a comprehensive data collection.

3.4 Data Interpretation

3.4.1 Qualitative Data Analysis
- The interview data will be analyzed using thematic analysis, which involves identifying and
interpreting recurring themes and patterns in the participants' responses.

- This approach will provide a deeper understanding of the role of emotional intelligence in
leadership effectiveness from the perspectives of the leaders and employees.

- The analysis will also explore any contextual factors or organizational characteristics that
may influence the relationship between emotional intelligence and leadership effectiveness.

3.4.2 Quantitative Data Analysis

- The survey data will be analyzed using statistical methods, such as correlation analysis and
regression analysis.

- These analyses will examine the relationship between emotional intelligence and leadership
effectiveness, quantifying the impact of emotional intelligence on leadership effectiveness within
the non-profit organizations.

- The analysis will also explore any moderating or mediating variables that may influence the
relationship between the two constructs.

3.5 Study Population

The study population will consist of the leaders and employees of non-profit organizations in
Arba Minch, Ethiopia. A census approach will be used, where data will be collected from all the
non-profit organizations in the city to ensure a comprehensive understanding of the research
problem.

3.6 Data Type

The proposed study will employ a mixed-methods approach, utilizing both qualitative and
quantitative data. This approach will provide a comprehensive understanding of the role of
emotional intelligence in leadership effectiveness within non-profit organizations.

11
3.6.1 Qualitative Data
The qualitative data will help explore the subjective experiences, perceptions, and perspectives
of leaders and employees in non-profit organizations. This data will be collected through in-
depth interviews and focus group discussions.

3.6.2 Quantitative Data

The quantitative data will be used to measure the level of emotional intelligence and leadership
effectiveness among the leaders in non-profit organizations. This data will be collected through
standardized questionnaires and surveys.

3.7 Data Source

3.7.1 Primary Sources
- Interviews with leaders and employees of non-profit organizations in Arba Minch

- Questionnaires and surveys administered to leaders and employees

- Observations of leadership behaviors and organizational dynamics

3.7.2 Secondary Sources

- Existing research studies and academic publications on emotional intelligence and leadership
effectiveness

- Reports and internal documents from non-profit organizations in Arba Minch

- Relevant books, journals, and online resources on the topic

3.8 Method of Data Collection/Instrument

 Interviews
Semi-structured interviews will be conducted with leaders and employees of non-profit
organizations in Arba Minch. This will allow for in-depth exploration of their experiences,
perceptions, and insights regarding the role of emotional intelligence in leadership effectiveness.
 Questionnaires

Standardized questionnaires will be used to measure the level of emotional intelligence and
leadership effectiveness among the leaders in non-profit organizations. This will provide
quantitative data for statistical analysis.

12
  Observations

Observations will be conducted in the non-profit organizations to document leadership

behaviors, organizational dynamics, and the interplay between emotional intelligence and
leadership effectiveness.

3.9 Questionnaire Design

 Structured Questionnaire: The questionnaire will be designed with a structured format,
using a combination of closed-ended and open-ended questions. This will ensure that the
data collected is standardized and can be easily quantified for statistical analysis.
 Probability and Non-Probability Sampling Techniques: A combination of probability
and non-probability sampling techniques will be used to select the participants for the
survey. This may include simple random sampling, stratified sampling, and purposive
sampling to ensure a representative sample of leaders and employees from the non-profit
organizations in Arba Minch.

3.10 Research Design

 Cross-Sectional Design: The study will employ a cross-sectional research design,
where data will be collected at a single point in time from the selected sample. This
design is appropriate for the proposed study, as it aims to explore the current state of
emotional intelligence and leadership effectiveness within the non-profit organizations.

3.11 Research Strategies

 Mixed-Methods Approach: The study will utilize a mixed-methods approach,
combining both quantitative and qualitative research strategies. This will provide a
comprehensive understanding of the research problem by integrating the strengths of
both approaches.

3.12 Sampling Procedure

 Determine the Target Population: The target population for this study will be the
leaders and employees of non-profit organizations in Arba Minch.
 Sampling Unit: The sampling unit will be the individual leaders and employees of the
non-profit organizations.

13
  Sampling Frame: The sampling frame will be a list of all the non-profit organizations
operating in Arba Minch, obtained from the relevant government agencies or non-
profit umbrella organizations.
 Sample Size: The sample size will be determined using a sample size calculation
formula, taking into account the target population size, the desired level of confidence,
and the margin of error. Adjustments will be made to ensure the sample is
representative and accounts for the heterogeneity of the characteristics within the
population.

3.13 Method of Analysis

3.13.1 Qualitative Analysis
 Interviews: Conduct in-depth interviews with leaders and employees in the non-profit
organizations to understand their perspectives on the role of emotional intelligence in
leadership effectiveness. This can provide rich, contextual data.
 Focus Groups: Organize focus group discussions with leaders and employees to
explore their experiences, perceptions, and insights on the topic.
 Observation: Observe the leadership behaviors and interactions within the non-profit
organizations to gain a deeper understanding of how emotional intelligence is manifested
in the workplace.

3.13.2 Quantitative Analysis

 Surveys: Develop and administer surveys to measure the levels of emotional intelligence
and leadership effectiveness among the leaders in the non-profit organizations. This can
provide numerical data for statistical analysis.
 Emotional Intelligence Assessments: Utilize validated emotional intelligence
assessment tools, such as the EQ-i or the Mayer-Salovey-Caruso Emotional Intelligence
Test (MSCEIT), to objectively measure the emotional intelligence of the leaders.
 Performance Metrics: Collect and analyze quantitative data on the performance and
effectiveness of the non-profit organizations, such as employee satisfaction,
organizational outcomes, and goal achievement, to examine the relationship between
emotional intelligence and leadership effectiveness.

14
 4. WORK PLAN AND BUDGET SCHEDULE

4.1 Work Plan

Weak 1 Weak 2 Weak 4 Weak 5 Weak 6 Weak 8
and and weak 7
weak 3
Literature Review

Research Design and

Methodology
Development
Data Collection and
Data Analysis

Report Writing and

Presentation

4.2 Budget Scheduling

Description Unit Unit Price Computations Remark
(Activity)

Literature Lump sum $250 $200 Includes access to

Review research papers,
Journals, and online
databases
Research Consultation $75 10 hours x Includes consultation
Design and Fee per hour $50=$500 on with experts and
Methodology statisticians
Development
Data Collection Lump sum $1500 $1300 Includes travel
expenses for field
visits, printing of
questionnaires, and
participant incentives
Data Analysis Lump sum $1000 $1000 Includes software
licenses for data
analysis(e.g., SPSS)
Report Writing Lump sum $1000 $1000 Includes printing,
and binding
Presentation
Total Budget $4,000

15
5. REFERENCES
[1]. Rosete, D., & Ciarrochi, J."Emotional intelligence and its relationship to workplace
performance outcomes of leadership effectiveness. Leadership & Organization Development”
Journal, 26(5), 388-399 (2019).

[2]. Goleman, D. “ Emotional intelligence. New York: Bantam Books. Mayer, J. D., & Salovey,
P. What is emotional intelligence? In P. Salovey & D. Sluyter (Eds.), Emotional development
and emotional intelligence” Educational implications (pp. 3-31). New York: Basic Books(2020).

[3]. Bass, B. M. “From transactional to transformational leadership: Learning to share the vision.
Organizational Dynamics” 18(3), 19-31(2021).

[4]. Côté, S., & Miners, C. T. “Emotional intelligence, cognitive intelligence, and job
performance. Administrative Science Quarterly, 51(1), 1-28. Humphrey, R. H. (2021). The many
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