You make some good points Dana.  I once worked for a large government organisation (education) for around 18 years in a variety of roles.  Those who identified most strongly with the organisation's culture got promoted, not the most able employees.  The focus of leaders wasn't on the kids but on themselves and maintaining the organisation's beliefs and practices.  Profit wasn't anyone's motive so there wasn't even that discipline.  

My younger son is now working in a private school.  Again, the leaders treat their teachers with distrust and suspicion.  He is pressured not to have a life separate from his workplace (contrary to your blog's advice).  I don't see a long term future for him there.  The school's customers (students, parents and alumni) also have to fit in to the school's culture and ethos although this is sold as a positive.  

I  have run my own, small organisation for many years now.  It is easier for everyone who works here to retain their humanity (I hope).  I don't have high turnover and my staff are supportive of each other (if support is needed and accepted).  Not perfect, I am sure, but I hope we all respect each other.  There is almost no conflict.  However, I do need to work with large companies and your reflections ring true of some I work with.  I have always tried to maintain strong personal ties with those I do business with but these can prove worthless when the organisation demands something different that benefits them more than me.  It's shrugged off as "that's business" but this denies the human element in all our interactions. 

As you know, leaders high on EI, more clearly perceive the conflicts/potential conflicts between personal, more human approaches and those demanded by the organisation.  Consequently, they try to find ways of managing these conflicts.  They apply their EI knowledge and skills at the group/organisational level as well as at the interpersonal level.  Those with less EI are generally blissfully unaware and internalise organisational beliefs and processes unquestionably.