Emotional Intelligence for Journal of Sciences -myassignmenthelp

Question: Discuss about theEmotional Intelligence for Journal of Social Sciences. Answer: Nursing professionals need to be emotionally and physically capable to provide quality care to patients and ensure patient safety. Researchers are of the opinion that until date intelligent quotient was considered the main standard for accomplishment among different individuals but emotional intelligence is now considered an important attribute in nursing professionals. Nurses who have high level of emotional intelligence have enhanced capacity for comprehending as well as perceiving not only their own feelings but also feelings of others (Feather, 2009). Nurses who possess such skills can not only ensure patient safety but also can initiate respectable association with others and increase the efficiency by which they communicate with nurses. The National, which is one of the most important dailies in UAE has stated that recently nurses are suffering from verbal abuse, aggression as well as violence by their own fellow colleagues at workplace. This shows poor emotional intelligence a mong the perpetrator healthcare professionals. When survey was conducted among 663 nursing staffs at Dubai Hospital, 36% respondents claimed that they had faced violence, non-verbal aggression and others. 60% respondents said that they had faced lateral violence in workplace. Bullying and ostracism are the main issues that result in development of stress ("Nurses face violent behavior at work", 2018). Therefore, healthcare professionals need to develop high emotional intelligence to develop a better workplace. Nurses with high level of emotional intelligence can also guarantee an administration as well as leadership traits by which they can lead other members of the wards and thereby enhances their working skills on the wards. Proper leadership of such nurses helps in managing teams that provide the best outcome for their patients (Gullien Florent Triacy, 2015). The assignment will mainly explain the trait of emotional intelligence, its significance in the administration and provis ion of safe care to patients, its importance in administrative pyramid and developing proper leadership skills. It will also show how nurses with poor Emotional intelligence results in poor service delivery and patient care management. Emotional intelligence can be defined as the capacity of an individual to screen his or her own feelings as well as other feelings and thereby distinguish between different individuals based on their traits and communications. Then the individual uses this data to guide his or her physical and mental capabilities and bring out the best outcomes. It includes different attributes like self-awareness, self-administration, social skills, social awareness and relationship management. Firstly, self-awareness can be described as the attribute that reflects their own comprehension of the feelings as well as that of the others. This attribute also helps the individuals to possess the ability to express the feelings in a certain manner that is liked and expected by others (Micaelangelo, 2015). Those individuals who possess this attribute are found to be delicate and they remain ready to foresee the reaction of others to a definite feeling. Another important attribute is self-management. This a ttribute helps the individuals to allude to a limit where the person is able to control his or her own feelings in order to help in developing a considerable domain. Such a domain would be such that it would make the group feel glad, respected, propelled and have high self-regard. This will ultimately help in influencing the occupation of profitability. This is usually done by making an effectively trustable environment. Moreover, the different social abilities of the individuals mainly help in alluding to the comprehension of the feelings of the others and the ways such individuals react to the different surrounding situations. Leadership is determined as the trait by which an individual develops the ability to utilize their interpersonal abilities so that a particular objective can be achieved by influencing others. Two types of leadership styles are found to be used by modern day leaders. These are the transformational styles and the transactional styles. The former style mainly believes in accentuating on moving and persuading the adherents so that positive results are obtained in the working environment. Effective leadership is mainly associated with increased state of emotional and social intelligence so that the leaders can engage themselves in effective feedback giving and taking sessions (Rankin, 2013). Transactional leadership on the other hand maintains compliance with the followers through methods of rewards and punishments. Recent researchers are of the opinion that individuals can achieve emotional intelligence only when have high level of emotional intelligence. EI is indeed important in nursi ng leadership also as this attribute helps individuals to perceive, manage and thereby evaluate emotions in others or in groups. Emotionally intelligent leaders can handle adverse situations effectively by understanding people emotions and thereby communicating effectively to overrule any conflicts and maintain smooth workflow. Two important models of emotional intelligent are put forward by eminent researchers. The first one is the Ability model. Caruso, Salovey and Mayer have proposed this. According to the authors, emotions are an integral part of an individual by which they can comprehend their social surrounding. This model is seen to possess four important levels. The first level usually guides the individuals in developing skills that are needed to understand and thereby interpret others feelings through facial expressions. The second level is mainly focused on utilizing feelings that helps in directing the thinking process. This means by putting two clashed feelings against each other and thereby characterizing the ways by which one can successfully responding to such situations (Sadri et al., 2012). The third level mainly incorporates the attributes by which one can comprehend the feelings that mainly include characterizing the feelings and thereby determining the respective association with the ch anges in them. The last level mainly incorporates the ability of an individual to oversee feeling through effective ways of dealing with sentiments of oneself as well as with that of the other. Researchers are of the opinion that individuals who can manage feelings effectively can participate in subsiding anger as well as anxiety in itself and among others (Tyczkowski et al., 2015). Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) successfully helps in assessing individuals in the four levels. Goleman Model on the other hand is mainly considered as the blended model of emotional intelligence that contains five abilities categorized in two sets. These are the individual skills and the social skills. Individual skills set is mainly seen to contain attributes like self-control, mindfulness and inspiration. In any case, social skills mainly comprise of the attributes that include sympathy and aptitudes. These help in reflecting comprehension of others emotions and concerns. Researchers have suggested that self-awareness is one of the most important principles of emotional intelligence. Although it done not directly influence the image which is possessed by the leader but can hold a significant position in empowering leaders to successfully perceive, consider and thereby manage their feelings. These are done keeping in mind the end goal that helps in increasing the group or teamwork attributes. This ultimately helps in reducing the amount of stress and thereby enhances retention and job satisfaction. It also helps to encourage group functions and improving the better correspondence between the members of the group (Salekzamani, 2009). Leaders who have high level of emotional intelligence help in ensuring better efficiency at work and hence development of positive environment. Emotional intelligence also help in decreasing stress as it gives the individual the scope to adjust with it and receive criticism without breaking down. Researchers have stated tha t emotional intelligence remains intricately associated with transformational leadership style that thereby has positive outcomes in domains of effective group performance. Researchers are of the opinion that emotional intelligence is highly significant for nursing managers as these skills helps them to maintain the nursing staff. This skill increases the nursing leaders capacity to increase the employment satisfaction among the nurses and prevent them from burning out. It also helps in employee retention. Leaders with high level of emotional intelligence will help in diminishing the complicacy of work among the nursing members that will in turn increase job satisfaction (Curtis et al., 2011). It helps in developing proper relationships among the team members that helps in developing sound environment that helps in providing best care to patients. Nursing leaders with high emotional intelligence helps in developing superiors rate of staff maintenance, patience satisfaction, efficient organization workflow and reducing mistreatment by promoting effective collaborative work. Leaders can also encourage effective communication among the different parties to manage conflicts successfully and to stay away from biasness in workplace. This ensures a happy workplace that in turn increases patient safety and patient satisfaction. Managerial pyramid is mainly seen to be composed of three important levels. These are strategic, tactical as well as operational. Strategic level is the highest level in the administrative pyramid where the leaders require more learning in comparison to the other levels. In the operational level, technical skill is important and communication attributes are important at all levels (Afolabi et al., 2010). Often there are huge debates about the specific roles of managers and supervisors. The role of the managers is to take decisions about what the unit would be functioning like its purposes, roles, functions and many others. The managers are also seen to make commitments and take decisions that require expenditure of significant unit resources. One marked difference, which is observed is that the managers have significant external focus comprising of the worlds outside of the unit whereas the supervisors mainly have the role that ensures more internally focused duty of implementing the decision of the manager through the work of the employees. When the managers decide what to do, the supervisors have the duty in deciding strategies about how to do the work and how to achieve the goals that are set by the managers (Landa, 2010). Supervisors are mainly seen to conduct the same work at the daily basis that the subordinates do. However, managers do not conduct the daily activities of the u nit as a regular part of their work. They may do the work on an exception basis of may get involved in solving the most difficult problems faced by the units. Low emotional intelligence may result in severe impacts on both the group as well as leaders. When group members have low emotional intelligence, it might not affect profitability largely but may influence the inspiration of the staff as well as their efficiency. If the leader would not have proper emotional intelligence, he will not be able to develop teams who are emotionally connected. This would result in development of burnouts among the members as they would not be able to emotionally attach with each other and share their concerns, issues and pressures of both professionals and personal lives. The leaders who have low EI result in affecting the efficiency in winding up with a lower sense of duty among the different employees towards their employment responsibilities (Sadri, 2012). They cannot deal with stress effectively, their absenteeism increases and these results in work insecurity that affects the working climate and in turn the productivity. Nursing domains should possess individuals who have high levels of emotional intelligence and this who does not have must engage in effective developmental programs to brush their skills or emotional intelligence attributes. Emotional intelligence can be enhanced by providing consistently helpful and constructive feedback to others, reinforcing with different types of instructive sessions and advises, taking proper examination and thereby including leadership development program. Researches conducted over the years have shown that healthcare professionals who have high level of emotional intelligence are not only successful in their own lives but also influence their collages and have great contribution to a smooth workplace. Nurses with emotional intelligence can thereby ensure patient satisfaction, effective teamwork, conflict resolution, overcoming power struggles and achievement of organizational goals (Resuena et al. 2014). Therefore, from the above discussion it becomes clear that emotional intelligence is an important attribute that should be possessed by all healthcare organizations. This attribute helps leaders and managers to be ready to deal with the feelings and emotions of the staffs in the healthcare sectors and thereby inspire them for achieving the objectives of the organization successfully. This attribute helps nurses to connect with them emotionally and thereby providing enhance safe patient care. This helps the patients to achieve higher satisfaction. Such attribute also enhances organizational efficiency, maintain job satisfaction of the workers within the organization and thereby reduces the chances of occurring of burnouts among the nurses. This helps in increasing productivity. The absence of emotional intelligence negatively affects group members as well as the leaders. It results in staff turnovers, decrease capacity of the staffs and many others. This will result in development of insecurities in the workplace and lack of emotional attachment will result in job stress and hence improper service delivery. References: Afolabi, O. A., Awosola, R. K., Omole, S. O. (2010). Influence of emotional intelligence and gender on Job performance and Job satisfaction among Nigerian policemen. Current Research Journal of Social Sciences, 2(3), 147-154. ISSN: 2041-3246 Curtis, Elizabeth A., Jan de Vries, and Fintan K. Sheerin (2011) "Developing Leadership In Nursing: Exploring Core Factors". British Journal of Nursing 20.5: 306-309. Print. Feather, R. (2009). Emotional intelligence in relation to nursing leadership: does it matter?.Journal Of Nursing Management, 17(3), 376-382. https://dx.doi.org/10.1111/j.1365-2834.2008.00931.x Guillen, L., Florent-Treacy, E. (2015) Emotional Intelligence and Leadership Effectiveness: The Mediating Influence of Collaborative Behaviors. SSRN Electronic Journal. https://dx.doi.org/10.2139/ssrn.1759991 Landa, J., Lpez-Zafra, E. (2010). The Impact of Emotional Intelligence on Nursing: An Overview. Psychology, 01(01), 50-58. https://dx.doi.org/10.4236/psych.2010.11008 Michelangelo, L. (2015). The overall impact of emotional intelligence on nursing students and nursing. Asia Pacific Journal of Oncology Nursing, 2(2), 118. https://dx.doi.org/10.4103/2347-5625.157596 Nurses face violent behaviour at work. (2018).The National. Retrieved 13 March 2018, from https://www.thenational.ae/uae/health/nurses-face-violent-behaviour-at-work-1.240319 Rankin, B. (2013). Emotional intelligence: enhancing values-based practice and compassionate care in nursing. 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