...2014 Health and Emotional Intelligence Ankur Parey 13HS60021 3/5/2014 Table of Contents Introduction ........................................................................................................... 3 Overview of Emotional Intelligence ....................................................................... 3 Behaviors and outcomes ........................................................................................ 4 EQ in healthcare .................................................................................................... 4 Healthcare emotional intelligence ......................................................................... 4 Training implications .............................................................................................. 5 Training and Health Care ....................................................................................... 6 The physician and emotional intelligence .............................................................. 7 Conclusion ............................................................................................................. 8 Introduction There is a renewed interest in healthcare, in the role of Emotional Intelligence — a set of behavioral competencies, distinct from traditional IQ, that impact performance. There is also a growing body of evidence that individual behaviors, including EQ, influence patient outcomes and organizational success. What is EQ? How does it apply to healthcare...
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...the role of the nurse in the care of the patient, the essential competency skills to develop an emotional intelligent nurse will be analyzed including intellectual skills, self-awareness, therapeutic and teaching skills, listening, and, probing skills (Xavier & Pereira, 2012). The process of these developments will be evaluated to assess for any improvement needed to achieve the desired emotional intellect outcome. Emotional Skills of the Nurse Competency in Nursing is a necessary element when caring for patients. The nurse demonstrates confidence in his or her knowledge and ability while acting with genuine empathy for the community served. She or he has studied medicine for years before beginning his or her career in nursing and has mastered the medical skills necessary to become successful. Nurses serve a diverse community with individuals of different languages, ethnicity, religious beliefs, and sexual orientation. The nurse can resolve conflicts and recognize the views and values of others while not judgmental of the differences of those he or she disagrees with. The nurse understands the importance of emotional intelligence because before one can understand others he or she must first understand oneself (Goleman, 1995). The nurse administers medication meticulously and with care. The medical professional requires the competencies of emotional intelligence because emotional state plays an important part in illness and disease. Stress and negative emotions can fade...
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...Goleman (2005) uses proven research to back up his suggestions on emotional intelligence. Using real life situations, he is able to highlight emotional intelligence and the lack there of. He describes current problems and offers research based solutions. The solutions he offers begin in childhood and continue in adulthood. In Part One, Goleman (2005) begins his guided journey into emotional intelligence by sharing the scientific research available on the emotional architecture of the brain. He describes the interconnection of the limbic system and the neocortex. The limbic system regulates feelings of pleasure, desire, learning, and memory. Whereas, the neocortex is in charge of fine tuning, strategizing, and long-term planning. The author...
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...To change the way of health care system, a leader must have not only a high QI, but the emotional intelligence (EI) will serve the leader to stand when the storm will occur. To succeed and cement a career, the leader must be the ownership of the EI (Richard, 2007). The leaders who adopt the EI has the ability to control their moods, encourage others to remain focus. The emotional leaders have great heart to captivate the mind of others, the integrity to tell the truth, the work of a leader will give tools to take positive actions and achieve the right things. This paper will describe how the emotional intelligence level can either enhance or hinder effective leadership in the healthcare environment. A recent study prove that a leader who has a high degree of emotional intelligence is an indicator of tomorrow success than IQ (Dess, 2008). The survival of an organization depends on EI, and emotional intelligence facilitate the promotion of the employees. The emotional intelligence of workers are able to perform tasks under pressure and able to create value. You can have a mountain of ideas and excellent training but the EI will make you a great leader (Dess, 008). The leaders must have the ability to manage self and aware about how their moods, and how they affect other people. To lead others, it is essential to know how to manage yourself. The health leader must have the self-regulation, know your impulsions and able to control them. Having motivation and this...
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...History of Emotional Intelligence The earliest roots of emotional intelligence can be traced to Charles Darwin's work on the importance of emotional expression for survival and, second, adaptation.[2] In the 1900s, even though traditional definitions of intelligence emphasized cognitive aspects such as memory and problem-solving, several influential researchers in the intelligence field of study had begun to recognize the importance of the non-cognitive aspects. For instance, as early as 1920, E.L. Thorndike used the term social intelligence to describe the skill of understanding and managing other people.[3] Similarly, in 1940 David Wechsler described the influence of non-intellective factors on intelligent behavior, and further argued that our models of intelligence would not be complete until we could adequately describe these factors.[2] In 1983, Howard Gardner's Frames of Mind: The Theory of Multiple Intelligences[4] introduced the idea of multiple intelligences which included both interpersonal intelligence (the capacity to understand the intentions, motivations and desires of other people) and intrapersonal intelligence (the capacity to understand oneself, to appreciate one's feelings, fears and motivations). In Gardner's view, traditional types of intelligence, such as IQ, fail to fully explain cognitive ability.[5] Thus, even though the names given to the concept varied, there was a common belief that traditional definitions of intelligence were lacking in ability to...
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...Introduction To Emotional Intelligence Since the publication of the bestselling book Emotional Intelligence by Daniel Goleman (1995), the topic of emotional intelligence has popularized. Programs seeking to increase emotional intelligence have been implemented in numerous settings, and courses on developing one’s emotional intelligence have been introduced in universities and organizations. But what exactly is emotional intelligence? According to Goleman, emotional intelligence (E.I.) refers to the ability to recognize and regulate emotions in ourselves and others (Goleman, 2001). Peter Salovey and John Mayer initially defined emotional intelligence as: A form of intelligence that involves the ability to monitor one's own and others' feelings and emotions, to discriminate among them and to use this information to guide one's thinking and actions (Salovey & Mayer, 1990). The current characterization and the most widely accepted. Emotional intelligence is thus defined as: The ability to perceive emotion, integrate emotion to facilitate thought, understand emotions, and to regulate emotions to promote personal growth (Mayer & Salovey, 1997). This section will review the emotional intelligence literature. First, description of two models of emotional intelligence is outlined. Second, research on the gender and age differences in emotional intelligence will be discussed. Third, the application of emotional intelligence to everyday living will be explored. Salovey and Mayer:...
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...Emotional Intelligence Emotional intelligence is an important characteristic in becoming a good leader. “Emotional intelligence is the ability to manage oneself and one's relationships in mature and constructive ways” (Kinicki & Kreitner, 2009, p.137).Being a good leader entails more than just being smart; leaders need to be able to connect to their employees emotionally and empathetically. Organizations today not only look for leaders with the skills, but leaders that can emotionally connect to employees to obtain the organization’s goal. “Leaders have always played a primordial emotional role. No doubt humankind’s original leaders-whether tribal chieftains or shamanesses-earned their place in large part because their leadership was emotionally compelling” (Goleman, 2002, para.2). The lack of emotional intelligence can hinder working relationships in any organization. The results, accuracy, and benefits of my Emotional Intelligence Quiz will be discussed in this paper, in addition to whether I was surprised by the results. The Institute for Health and Human Potential emotional intelligence quiz states that my emotional intelligence is high. The results mention that my “level of EQ likely has been and will be a driver of your high performance for years to come” (IHHP, 2011, para.1). To me, this is a true statement. I have been in leadership roles before, and my ability to connect emotionally with my co-workers has made me an empathic and effective leader. Because...
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...Chapter 1. Literature Review: Borderline Personality Disorder in university students 1.1 Chapter Overview The literature review first presents the evolution of Borderline Personality Disorder (BPD) over the past 60 years, highlighting the shift from psychodynamic perspectives to that of biological and environmental determinates. Diagnostic classification of BPD is then examined, and subsequently discussed in terms of sectors of psychopathology that serve to demarcate the disorder. Next, dominant contemporary aetiologies of BPD are discussed, leading to an examination of comorbidities and the prevalence of BPD across populations. The focus of the review shifts to an examination of BPD in university students, commencing with treatments that are both efficacious and suited for delivery in a university context. Then, management of BPD related behaviours on campus are discussed in terms of the role of university staff in providing assistance to students with BPD. The chapter concludes with a summation of considerations in assisting university students with severe symptoms of BPD while on campus. 1.2 Borderline Personality Disorder 1.2.1 The development of the Borderline construct Reliable and valid differentiation of the borderline construct has proved elusive. The phenomena was initially reported in psychodynamic literature in the 1930’s, however was not distinguished as a syndrome until 1953 (Knight, 1953). Indeed, the use of the term ‘borderline’ arguably represents a misnomer...
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...Borderline Personality Disorder Name of Student Course name Date of submission Borderline Personality Disorder Literature Review The literature review first presents the evolution of Borderline Personality Disorder (BPD) over the past 60 years, highlighting the shift from psychodynamic perspectives to that of biological and environmental determinates. Diagnostic classification of BPD is then examined, and subsequently discussed in terms of sectors of psychopathology that serve to demarcate the disorder. Next, dominant contemporary aetiologies of BPD are discussed, leading to an examination of comorbidities and the prevalence of BPD across populations. The focus of the review shifts to an examination of BPD in university students, commencing with treatments that are both efficacious and suited for delivery in a university context. Then, management of BPD related behaviours on campus are discussed in terms of the role of university staff in providing assistance to students with BPD. The chapter concludes with a summation of considerations in assisting university students with severe symptoms of BPD while on campus The development of the Borderline construct Reliable and valid differentiation of the borderline construct has proved elusive. The phenomena was initially reported in psychodynamic literature in the 1930’s, however was not distinguished as a syndrome until 1953 (Knight, 1953). Indeed, the use of the term ‘borderline’ arguably represents a misnomer due to its association...
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...All work is emotional work. Discuss. Emotions are described as reactions to objects or situations, whereas emotions in the workplace, for instance emotional labour, are referred to as organisationally desired emotions during interpersonal transactions that employees express. Emotion at work, as describe by many researchers, can push individuals to behave in unusual ways and for this reason, organizations have tried to curb the level of emotion that is displayed at the workplace. Often, the problem that most management teams have is in finding the right balance between the levels of emotions that can be displayed within their company and how stringent should their rules be to ensure that emotional displays are curbed. The management teams across organizations are often accuse of being insensitive towards the needs of their employees, where they have been so occupied with trying to maintain a certain degree of discipline in which they have failed to recognize the emotional issues that creep into individuals. According to Hochschild (1983), emotion involves the physical coordination of the body, the mental planning of actions, and the emotional inducement or suppression of feelings. He defines emotional labour as the use of techniques in emotion management, or emotion work, to control the emotions that are expressed as an integral part of a particular process of labour. Emotional labour are undertaken whenever a job requires one to induce or suppress feeling in order to sustain...
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...THE UNIVERSITY OF MANCHESTERMANCHESTER bUSINESS sCHOOL | “Double-Edged Sword”, Emotional Labour | :The examination of the extent to which emotional labour is harmful for workers | | | BMAN31430: Human Resource ManagementCourse Coordinator: Dr. Isabel Tavora799264112TH NOV 2013 | This paper aims to explore fundamental concept of emotional labour, based on the empirical case studies in order to attempt to answer the question, “Is emotional labour really harmful for workers?”, and also investigate the contradictory claim that it is not harmful, including the practical recommendations for problematic emotional labour. | CONTENTS 1. Introduction………..………………………………….…..…… 2 2. Emotional Labour……….…………….…………….………… 3 Surface Acting………….………………………………………………….….……. 3 Deep Acting……………………………………………………………………….... 4 3. Is Emotional Labour Really Harmful for Workers?................ 5 4. Does Emotional Labour Positively Affect Employees?............. 7 5. Recommendations for Problematic Emotional Labour.............8 Creating ‘Downtime’………………………….…………………………….......... 8 Calming Strategies………………………………………………………………... 9 Cognitive Restructuring…………………………………………………………... 9 6. Conclusion…………………………………….……………….. 10 7. References….………………………………….……………….. 11 1. Introduction “Every time you see a guest, smile and offer an appropriate hospitality comment. Speak to every guest in a friendly, enthusiastic and courteous...
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...|||||||||||||||||||||||||||||||||||||||||||||||| INTRODUCTION EMOTION: - Any of the particular feelings that characterize such a state of mind, such as joy, anger, love, hate, horror, etc. Emotion can be simply defined as Energy-in-Motion. INTELLIGENCE: - The ability to acquire and apply knowledge and skills. EI = E-Motion+ Intelligence; WHAT IS EI...??? Originally coined by two US psychologists, Peter Salovey and John Mayer, emotional Intelligence refers to a learned ability to perceive, understand and express our feelings accurately and to control our emotions so that they Work for us, not against us. WHY EMOTIONAL INTELLIGENCE NOW? *Changing nature of work: flatter structures, fewer tiers of management, greater responsibility. * Increasing complexity: impact of technology and reshaping of jobs. *Rise in competition: shorter product life-cycles and more demanding customers * Globalisation of markets: organisations now need to think global, yet act local * Rapid pace of change: change is now a constant feature of organisational life * Rising stress levels: The World Health Organisation predicts that depression will be the Second highest cause of death in the next 10 years (stress is a mild form of depression) *Emergence of the self-managed career: no more jobs for life. * Recognition of the need to maximise individual performance: not just know how and the ability to do, but know how you feel about what you know and do. * Research evidence: IQ + EQ = Success. WHY BOTHER...
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...employees. One such training program that is being added to corporate learning environments is an awareness of emotional intelligence. Business managers are learning that successful managers need high Emotional Quotient (EQ) or Emotional Intelligence (EI) to work effectively. Emotional intelligence is the ability to accurately perceive emotions in self and others, to identify different emotional responses, and to use emotional information to make intelligent decisions (Goleman, 2000). A leading expert on EQ finds that “people good at managing relationships tend also to be self-aware, self-regulating, and empathetic” (Goleman, 2000, p. 33). Emotional intelligence is especially important “at the highest levels of the company, where differences in technical skills are of little importance. In other words, the higher the rank of the person, the more emotional intelligence capabilities are needed for decision making effectiveness” (Goleman, 1986, p. 94). Emotional Intelligence Emotional intelligence is crucial to a successful business career and for effective group performance (Goleman, 1986). The core competencies required for emotional intelligence are “the perception of emotions in one’s self and others, the understanding of these emotions, and the management of emotions” (Feldman, 2001, para. 4). Success in the modern workplace requires teamwork and collaboration. Emotional Intelligence training is essential since most modern companies rely on teams of employees working together...
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...for their employees. One such training program that is being added to corporate learning environments is an awareness of emotional intelligence. Business managers are learning that successful managers need high Emotional Quotient (EQ) or Emotional Intelligence (EI) to work effectively. Emotional intelligence is the ability to accurately perceive emotions in self and others, to identify different emotional responses, and to use emotional information to make intelligent decisions (Goleman, 2000). A leading expert on EQ finds that “people good at managing relationships tend also to be self-aware, self-regulating, and empathetic” (Goleman, 2000, p. 33). Emotional intelligence is especially important “at the highest levels of the company, where differences in technical skills are of little importance. In other words, the higher the rank of the person, the more emotional intelligence capabilities are needed for decision making effectiveness” (Goleman, 1986, p. 94). Emotional intelligence is crucial to a successful business career and for effective group performance (Goleman, 1986). The core competencies required for emotional intelligence are “the perception of emotions in one’s self and others, the understanding of these emotions, and the management of emotions” (Feldman, 2001, ¶ 4). Success in the modern workplace requires teamwork and collaboration. Emotional Intelligence training is essential since most modern companies rely on teams of employees working together, rather than...
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...“STUDYING THE ROLE OF AGE IN THE RELATIONSHIP OF EMOTIONAL INTELLIGENCE AND CONFLICT RESOLUTION STYLES IN THE IT PROFESSION” A PROJECT REPORT SUBMITTED BY SHRUTI SIAG FOR THE PARTIAL FULFILMENT OF THE REQUIREMENT OF THE AWARD OF THE DEGREE OF M.A. IN PSYCHOLOGY AT FERGUSSON COLLEGE PUNE - 411004 (2010-11) Declaration I, Ms Shruti Siag a student of M.A. from the Department of Psychology, Fergusson College, Pune University, declare that the following report of a project titled “STUDYING THE ROLE OF AGE IN THE RELATIONSHIP OF EMOTIONAL INTELLIGENCE AND CONFLICT RESOLUTION STYLES IN THE IT PROFESSION” is an independent work done by me and submitted as the partial fulfilment of the requirement for the award of the degree of M.A. in Psychology under the University of Pune. Signature: Name: Shruti Siag D.E. Society’s Fergusson College, Pune Certificate This is to certify that Shruti Siag has successfully completed the project named “Studying the role of Age in the relationship of Emotional Intelligence and Conflict Resolution Styles in the IT profession” Towards the partial completion of M. A. (Psychology) Course of the University of Pune, in the academic year 2009-2010. Dr. Shobhana AbhayankarHead of the DepartmentDept. of PsychologyFergusson CollegePune-411004 | Prof. Anand. S. GodseProject In-chargeDept. of PsychologyFergusson CollegePune-411004 | ACKNOWLEDGEMENTS This...
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