BHA-FPX4102 Emotional Intelligence

Different types of intelligence play a role in deciding how competitive an individual can be in their endeavor. Emotional intelligence (EQ) is described as the ability or capability of an individual to evaluate, recognize, and control their own emotions, as well as the feelings of others and groups (Serrat, 2017). People with high levels of emotional intelligence have a greater understanding of themselves and the flow of other people’s emotions. Emotional intelligence is crucial because it influences individual success, influencing peers, and overall competitiveness by providing a specific means of interpreting leadership abilities, management styles, emotions, people’s ability, and evaluating behavior. Its use in the workplace is limitless since it can be used during recruiting and interviews, organizing, learning and development, and interacting with clients and colleagues; in short, it is essential when working with individuals (Karimi et al., 2014). This paper aims to assess emotional intelligence in greater depth using a case study from Vila Health Media, to perform a self-assessment on the subject and emphasize its importance in nursing leadership and relationships with various people.

Part One: Elements of Emotional Intelligence

Emotional intelligence consists of many components, the most important of which is emotional perception. Emotional sensitivity is the capacity to be mindful of one’s emotional states, whether positive or negative. Another feature of emotional intelligence is the ability to turn one’s formed feelings into constructive activities such as reasoning and problem-solving (Serrat,2017). Another critical aspect of emotional intelligence is the capacity to recognize and control emotions and guide others in doing so. Understanding emotional cues from oneself and those in one’s life will help one become a better caregiver, mate, or leader, given that such abilities can be developed.

Incorporating emotional intelligence into the workplace decreases tension, increases employee satisfaction, fosters a healthy atmosphere, and reduces cases of burnout. In a clinical environment, emotional maturity can be seen in how nurses are inspired, how they approach self-regulation, self-awareness, and empathy (Serrat, 2017). Such characteristics are important because they promote patient-centered treatment, collaboration, and strategic thinking in various systems. Emotional intelligence has been linked to admirable health benefits such as improving clinical partnerships with patients and patient satisfaction. Colleagues often value an atmosphere free of tensions and animosity, as well as one that raises staff productivity and encourages cooperation (Karimi et al., 2014). Emotional intelligence promotes self-reflection and self-improvement to correct unpleasant attitudes and emotions, control uncertainty, accomplish complex tasks, and objectively evaluate criticism to prevent disagreements.

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Case 1

In the first instance, the two nurses are worried about the patient’s safety, but Christina dismisses them, claiming that she knows what she is doing. Emotional maturity affects a patient’s healing process, given that the three nurses were complaining about the theorem of treatment given. Faith and Anna believe that Christina should check with the patient’s doctor before any changes to the treatment process. Though having compelling reasons from their points of view, the three nurses did not show the high emotional maturity that nurses need. Say the type of treatment given was incorrect; they ignored emotional maturity by complaining in front of the patient. This can arouse the patient’s interest, mistrust, frustration, and confusion, which may influence the course of treatment.

Moreover, the two nurses expressed great concern for the patient’s well-being by recommending a new treatment approach when the patient’s blood gas levels seemed to be abnormal. Faith demonstrated intelligence by suggesting calling the patient’s doctor to make changes. This is logical, and it means that the treatment staff is aware of the progress made to make the care process smoother. Reporting to the appropriate team members fosters coordination and cooperation. Christina demonstrates low levels of emotional maturity in her response, indicating that she feels hated as a nurse for her skills without having the time to seriously evaluate Faith’s suggestion, even though the patient’s well-being is at stake.

Critical thought and emotional maturity will assist her in evaluating what other nurses are recommending and including the team in making inferred judgments and changes (Serrat, 2017). The first case scenario would have been fruitful if the nurses had used their high emotional maturity, situational sensitivity, and social skills (Serrat, 2017). Faith may have addressed Christina from a different perspective, given that they are coworkers and know each other’s personalities. As depicted in the piece, Anna’s implication and intonation towards Christina are irresponsible and can be misconstrued, leading Christina to believe they are challenging her ability. It is essential to understand what one does and how it affects others. To stop the scenario from looking as though they are rooting against Christina’s talent, they should approach her in a particular way. This will have various effects, including improving the patient’s well-being, improving coordination, and ensuring that healthcare is on top of things, following Anna’s wish and the clinic’s goal.

Case 2

The second example demonstrates that, while Christina wishes to introduce an evidence-based intervention of bed elevation inpatient care, she perceives other nurses’ lack of help as a means of indifference. The nurses, Faith, and Anna both agree with Christina’s idea, but they disagree on how to execute it because Christina needs to take matters into her own hands. Nurses must deliver secure and high-quality services, which appears to be the case; the main exception seems to be in the protocol. For a shared purpose, the three nurses would have preferred to take the matter to the relevant authority for widespread execution instead of putting concerns into their own hands, which does not demonstrate workplace cooperation.

Although all the nurses were service-oriented and empathic, Christina lacked relational maturity because she did not see the bigger picture of including all stakeholders in the transition adoption process. She was inconsiderate of her coworkers and did not have the opportunity to evaluate what they were saying objectively. Her final response is demeaning and rash, putting the team’s relationship at risk. Faith and Anna demonstrate a lack of emotional maturity because they both share the same purpose; it will be better to persuade Christina in a way that does not show resistance to her views. They must find a way to collaborate to improve coordination, prioritize the patients’ interests, and carry out the treatments through the appropriate channels.

Part two: Emotional Intelligence Self-Evaluation

An individual is distinct and endowed with different talents, characteristics, needs, desires, and ways of responding to various events. People express their emotions differently; therefore, navigating such a dynamic structure necessitates high levels of tact and versatility, which describe emotional intelligence. Understanding oneself is critical for capitalizing on one’s strengths and learning to strengthen one’s weaknesses. A person may be characterized by how they conduct themselves and interact with others. According to Serrat (2017), some domains of emotional intelligence that describe personal traits include self-regulation, self-control, and self-motivation, while others that explain how one interacts with others classifying social skills and social awareness.

Understanding one’s feelings, their consequences, and how to handle them, and personal boundaries and abilities are all components of self-awareness. Self-regulation requires the discipline to uphold dignity and fairness, regulate destructive feelings and causes, be accountable and accountable, and be open to new ideas and facts (Serrat, 2017). Self-motivation draws on characteristics such as dedication to the ideals of the profession and organization, aiming to do different, taking the lead, and being confident in the face of adversity.

The realms of social cognition consider interpersonal characteristics such as sensitivity, acceptance of diversity, service specialization, evolving peers, and recognizing a group’s emotion patterns (Serrat, 2017). To be an entirely emotional intellectual, one must have outstanding communication skills, persuasive strength, interpersonal skills, be reform agents, nurture bonds, and work well with others. I consider myself a very social person, but I do make an effort to be mindful of my language and deeds to be polite to those with whom I associate. For good communication, I let others express their thoughts, feelings, and ideas while listening intently without interrupting them.

I think about how I would like people to treat me without insults and with reverence for my experience and distinctions. It is essential to still be open with others to appreciate my interest, and discussions must be in domination by evidence to prevent generalizations and blame. To recognize and understand other people’s feelings, I pay attention to how they react, their nonverbal signals and try to put myself in their shoes. Understanding other people’s perspectives will be complex, but I hope that I will have engaged with enough people to learn how to react to their emotions over time. Though friction is unavoidable in social situations, I try to keep my patience and avoid conflicts, listen to others, and express my heart cautiously to avoid offending others in a way that aims to reduce tensions and find collaborative solutions (Karimi et al., 2014). To stop directing my anger in the wrong direction, I choose to stay away and partake in other activities such as exercise.

I agree that my emotional maturity is most substantial in my cognitive skills to grasp my peers’ feelings. Social skills are helpful in social environments, and improved coordination aids in the smooth running of tasks. I am still aware of my feelings, and I have noticed that they substantially affect irrational reactions, decision-making and influenced relationships in the past. However, I must confess that one of my emotional intelligence flaws is a lack of self-motivation. I get stressed out at times.

When faced with a challenge, I am overcome with feelings, and to keep going, I depend on counseling and assurance from colleagues. I need to focus on it to have the self-motivation to resolve challenges that do not necessitate finding assistance from colleagues and mental. Emotional intelligence is essential in promoting cultural maturity among nurses and other caregivers. The modern world is marked by enormous diversity, which includes workplaces. Nurses engage with people from all walks of life, including friends and patients. Because of shifting populations, nurses must adapt accordingly to provide culturally responsive treatment. Emotional intelligence aids in the development of knowledge of one’s thoughts and actions and the views and behavior of others, which summarizes the element of cultural competence (Karimi et al., 2014). Nurses with cultural knowledge respect their client’s interests and desires; they value their differences and offer culturally appropriate treatment. Emotional intelligence improves treatment by assisting in the development of trust and rapport among clients from various backgrounds. Providing culture-specific treatment improves clients’ quality of life and promotes healthy outcomes.

Part Three: Impact of Emotional Intelligence for Healthcare Leader

Leaders are critical members of every company, and they set the stage and course for others. Ensures they have the necessary integrity and emotional intelligence to prevent negative consequences such as employee frustration, inefficiency, and high attrition rates. Leaders must be self-aware to realize how their responses impact their team; this aids in bringing out the potential in others, but one must capitalize on their strengths when working on their shortcomings (Tyczkowski et al., 2015). As a leader, self-management is essential because it allows them to contain and harness their emotions to respond positively.

The component of social knowledge means that a leader can evaluate the feelings of others, putting them in a stronger position to empathize, address the needs of others, and leverage diversity (Tyczkowski et al., 2015). A leader must also hone their social skills to encourage, shape, bring about transformation, foster relationships, and maintain smooth contact. If a leader prefers to use technical approaches to accomplish the organization’s objectives, the strategy may be ignored if adequate coordination, cooperation, and engagement are not in place. When a leader has mastered relational intelligence, they can control and advance both the enterprise and their future.

The nursing career is highly social, and one must deal with various individuals regularly, including patients, fellow nurses, healthcare and government figures, and nursing students, among others. How you deal with all of these multiple people will influence their actions and attitude toward you. Many with greater emotional intelligence are most likely to succeed in their careers and enjoy an easy life (Tyczkowski et al., 2015). Working with patients can evoke a range of feelings, including excitement, sorrow, fatigue, and tension.

Emotion intelligence is a valuable method for building rapport and trust with patients, colleagues, and administrators, resulting in fewer obstacles to healthy and high-quality treatment—understanding one’s own and other people’s emotions aids in conversation. One has time away from work to rationally cope with one’s emotions and develop a balanced relationship between personal life and one’s professional life (Karimi et al., 2014). Nurses with higher emotional intelligence are more imaginative in resolving conflicts, respecting other people’s cultures, forming collaborations, and staying calm under pressure.

Concerning the Villa Heath media piece, it is worth noting that integrating emotional intelligence would enhance communication and coordination because nurses can use their knowledge to understand feelings, monitor stressful conditions, and manipulate one’s emotions (Karimi et al., 2014). The nurses in the Vila Health media piece should have treated Christina better because she seems to be emotionally unstable and needs more reasoning when coping with her. An emotionally intelligent workplace improves teamwork, encourages constructive feedback, and improves personal skills and team success. A climate that promotes cooperation and coordination is easy to identify because the results are felt in terms of good patient interactions, job satisfaction among staff, decreased emotional attachments, empathetic caregivers, and effective leadership based on confidence (Karimi et al, 2014). Nurses must use effective interactions and leadership driven by emotional intelligence to accomplish family, institutional, and professional goals.

References

Karimi, L., Leggat, S. G., Donohue, L., Farrell, G., & Couper, G. E. (2014). Emotional rescue: The role of emotional intelligence and emotional labour on well‐ being and job‐ stress among community nurses. Journal of advanced nursing, 70(1), 176-186.

Serrat, O. (2017). Understanding and developing emotional intelligence. In Knowledge solutions (pp. 329-339). Springer, Singapore

Tyczkowski, B., Vandenhouten, C., Reilly, J., Bansal, G., Kubsch, S. M., & Jakkola, R. (2015). Emotional intelligence (EI) and nursing leadership styles among nurse managers. Nursing Administration Quarterly, 39(2), 172-180.