Dry. Mac Emotional Intelligence, Caring, and Generational Differences in Nursing by Estelle Codifier, Michael Freely, Cindy Kamikaze and Penny Morrison (Morrison), came together to gain information regarding the associations between emotional intelligence and age.
The article utilized information from one research study, to prove there is a relationship between nursing performance and El abilities that the nurses have. The group explored generational differences In the workplace also because It has not been widely explored.The study introduced 442 participants from an urban hospital in Nebraska and nurses in and around urban Honolulu. The data from the study included three generations of people; the Baby Boomers (1946-1964), the Generation X (1965-1980) and the Millennial Generation (1980-Present). The goal of the study was to determine if emotional Intelligence (El) abilities are cohesive throughout the three generations.
Emotional Intelligence Is a developing focus In nursing and nursing practice; this study was conducted to find If there are differences between generational groups and their El abilities as nurses.It has been perceived in the past that generational differences bring conflict to the workplace, although it has never been proved. Out of the 442 participants, 142 clinical nurses were from Nebraska, while 299 nurses were studied in Honolulu. The birth years that were used to describe the different generational cohorts were identified as 27.
5% (n=122) were Boomer nurses, 55. 5% (n=246) were Generation X nurses, and 17% (n=74) were classified as Millennial nurses.The EMCEES (Mayer, Salvoes, Caruso Emotional Intelligence Test, Version 2) was used to measure the nurses El. With this as the intention, El was operationally defined using four El ability measures: the ability to accurately identify emotions in self and others, the ability to use emotions to reason, the ability to understand emotions in self and others, and the ability to manage emotions In self and in emotional interactions with others. The study also used descriptive and Inferential statistics to analyze the data set.
Descriptive and inferential statistics and chi-square analysis were used to formulate and compare El score profiles of the three generational cohorts. The secretive profiles include the following: El abilities of greatest strength, El abilities of greatest weakness and, area score of greatest strength. Inferential statistics were used to analyze differences in the three generational cohorts. There were not any significant differences between the generational cohorts mean El scores with regard to gender, ethnicity, age, years In nursing, or generational cohort when the whole sample was analyzed.Group comparisons were performed to examine three groups: nurses with below- average, average, and above-average total El scores. The results were essentially equal across the three cohorts, and were not statistically significant when the three were analyzed as a whole.
The only significant deference among any of the the Boomer cohort. Boomer nurses' total El scores correlated with their age. Within the Boomer cohort study group, the older Boomer nurses demonstrated significantly higher scores than the younger members of the Boomer cohort.The younger Boomer cohort nurses had lower Understanding Emotions scores than did the older Boomer nurses. The only relative findings may suggest the possibility that the generations developed El skills differently as they aged. Although these observations explored in the article support no specific conclusions, it raises interesting questions about how El abilities develop in nurses of different generations.
It may also suggest that the development of caring behaviors happens differently in different generational cohorts.The findings of this study did not provide evidence for substantive differences in El abilities among the Boomer, Generation X, and Millennial nurses in the study. Emotional intelligence in relation to nursing leadership: does it matter? By Rebecca Feather (Feather) is the second article that I chose to explore emotional intelligence and its effects on nursing practices. Emotional intelligence has become a relevant concept to health care; it is important for nurses in leadership positions to engage in relationships that will facilitate successful management.The importance of El in the profession of nursing involves studying how the level of II in nursing leaders impacts the level of Job satisfaction of the employees.
The purpose of this article was to look at the concept of El in relation to its importance in nursing leadership. It is important for leaders to possess a level of intelligence that enables them to e effective decision makers, require the dominance to convince others, the persistence to motivate, as well as numerous other qualities.A study conducted by Menaces-Smith (1997), reports that managers who use leadership behaviors in guiding their hospital departments have employees who report significantly higher levels of Job satisfaction, productivity and organizational commitment, than those who do not. The concept of II was formally defined by Salvoes and Mayer (1990). The concluded idea was that some people reasoned with emotions better than others, ND also, that some individual's reasoning ability was more enhanced by emotions than others.Mayer, Salvoes and their colleagues refined their model of El and the definition was revised in 1997: 'Emotional intelligence involves the ability to perceive accurately, appraise, and express emotion; the ability to access and/or generate feelings when they facilitate thought; the ability to understand emotion and emotional knowledge; and the ability to regulate emotions to promote emotional and intellectual growth.
' The importance of El in the nursing profession involves studying how the level of El in nursing involves studying how the level of El in nursing leaders impacts the level of Job satisfaction.This idea would then generate Job satisfaction which would lead to retention of their employees. The model of 'Emotional Intelligence of Managers as Leaders' by Mayer ad Salvoes identifies four skills or abilities for the emotionally intelligent manager that can be summarized as: the perception of emotion, the integration and assimilation of emotion, knowledge about emotions, and There are several different models of El that are now being studied; three in particular are explored in this article. Daniel Coleman and Richard Bodysuit designed the Emotional Competence Inventory (SEC') to assess competencies and positive social behavior.
Very little assessments of reliability have been conducted on this theory. Therefore, the scale does not deserve serious consideration until experimental studies are conducted. The second measurement is the Emotional Quotient- Inventory (CEQ-I) which was developed by Reuben Bar-on in 2005. CEQ-I is a self-report measure that yields an overall Emotional Quotient score on five composite scales: interpersonal, interpersonal, adaptability, general mood, and stress management.
However, each of the five composite scales cannot be conceptually related to El. Due to this matter, the theory behind this measure is vague.The third type of measurement instrument is the Mayor, Salvoes, Caruso, Emotional Intelligence Test (EMCEES). This model measures the ability of El and shows patterns of correlations that are similar to those of known intelligence. Evidence has been presented and argued convincingly throughout the literature that El meets the standards for an intelligence test as a result of the criteria of the EMCEES. The EMCEES was developed using rigorous test-developed procedures.
Compared with ability-based El measures, self-report measures such as the SEC' and the CEQ-I are likely to receive less attention than the EMCEES model.Currently, there is a gap in the knowledge in relation regarding nursing leadership and El. According to David Van Roy and Coalmining Visionary (2004) the effects of emotions and work have been under studied. They consider this a mistake considering how common emotions are in the work place.
Increasing the study of emotional intelligence in health care organizations is vital. Health care leaders are in charge with the responsibility of meeting the needs of staff by helping them to evolve better interpersonal and communication skills. Leaders need to be aware of their own feelings and emotions as well.It is critical to accurately identify the emotions of the individuals and the group. Once a health care leader understands the value of El and how it can be developed within the organization, a training program should be started.
This process involves motivation, extended practice, and feedback. Changing behavior patterns of an individual or group is difficult to do. Behaviors do not change completely at any given time; rather, they change over time in small increments. Therefore, it is critical to provide follow-up through feedback to avoid people reverting back to their old behaviors.It is important for leaders to have the ability to recognize emotions within themselves and to express those feelings to others. This allows the leader to use their positive emotions to influence others and facilitate the vision of the organization through Job performance.
Assisting the nursing manager to increase their emotional skills may help to create a more effective leader, and decrease nursing turnover. I chose both articles related to emotional intelligence in nursing because I feel hat it is critical for nurses and others who work in health care to incorporate emotional intelligence in the health care setting.To make an effective leader in nursing it is important that emotional intelligence is utilized so that the leaders' leader. Initially, I thought that the articles would be about how nurses interact with patients using emotional intelligence.
I was surprised to read that, in fact, the first place emotional intelligence should appear is within the working nursing group. It would be difficult if not near impossible, for a nurse to display emotional intelligence o their patient's if they could not acknowledge the importance between each other. It is important to mention that both articles discussed the EMCEES model.It seems that this model has been highly respected.
It tests the respondent's ability to perceive, use, understand, and regulate emotions. Based on scenarios typical of everyday life, the EMCEES measures how well people perform tasks and solve emotional problems, rather than having them provide their own individual assessment of their emotional skills. There were some critical comments I would like to address in the articles. In the iris article, out of the 442 participants, 142 were clinical nurses from Nebraska, while 299 nurses were from Honolulu.The totals for each of the nursing groups do not total 442 participants. I am sure it is a simply typing error, but for someone that is reading and examining the articles, the information should be fluent throughout the article.
Also in the first article, all of the studies that were examined did not provide evidence for practical differences in El abilities. Pretty much the whole article was about convincing the readers, without scientific research, that emotional intelligence teens the generational cohorts differ in comparison to others.I feel that if a person composes an argument for an issue, said person should compose or use other research that has a definitive result in favor or disavow of the issue. I would suggest that it would be informative to El researchers to study nursing students who train and are required to demonstrate El abilities in nursing school verse those students who were not required to exhibit El qualities and abilities to determine if El would help retain nurses. This would then provide valid research that El abilities ND qualities are pertinent in the nursing environment or not.
I also think it would be interesting to study the effects emotional intelligence have on the satisfaction that patients relay when surveyed after care is received. The ultimate goal of any health care facility is to provide excellent care. I believe that emotional intelligence has several traits that are present when nurses provide care and those could make or break the facility and the customers that continuously present for care. Within in the second article, it was associated with the importance of emotional intelligence in urging leadership I found several very interesting points.
The article states, "Is it not also important that leaders have the ability to be aware of their own emotions and the emotions of others? " As humans, we tend to worry more about others and less about ourselves. I would have to agree with this statement that it is important that leaders understand and are aware of their own emotions so they are able to process others emotions. Ultimately I think that emotional intelligence should be taught and demonstrated in the nursing field, along with everyone else that works in the health are industry.The articles were interesting to me due to the fact that I have considered going to nursing school, and I feel that emotional intelligence is an important factor in treating oneself, each other, and patients.
Upon completing my leader in nursing, emotional intelligence could determine turnover rate within your department and the satisfaction that patient's receive. Bibliography Feather, R. (n. D. ).
Emotional intelligence in relation to nursing leadership: does it matter? Morrison, E. C. (n. D.
). Intentional Intelligence, Caring, and Generational Differences in Nursing.
