Emotional Intelligence Role of Emotional Intelligence in Nursing Leadership

Leadership

The cumulative term that defines the competitive advantage of an organization in the prevailing era is leadership. An organization may succeed in erecting spacious buildings, and getting multiple resources, but it takes people to run an organization, hence human resource is the most important asset that gives a logical meaning to acquired resources of an organization. But yet the directions of actions are demonstrated by individuals who have a high built in ability to organize the subordinates in a democratic rather than an autocratic manner-leader.

But with the invasion of contemporary organizational culture and customs the importance of emotional intelligence is taking roots to nurse leadership. Leadership is the adjective unique to innovation and organizational dynamics, the following paper tends to shed light on the importance of emotional intelligence in nursing leadership.

Importance of Leadership for an Organization

The term leader and manager were often used interchangeably but now the organizations tend to acknowledge the fact that all leaders can be managers, but all managers cannot be leaders. A manager is a person who infuses a sense of responsibility among the subordinates and motivates them to achieve a particular target. But on the other hand a leader is an individual who has a capacity of guiding people and inspiring them towards the achievement of a particular task. Organizations nowadays are more inclined to recruit individuals that have leadership skills (Clark, 2003, p. 142).

Leadership is particularly important for an organization because in order to survive in the today's world of competition. The management of the organizations irrespective of its size and nature need to have an effective staff or the workforce, a motivated and disciplined workforce is an asset.

Contemporary organization implies to the firms configurations and allocating appropriate duties, strategies, resources, supervision, power, responsibilities, and incentives in order to meet the needs of the target market and in turn generate profitability for the management and the organizational members.

As a matter of stated and well acknowledged reality the contemporary organizations have experienced change in the two preceding decades. And as a result of this changed caused mainly due to the enhancement of telecommunication, the fact becomes more obvious that a strong and well affiliated leadership is required to catalyze the change process besides maintaining the stability of the organization.

Importance of Emotional Intelligence for Proactive Leadership

Pro-activity is an adjective unique to effective leadership. A need and importance of a proactive leader becomes obvious in contemporary organization because changing and maintaining the decorum of the organization are sensitive issues for contemporary organization. A proactive leader is the one who has a complete awareness of the consequences of the action he is taking and yet is enthusiastic enough to cater the tensed environment by taking appropriate decision at the right time. As for a contemporary organization the proactive leadership is an asset.

The importance of emotional intelligence in nursing leadership as well as proactive leadership is an appropriation of the organization dynamics. The management of the contemporary organizations is equally equipped with the importance of the suitable application of the emotional intelligence and its timely application organization wide. (Shooter, Sibthorp & Paisley, 2009).

An effective and proactive leadership serves as a backbone of contemporary organization that need to have certain backup systems to encourage change and at the same time detect the environmental forces before time in order to avoid abrupt and unplanned changes.

Sustaining Momentum in Contemporary Organization

Changing with the changing culture and environment is the key to maintaining the momentum of a contemporary organization. But the role of emotionally intelligent leadership and management is still important to cater the momentum in contemporary organizations. But yet role of effective and proactive emotionally intelligent leadership and management may take a new form to cater this criterion. In order to sustain the momentum the management and the emotionally intelligent leadership and management first needs to develop it. Change and its consequences might be uncertain at times so this is the utmost responsibility of the management and emotionally intelligent leadership and management to take into confidence the organizational members are likely to be directly affected by the change process. So in order to accomplish the task the emotionally intelligent leadership and management has to be very efficient in dealing with the employees.

The initial function of the emotionally intelligent leadership and management in order to maintain the momentum is to; preserve the employees' self-respect, they also need to counter the employees' ambiguities appropriately and with compassion, they need to engage employees' to an extent in problem...

23).Hence by analyzing various aspects of contemporary organization and the importance of proactive emotionally intelligent leadership and management the fact becomes obvious that, contemporary organizations are prone to changes and it is for this reason that the researches support the importance of sustaining a proactive emotionally intelligent leadership and management and sustain the required amount of momentum to reduce the organization turnout and maintaining appropriate employee employer and emotionally intelligent leadership and management relation.
The implicit attributes of the managerial learning and development can be observed in many successful contemporary organizations. Wal-Mart Stores is a functional live example of how the leaning and developmental activities boosted the corporate standing of the organization. Wal-Mart Stores ranked first in the annual ranking of the world's largest corporations, 2010. It was previously ranked third but the vivid shift of the organization to the first rank speaks volume of the managerial expertise the company implements. This globally expanded organization has a diverse workforce of about 2100000 workers in U.S. (Handford & Coetsee, 2003).

Continuing Professional Development (CPD)

Continuing Professional Development is a unique attribute that encourages the professionals of an organization to enhance their skills by engaging themselves in training and development activities. The contemporary organizations seem well versed with the importance of human resource development in an organization it is for this reason that the organization engage its employees in development programs. The basic difference between training and development is that; the managers are inducted to training so that they can fulfill their current job effectively whereas the potential managers and employees are inducted to development programs because the management identify them as the potential players who are likely to be chosen for some more tricky jobs for fulfilling the vision and mission of an organization (Imada, Doyle, Brock & Goddard, 2002).

Continuing Professional Development now includes a proper and executive level drills that help the prospect positions of an organization to learn the emotional intelligence to nurse leadership. The fact amplifies to a great importance that emotional intelligence nurse leadership in a persuasive manner and at the same time induces a sense of good will within the organizational members and the available human resources. It is also noted that emotionally intelligent leaders are more efficient in dealing with the conflicts and the decision making dilemmas faced within the organization.

The significance of this activity cannot be denied because CPD helps an organization in fulfilling its future plans and these development programs in turn can reduce the turnover and above all it will establish appropriate employee employer relationship.

Organizational Models Supporting the Importance of Emotional Intelligence in Nursing Leadership

Experiential Learning Theory

John Dewy and Kurt Levin postulated the Experiential Learning Theory. The theory caters four major aspects of learning. The theory presents a fine balance of experience, observations, conceptualization, and experimentation. The cycle begins with the experience the management gathers under certain circumstances, observations is when the management tends to search for the fundamentals of the experience this stage than leads to the phase of abstraction on conceptualization where the action plan in response to an observation is generated and finally the management takes the final action and the plan is implemented. Apparently this brings an end to the Kolb's cycle of experiential learning, but the effective management also looks after the consequences of the implementation of the action plan. These types of actions are usually implemented in controlled environment, so as to counter negative consequences before the implementation of the plan organization wide (Schneider & Smith, 2004, p. 59).

The importance of experiential learning cannot be denied because the environmental uncertainty is not always a predicted or surveyed one. For many organizations the management has a predefined code of solving the structured problems but the condition worsens when the problem is an unstructured one. The use of experiential learning theory is therefore used by contemporary organizations at a wide scale.

The Experiential Learning Theory advocates the management learning styles and profile. But the fact cannot be denied that the organizational hierarchy and management need to handle this tool with care. Because Kolb's cyclic process may fail…