Leading by walking around in long-term care and transitional care facilities

Kemerer, Douglas; Cwiekala-Lewis, Klaudia

doi:10.7748/nm.2017.e1467

Cited by 2 publications

(6 citation statements)

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“…If an individual does not understand the emotional stress of others on a cognitive level, they lack the aptitude to identify when a colleague may be struggling. Additionally, Timmins (2011) and Kemerer and Cwiekala-Lewis (2017) argued that self-awareness is vital for developing one's communication skills and interpersonal relationships.…”

Section: Self-awarenessmentioning

confidence: 99%

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Employee welfare: Developing change strategies to address empathy burnout in caring professions

Turner¹,

Gill²

2019

Scope (Flexible Learning)

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INTRODUCTIONThe general health and wellbeing of an organisation's workforce, also referred to as employee welfare, remains a crucial component in organisational and leadership planning. At the level of an individual, welfare is often related to one's level of satisfaction, engagement and dedication. At the organisational level, welfare can be associated with productivity, turnover, and employee relationships. An employee's welfare, particularly in a caring profession, is often subject to the emotionally demanding needs of their patients, which significantly affects their ability to remain empathic and compassionate towards others, and themselves. Empathy, like any emotional resource, can be exhausted if not replenished often. Compassion fatigue, also known as empathy burnout, is an emotional state experienced by those working in emotionally demanding roles, such as healthcare professionals, police service and social workers. The common symptoms of empathy burnout include depression, anxiety, absenteeism and lethargy. At an organisational level, it is imperative that leadership decisions consider the implications of their profession to the wider workforce, and so develop strategies to prevent empathy burnout. This paper explored the perspectives of employee welfare at a local hospital to develop strategies for change that may assist caring professionals in managing their stress and maintaining levels of empathy. From the exploratory research project, strategies emerged that could be actioned to improve employee welfare across the organisation. These strategies for change included strengthening communication lines to eliminate barriers to support, bolstering the existing employee assistance programme, developing resilience training schemes, and closing the gap between executive leadership and staff. Caring professions are positions/roles including but not limited to nursing, clinicians, physicians, paramedics, mental health employee, caregiving, counsellors, physiologists, orderly and welfare officers.Emotional intelligence research remains an area of interest across industries, particularly in human resources management and the healthcare industry (Kurup & Rishi, 2016). The need for this research originated from the desire of a Health and Safety Manager to understand the current state of employee welfare within their organisation, and explore related benefits available in their workforce. The aim was to understand perspectives of employee welfare at the hospital at the focus of this research, and compare findings between managerial and non-managerial employees. To achieve this aim, a series of semi-structured interviews and quantitative surveys were undertaken with hospital employees including those working in clinical areas, management and administration. Though the sample size of this research was small, the findings revealed a valuable snapshot of employee welfare within the hospital, and and potentially, wider implications.The questionnaire items that were developed from existing research, assessed three speci...

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Section: Self-awarenessmentioning

confidence: 99%

“…As described by Kang and Sung (2017), and Kemerer and Cwiekala-Lewis (2017), leaders are responsible for ensuring clear lines of communication throughout an organisation, and the resources to manage emotional stress and fatigue as captured in this interviewee's comment:…”

Section: Communication and Leadershipmentioning

confidence: 99%

Employee welfare: Developing change strategies to address empathy burnout in caring professions

Turner¹,

Gill²

2019

Scope (Flexible Learning)

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“…The capacity of a nurse leader to resolve interpersonal conflicts therapeutically is positively linked to emotional intelligence [5].…”

Section: Introductionmentioning

confidence: 99%

“…Nurse managers who possess emotional intelligence can inspire and motivate other nurses to achieve goals that otherwise might not have been reached [5].…”

Section: Introductionmentioning

confidence: 99%

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The Relationship Between Emotional Intelligence and Conflict Management Strategies From the Nurse Managers’ Perspective

Aseery¹,

Mahran²,

Felemban³

2023

Cureus

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Everyday nursing work inevitably involves conflict. Healthcare workers may experience this as a result of diverse human beliefs, knowledge, values, or emotions. In order to effectively manage and lead the nursing staff in hospitals, a multitasking leader with a wide range of abilities is needed. Multiple elements, such as the leader's personality and overall workplace conditions, might influence effective managerial leadership. Effective management leadership is affected by multiple factors, such as the personality of the leader, the general conditions in the workplace, and the quality characteristics of employees. This study aimed to investigate the relationship between emotional intelligence and conflict management strategies from the head nurses' perspective. MethodsThe study utilized a quantitative, cross-sectional correlation design. Twenty-one hospitals in the Aseer region that are affiliated with the Saudi Ministry of Health were included in this study. A non-probability sample consisted of 210 head nurses who have at least one year of experience working as head nurses or with managerial experience. An online questionnaire involving three sections -socio-demographic, trait emotional intelligence, and conflict management -were used. ResultsThe study revealed that the level of emotional intelligence was average and that the level of conflict management strategies was high. Approximately three-quarters of the sample studied were female (78.1%), and for an educational level, the majority of participants had a bachelor's degree (62.4%). Regarding the working departments, 34.3% were in general wards, while 23.3% worked in critical care. Approximately twothirds (62%) of the sample were married; 63.8% of the participants were Saudi, and 49% had fewer than three children. Also, gender identity and emotional intelligence were significantly correlated statistically. Likewise, the level of monthly income, marital status, and nationality are significantly correlated with conflict management strategies. ConclusionsIn the current study, emotional intelligence has no statistical correlation with strategies for resolving conflicts. While the relationship between subdomains of both main variables was negative, that ruled out an important positive relationship between cooperation and well-being. Teaching nurse managers about emotional intelligence might help them more effectively handle conflicts at work. Likewise, employing emotional intelligence practices requires nurse managers to lead by example, teaching their teams how to regulate their emotions and resolve frequent workplace conflicts.

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Leading by walking around in long-term care and transitional care facilities

Cited by 2 publications

References 0 publications

Employee welfare: Developing change strategies to address empathy burnout in caring professions

Employee welfare: Developing change strategies to address empathy burnout in caring professions

The Relationship Between Emotional Intelligence and Conflict Management Strategies From the Nurse Managers’ Perspective

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