As early as the 1940s, the term intelligence was recognized and further came to light when a well-known researcher by the name of David Wechsler, defined intelligence for the first time. Wechsler’s definition of intelligence is “the aggregate or global capacity of the individual to act purposefully, to think rationally, and to deal effectively with his environment” (Wechsler, 1958). Wechsler, often referred to the elements in his research as the “non-intellective” as well as the “intellective elements,” which was explained and well-defined in his research as the affective, personal, and social factors (Wechsler, 1940). With the continuation of his research, in 1943, Wechsler’s main question states, “whether the non-intellective, that is affective
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All of these leaders elicit a variety of roles such as decision-making, critical thinking, patient/staff advocate, and role model (Marquis & Huston, 2015). These are just some of the roles that help ease the day-to-day operational needs of a nursing practice. Functions that can be identified within a nursing practice could be nurse-retention rates, patient satisfaction surveys, optimal organizational outcomes, and employee satisfaction rates. To tie in closely with emotional intelligence, Cheri Clancy the assistant vice president of patient experience states, “Nursing managers who exhibit high emotional intelligence can elicit higher nurse-retention rates, and those who are emotionally intelligent tend to consistently model the positive behavior” (Clancy, 2014). Effectively in a nursing practice it would benefit greatly to have leaders who have higher emotional intelligence so it creates a positive/healthy working environment, retains employees, and strives to grow its …show more content…
These characteristics are believed to be some of the hardest to achieve as a leader, especially as a new leader. Conversely many great leaders can be gifted “natural born leaders” but several firmly only comprehend one dimension in the spectrum of leadership. Some leaders get promoted for the wrong reasons, political connection, and gain of power too quickly, eventually become power
All of these leaders elicit a variety of roles such as decision-making, critical thinking, patient/staff advocate, and role model (Marquis & Huston, 2015). These are just some of the roles that help ease the day-to-day operational needs of a nursing practice. Functions that can be identified within a nursing practice could be nurse-retention rates, patient satisfaction surveys, optimal organizational outcomes, and employee satisfaction rates. To tie in closely with emotional intelligence, Cheri Clancy the assistant vice president of patient experience states, “Nursing managers who exhibit high emotional intelligence can elicit higher nurse-retention rates, and those who are emotionally intelligent tend to consistently model the positive behavior” (Clancy, 2014). Effectively in a nursing practice it would benefit greatly to have leaders who have higher emotional intelligence so it creates a positive/healthy working environment, retains employees, and strives to grow its …show more content…
These characteristics are believed to be some of the hardest to achieve as a leader, especially as a new leader. Conversely many great leaders can be gifted “natural born leaders” but several firmly only comprehend one dimension in the spectrum of leadership. Some leaders get promoted for the wrong reasons, political connection, and gain of power too quickly, eventually become power