Cognitive & Emotional Intelligence in Healthcare

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STUDENT DETAILS Name: Course: Bachelor of Applied Social Science (Counselling) ASSESSMENT DETAILS Unit/Module: Organisational Behaviour Educator: Assessment Name: Academic Essay Assessment Number: 1 Term & Year: Term 1/ Year 1 - 2012 Word Count: 1992 DECLARATION I declare that this assessment is my own work, based on my own personal research/study. I also declare that this assessment, nor parts of it, has not been previously submitted for any other unit/module or course, and that I have not copied in part or whole or otherwise plagiarised the work of another student and/or persons. I have read the Student Plagiarism and Academic Misconduct Policy and understand its implications. I…show more content…
There appears to be debate with regards to definitions of EI. Mayer, Salovey and Caruso (1997, as cited in Cherniss, 2010) model EI on the “…psychology of emotions, personality theory and mental abilities” (p.112) seeking to develop an original and different type of intelligence. In contrast, Boyatzis, Goleman and Sala (2004, as cited in Cherniss, 2010) characterise EI as encompassing emotional and social competencies related to workplace performance. However, Bar-On’s model of EI (1998, as cited in Cherniss, 2010) as emotional and socially competent conduct, enabling successful adaptation to the pressures and demands on one’s environment, would seem to lend itself most adaptably to health care administration. Dickens (n.d.) emphasises the limitations of IQ testing in a variety of areas due to its focus on geometry, mathematics and general knowledge. These include concerns of cultural bias resulting from limited access to knowledge, the effect of inheritable factors, gender differences and sensitivity to environment (Dickens, n.d.). Schmidt and Hunter (2004) also support limitations of IQ by suggesting that it may be less instrumental in job outcomes and performance where the variances of specific jobs are dependent on the type of organization involved. Schmidt and Hunter (2004) explain that although job description and skills are the same in some professions, they may differ between organisations by way of the criteria required
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