Managing self towards managing people: role of perceived emotional competencies in healthcare organisations

Abstract

Creating a performance based culture needs an understanding that high performers are self-managers; self-management is the most important competency of successful people. Coming to the healthcare industry, where services surround managing people, healthcare providers, especially the physicians are very closely related with patients in the hospital; when patients come for treatments leaving their family and near and dear ones; the healthcare providers are expected to identify and manage the emotional aspects of health related issues of those healthcare seekers. The purpose of this study was to identify the nature of perceived (as the patients perceive them to be, not what they actually possess) emotional contagion and empathy among physicians (N = 115) in private hospitals. Responses have been collected from the 115 patients in those hospitals under the care of employed physicians, and the study attempted to explore the relationship between emotional contagion and empathy as perceived by patients in those physicians; and how it impacted the satisfaction of the patients and their further care seeking intention in those hospitals. The study found that empathy and emotional contagion are very significant contributors to patient satisfaction as well as return intention in the hospitals.Reference to this paper should be made as follows: Chakraborty, T. and Upadhyay, P. (2018) 'Managing self towards managing people: role of perceived emotional competencies in healthcare organisations', Int.

Articulating the value of human resource planning (HRP) activities in augmenting organizational performance toward a sustained competitive firm

“…It also bequeaths an employee with a sense of purpose (Ulferts et al , 2009). Companies today are focusing on critical thinking and proactive behavior of the employees’ (Upadhyay and Chakraborty, 2018) in this global matrix structure that espouses flexibility in organizations (Aswathappa and Dash, 2008). Organizations want their employees to thrive on their competence and authority and march toward improved productivity that would bestow a new equilibrium in the economic and social aspect of the firm (Škarea et al , 2013).…”