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d024_reflection_paper_mursion_1.docx D024 Reflection: Mursion Simulation Western Govern

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d024_reflection_paper_mursion_1.docx D024 Reflection: Mursion Simulation Western Governors University D024: Professional Presence and Influence Reflection: Mursion Simulation The mursion simulation used many social-emotional intelligence power skills to help bridge the gap between different departments within one organization. In this simulation there was a discussion between the service line manager, Emergency Department Manager and the Pharmacy Manager. There was a 10% budget cut, which meant both departments had to rearrange tasks, work short, and many employees felt over worked. There was a large disconnect between all departments and as the Service Line Manager it was my job to help bridge the gap and bring communication to the table. In this essay we will look at the different social-emotional intelligence that was used to help bring all departments together as well as bringing joy into the workplace. Evaluation of Skills During The Simulation Social-emotional intelligence power skills were used often in the Mursion, especially when we were trying to set new goals and teamwork for the department. â€œThe characteristics and skills of self-awareness, self-management, interpersonal communication, executive function, and social awareness form the foundation for social and emotional intelligence skills that advanced professional nurses should strive to demonstrate in their personal and professional lives (Acrobatiq by Vitalsource (2021). First we looked at Self-Awareness, where each leader had to self r. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . .

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