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(1981 cited in Reay 2004) and Reay (2004). Reay (2004) described
emotional capital as:
―about investment in others rather than self- the one capital that is
used up in interactions with others and is for the benefit of those
others‖ (p.71)
Unlike the other forms of capital, emotional capital tends to be associated
with women and arguably centres on private rather than public fields of
practice. There are claims that reflective practice promotes emotional
competence and resilience (Jackson et al 2007, Horton-Deutsch &
Sherwood, 2008). Furthermore there is currently a plethora of interest in
emotions in organisations, usually associated with emotional intelligence.
However, this is too crude a measure and simplifies the complexity and
relationship of emotion with its social, political and moral constructions
(Fineman 2000). Nurses invest in others through care giving in the public
domain. I have argued this involves developing relations with others which
by implication involves an emotional investment. Relationship building is a
complex process entailing amongst other qualities: trust, compassion,
effective interaction through active listening, empathy and an
understanding of unconscious processes. Thus arguably it can be viewed
as a form of emotional capital. Nevertheless, as shown in the last chapter,
there are tensions in providing such care.
While working in the ward I was conscious of observing my own whinging
and any whinging in the nursing team. Jon, a co-inquirer, found a mixed
reaction amongst her work colleagues about whinging 39 . Her team
suggested whinging could be turned into reflecting and thus learning.
Whinging happened because of organisational changes which created
stress, a fear of the unknown and organisational pressures. In Strand 2, I
interviewed Deidre, a specialist ‗sister‘ with a remit for practice
development that involved her visiting many wards. She linked whinging to
advice-giving and informal chatting noticing that it was a passive process.
39 See appendix 3
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