...MOODS AND EMOTIONS AT WORKS Emotions in the workplace play a large role in how an entire organization communicates within itself and to the outside world. “Events at work have real emotional impact on participants. The consequences of emotional states in the workplace, both behavioral and attitudinal, have substantial significance for individuals, groups, and society”. “Positive emotions in the workplace help employees obtain favorable outcomes including achievement, job enrichment and higher quality social context”. Negative emotions, such as fear, anger, stress, hostility, sadness, and guilt, however increase the predictability of workplace deviance,” and how the outside world views the organization. “Emotions normally are associated with specific events or occurrences and are intense enough to disrupt thought processes.”. Moods on the other hand, are more “generalized feelings or states that are not typically identified with a particular stimulus and not sufficiently intense to interrupt ongoing thought processes”. There can be many consequences for allowing negative emotions to affect your general attitude or mood at work. “Emotions and emotion management are a prominent feature of organizational life. It is crucial “to create a publicly observable and desirable emotional display as a part of a job role.” Circumplex model The circumplex model of emotion was developed by James Russell. This model suggests that emotions are distributed in a two-dimensional circular space...
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...skill in many front line service jobs as low skill have been out of date, and clearly need to change if people want to capture the realities of work in a modern economy. Because traditionally thought that in terms of their technical aspects in many front line service job is low skilled , then actually suggest as form of skilled work since they require their employers to perform skilled emotional labor in their dealing with customers ( Bolton, 2004, Korczynski ,2005). Thus , According to Payne, he seeks to open up a critical discussion of the opinions and the key arguments of those authors who look a view the emotional labour as a form of skilled works in his article “ Emotional Labour and Skill : A Reappraisal “ was published by 2009 . Transfer to another aspects between gender and work, Leidner (1988) feels that the gender typed interaction is an expression of workers in their occupation. So, he did analysis of two highly routinized interactive services job “Serving Hamburgers and Selling Insurance”. This article explores the interrelationship of work, gender and identity. In this paper, we will have a critique in the main points of the two articles about emotional labor and skills, and the difference gender in the routinized interaction. Firstly, According to Payne (2009), the ability of front –line staff to perform emotional work, whether it takes the forms of enthusiasm, politeness or remaining calm under pressure, is seen as making a vital contribution to customer satisfaction...
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...PSY 2404 2/12/2016 Article Review: Work – Family Conflict and Emotions: Effects At Work and At Home I did not like reading this article because it reminded me of times where conflicts at home have affected my performance at work. Although it is common practice to leave your problems at home while at work, it is most definitely inevitable that those thoughts of the problem at home will arise while at your place of work. While working at a sales and marketing firm called Coast 2 Coast Marketing, it was imperative for me to keep a high PMA (Positive Mental Attitude) to perform well in the sales aspect of the position. The times where I had conflicts at home or worries about things at home would definitely affect my performance at work. I was not the only one also. I would see these same patterns in my recruits (The Spartans). While they were going through conflicts at home, they were more likely to get irritated by certain tasks I would assign to them, or be somewhere else completely mentally instead of focusing on the task at hand. There was one instance where a recruit of mine felt guilty about a home situation at work (he had stolen money out of his mother’s purse due to not having enough to get to work let alone buy food etc.) and I offered to talk to him about what was bothering him. After spilling his guts to me, I offered him some money and advised him to call me or ask me before the end of the day if he needed any money so that way he does not have to steal from his...
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...All work is emotional work. Discuss. Emotions are described as reactions to objects or situations, whereas emotions in the workplace, for instance emotional labour, are referred to as organisationally desired emotions during interpersonal transactions that employees express. Emotion at work, as describe by many researchers, can push individuals to behave in unusual ways and for this reason, organizations have tried to curb the level of emotion that is displayed at the workplace. Often, the problem that most management teams have is in finding the right balance between the levels of emotions that can be displayed within their company and how stringent should their rules be to ensure that emotional displays are curbed. The management teams across organizations are often accuse of being insensitive towards the needs of their employees, where they have been so occupied with trying to maintain a certain degree of discipline in which they have failed to recognize the emotional issues that creep into individuals. According to Hochschild (1983), emotion involves the physical coordination of the body, the mental planning of actions, and the emotional inducement or suppression of feelings. He defines emotional labour as the use of techniques in emotion management, or emotion work, to control the emotions that are expressed as an integral part of a particular process of labour. Emotional labour are undertaken whenever a job requires one to induce or suppress feeling in order to sustain...
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...UNDERSTANDING EMOTIONS IN ORGANIZATIONAL CHANGE Table of Contents 1. Abstract 3 2. Introduction 3 3 Relating Emotions and Identity and Change 4 3.1 Emotions and Identity connection 4 3.2 Continuous Change Challenges Identities 5 3.3 Identity Work and Emotion in Change 6 3.4 Organizational change and Emotions 7 4. Counter Productive Emotion Management 8 4.1 Display Rules 8 4.2 Change Roles and Obligations 9 4.3 Interpersonal Influence 9 5. Guidelines for managing emotions during change 9 6. Discussion 10 7. Conclusion 11 8. References 12 Abstract Change is endemic. It is rapid, and often has significant implications. Change has become the norm rather than the exception, leading organizations through fundamental change processes still poses a major challenge to management. Emotional reactions are often viewed as one of the obstacles to successful change. In this paper I re-conceptualize the emotional experience of change through an identity lens, guided by the question of how and why organizational changes tend to be experienced emotionally. Firstly, I argue that continuous organizational changes are experienced emotionally. Secondly, I view identity as constructed from experiences relating a person to his/her world. I argue that organizational change alters such relationships which form our identity. And third I assume that as outcome of such disruptive changes, individuals...
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...Affective Events Theory 1/26/2012 Abstract Emotions and moods are an important part of daily live and work live, and can influence our job performance and job satisfaction. The affective events theory demonstrates how employees react emotionally to things that happen to them at work, and that their reactions can influence their attitudes and behaviors at work. The theory, which was introduced by psychologists Howard M. Weiss and Russell Cropanzano, states that negative emotional episodes in a work environment can produce shocks that then produce lasting affective reactions. Emotions and moods are an important part of daily live and work live, and can influence our job performance and job satisfaction. The affective events theory demonstrates how employees react emotionally to things that happen to them at work, and that their reactions can influence their attitudes and behaviors at work. The theory, which was introduced by psychologists Howard M. Weiss and Russell Cropanzano, states that negative emotional episodes in a work environment can produce shocks that then produce lasting affective reactions. Work events can include, but not limited to hassles, tasks, autonomy, job demands, emotional labor and uplifting actions. Emotional labor occurs when an employee displays the company’s desired emotions during interpersonal transactions at work. These work events affect employees positively or negatively. Employee mood directly affects the intensity of their reaction...
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...Do Emotions Effect Job Performance Monica Colbert Virginia College Abstract Emotions are pure human physiological phenomena. Experiencing emotions is a part of being human. It’s a must that it be managed to keep a healthy staff and a growing bottom line. Emotions have a profound effect on almost everything we do in the workplace. What employees feel and how they express their emotions affects their performance. Emotions directly influence decision making, creativity and interpersonal relations. An employee is critically affected by their behaviors in the workplace (Perez. 2010. Pg 1). An employee’s emotions and overall temperament has a significant impact on his job performance, decision making skills, team spirit, and leadership skills. Leadership is actually about emotion management and emotions don’t just affect businesses but contribute to their structure. According to The Behavioral Health Coaching Institute, emotions can harm employees, affect how they react to pressures and be the cause of low productivity and poor results. It also states that “Emotional pain is an inevitable part of life. It can come from the outside, but it often stems from painful incidents at work, such as the behavior of immediate bosses, uncooperative employees, abrasive clients, poorly handled mergers or changes, bad work policies and practices, or the stress and grind of everyday work.” Do Emotions Affect Job Performance Almost any job that we have, there is a point in time where things get emotional;...
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...the ability to understand the people around you. Once you understand what emotions are used in order to motivate yourself and others you will be able to work cooperatively with others in a way that is beneficial to everyone. By increasing your emotional intelligence you will be able to read the signals of others and use the appropriate emotions when reacting to them. Regardless of the personality type that you are dealing with, you can respond in a way that will provide the best outcome once you understand the key factors to emotional intelligence. By developing these skills you will have the ability to understand, empathize and negotiate with others successfully. In order to improve your emotional intelligence you must understand that self-awareness, self-regulation, motivation, empathy and social skills all play a role in your emotional intelligence. Learning self-awareness is crucial in developing your emotional intelligence and will allow you to recognize emotions as they happen; and in turn dealing with these emotions right away. In order to develop your level of self-awareness you will need to tune into and evaluate your own emotions so that you can effectively manage them in a productive way. Once you understand how your emotions can effect a situation you will be able to improve your ability to deal with these emotions as they happen. While you cannot control what emotions you have; you can control the way in which you are able to...
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...IS IT OK TO CRY AT WORK MICHELLE LEMELIN SOUTHERN NEW HAMPSHIRE UNIVERISTY Summary In this chapter we explore emotions in the workplace. Is it ok to cry, vent or show happiness in your office? Displays of emotions will inevitably be part of your work environment, whether it is a full blown outburst to slight signs of emotions. How management or the leadership of a business deals with their employee’s emotions can either create a positive environment or negative environment. At this time the business community has not fully embraced or have become comfortable with employees expressing their emotions at work. Hopefully with education and training management will begin to understand the importance of emotions in the work environment. IS IT OK TO CRY AT WORK 1. What factors do you think make some organizations ineffective at managing emotions? Emotions are intense feelings directed at someone or something (Organizational Behavior, page 90). The factors that will make an organization ineffective at managing emotions is their lack of understanding of psychology, or the lack of training in managing emotions in the workplace. Test should be administered to assist managers in realizing what their personality type may be and also their EI (emotional intelligence) level may be. There are many businesses and managers that believe emotions expressed in the work environment will interfere with the employee’s ability to work effectively. Recognizing and dealing with an employee’s...
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...of how to deal with emotions and stress in the workplace. Presented to Judy Tedford, Instructor MSD101 – Organizational Development Presented By Kimberly M. Bentley Spring Quarter, 2009 At some point, we’ve all had “one of those days”. Sometimes it’s because our manager has upset us, or maybe our co-worker has done something that you have to pay the price for. Or perhaps it’s because of trouble in our personal lives, or simply because it’s a rainy day. No matter what the circumstance, as humans we are driven by our undeniable and sometimes uncontainable emotions. So how do we really deal with all of the emotions and stresses that life may throw our way? How do our emotions affect our jobs? How do others expect us to handle our emotions? In order to answer these questions, we must first address what emotions and stress really are. This paper will focus in particular on how much our careers are affected by our personal emotions, the emotions and stresses of others, consequences of not properly dealing with emotions and stress, and possible suggestions for dealing with these issues. Organizations are emotional places. Emotions do not just effect organizations, but they also contribute to their structure. In fact, a great deal of leadership is actually about emotion management. Organizations and businesses use emotions to motivate employees to perform and to motivate consumers to buy. Various events in organizations create emotions and affect an employee's...
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...Is it Okay to Cry at Work? Christopher S. King Human Behavior in Organization 15TW2 Dr. Shana Patrick December 7, 2014 Abstract The purpose of this research paper is to explore emotions in the workplace. By having a thorough understanding of how emotions affect individuals, companies can be more productive. Keywords: emotional dissonance, positive and negative emotions, Introduction In order to understand the motivation behind individuals in the workplace, one must understand feeling and emotions. Emotions are defined as intense feelings directed at someone or something (Robbins, pg. 90). Emotions cover a broad range of feelings. Feelings such as elation and happiness are considered positive emotions while feelings of hate and anger are negative emotions. Also, with the discussion of emotions in the workplace, there are felt emotions and displayed emotions. Felt emotions are an individual’s actual feelings whereas displayed emotions are those that are required by the organization for a specific job (Robbins, pg. 102). By understanding emotions, a positive work environment can be developed. Managing Emotions The workplace offers a bountiful opportunity to experience a wide range of emotions (Muchinsky, 2000). There are several factors that make organizations ineffective at managing emotions. Not having a full understanding of emotions and how they affect the workplace is one factor. Items such as one’s personality, time of day, day of week, stress...
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...Is it OK to Cry at Work? Managing emotions in the workplace Managing emotions in the workplace is a challenge for many organizations. Emotions are not measurable, and cannot easily be predicted, and this can be difficult for management. Emotional outbursts are still often seen a sign of weakness or as an indication of irrational thought or behavior (Robbins, 2015, p. 95). Emotions are not easy to regulate, although emotional regulation as part of the study of emotional intelligence is being studied (Robbins, 2015, p. 107). The ability to control emotions may be a “strong predictor of job performance” (Robbins, 2015, p. 107). The show of emotion is inherent in each of us, and individuals can show very different emotional response to the same stimuli, so response to the same event can be very different, based on the individual’s current mood and others factors. Many people can become very good at masking emotions, and in fact in some jobs it might be very important to achieve a high level of emotional dissonance, however this disparity between what we are feeling and what we are displaying can be counterproductive. In fact, in one study it was determined that “individuals with highly developed self-monitoring capabilities are more negatively affected by emotional dissonance” (Abraham, 1999, p. 451). Another factor that may come into play in attempting to manage emotion in the workplace is gender differences. It is commonly believed that in the US men are taught...
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...committing oneself to work successfully with others. Influencing is using a range of skills to get work complete and maintain good relationships with others. This plan will address specific differences and how each difference influences behavior in the attitudes, emotions, personalities, and values of people to collaborate with in the workplace. Also, the differences will be addressed on how to effectively address these behaviors to positively influence the team. Differences Attitude is the way people feel about their work and the approach that is taken towards the work. Others can feel the belief through another’s attitude towards work. A positive attitude can be a transfer of feelings to others. Attitudes are focused around three components; beliefs, intentions, and feelings. Attitudes can be addressed by creating the proper workplace climate, establish rules of discipline, overcoming resistance to change, and dealing with age and cultural differences. A change in a person’s thinking is the best way to make a change in others people’s life and workplace. People’s attitudes are affected by organizational changes, life imbalances, less social interactions, and new technologies. These can affect a person’s attitude to be negative in the workplace. To address these stresses, organizations need to develop employees through training and group meetings. Emotions are experienced daily in workplace among all workers. These are done positively or negatively. Emotions can be considered...
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...Reviews of Theories of Emotion Causation Jennifer Tang Yii Ting B1201569 Department of Psychology PSY 111 Mr. Alex Lui Tutorial 8 Ms. Karuna Sarah The factor of differentiation, intensity, or elicitation are argued frequently should be listed down using the theories of emotion. There are spontaneous bodily responses, which is actuating by noncognitive yet witting perceptual states caused emotion, corresponding by Williams James. James (1890, vol. 2, p.449) reported, “emotions are perceptions of bodily responses: An emotion is our “feeling” of the “bodily changes” following upon the perception of an “exciting fact”.” Descartes and James’s theories often grouped together as both of them indicated that the go through of emotions and passions are caused by the sensory stimulation precede. Furthermore, James and Carl Georg Lange theories about emotion joint together and formed the “James-Lange theory” of emotion. The James-Lange theory gives a clear idea on the nature of emotions starting on comparing the changes in physiological within the body and emotions. However, Lange’s suggest mechanism that touch on emotion would be less accurate and it was connected with James’s theory while it makes Lange’s work become less famous. While defining for emotions, several types of components are dropped down since it is contemplate as a prototypical emotional episode. Here comes the component: cognitive component, feeling component, motivational component, somatic component, and motor component...
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...Introduction, Definition and History Psychology is the study of behavior and mental processes. Psychologists use systematic scientific methods to understand behavior and human thought processes. Different branches of psychology have emerged to explore different topics and perspectives. Industrial/organizational (I/O) psychology is the specialty area within psychology that studies human behavior in work settings. It is concerned with: - The study of behavior in work settings. - The application of psychology principles to change work behavior. Therefore I/O psychology has two objectives: 1. To conduct research in an effort to increase our knowledge and understanding of human work behavior. To apply that knowledge to improve work behavior, the work environment, and the psychological conditions of the worker. Roots and History of Industrial/Organizational Psychology The Beginnings. Around the turn of the 20th century, Frederick Taylor, an engineer, believed that scientific principles could be applied to the study of work behavior. “One best method” Time-and-motion studies - work tasks are broken down into simple movements. Scientific management, a movement started by Taylor, was a method of using scientific principlesto improve the efficiency and productivity of jobs. Drawbacks of Taylor’s philosophy: - Complex jobs, demanding sophisticated skills. - Fewer and fewer people are engaged in physical labor. - For some jobs there is no “one best method”. The Great...
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