...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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...Strategies, Controlled Employees Emotions For the Organizational Success Suneela Ejaz suneelaejaz@gmail.com University of Central Punjab, Lahore ABSTRACT On the basis of quantitative study and by integrating the Leadership Role, Training of employees and Learning from experiences, a model have suggested a model that would lead an organization to construct strategies to sustain, control the emotions of employees to keep them motivated and more productive, here change-oriented leadership role at midle level managers or supervisors is tested because here resistance is found at its highest level. Continuous organizational success is our main focus here which is tested to be achieved by minimizing the negative emotions of employees and maximizing their positive emotions towards their innovation and creativity in job and high commitment for the organization. This study will help organizations to ensure continuous organizational success by adopting a proactive approach. After testing a sample of 250 supervisors, our findings shows that there is a significant and positive relation between change oriented leadership role and learning from experiences with organizational success. Here a significant value is shown by employees emotions mediating between the two variables. Where as insignificat relationship is shown between traing employees and organizational success. Key Words: Change oriented Leader, Training, Learning from Experience, Employee’s Emotions, Organizational Success...
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...intelligence that involves the ability to monitor one's own and others' emotions, to discriminate among them, and to use the information to guide one's thinking and actions” (1993, 433). This concept was further developed by Daniel Goleman (1998) who describes EI as a set of social and emotional competencies associated with performance, health and success. Goleman’s biggest contribution is a model known as “Competency based” which comprises affective abilities and cognitive skills that are distinct from abilities measured by traditional IQ tests. This EI competencies are: self-awareness, self-management, social awareness and social-relationship management. (Goleman 1998) Norwack (2012) refers to a newer-generation approach called “Trait based” model (TEI) which is a result of a mix of previous models: Personality based, Competency based and Mental ability. This model enumerates four aspects of EI: sociability, self-control, well-being and emotionality. Petrides- Perez Gonzalez-Furnham (citied by Smith et al. 2013) express their agreement with TEI model saying that self-perception of own emotions is essential to be able to develop and implement successful coping strategies when confronting stressful situations. On the other hand, individuals with low TEI usually adopt maladaptive coping under stress-pressure. Furthermore, Austin (citied by Smith et al. 2013) argues about the relationship between TEI and the individual’s perception of social...
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...If artificial intelligence were capable of emotions, they would be treated with caution, love, and care because of their human attributes. These characteristics appeal to humans due to the kinship that they would feel and the possible desire to build a healthy relationship with machines. Artificial intelligence, being as helpful as it is, has become a very important aspect of humanity. This implies that with humans being as dependent as they are on AI if AIs began to start having feelings, it would affect the way humans interact with them. When interacting with people around us, we would want to be able to build a healthy relationship to ensure that there is a positive atmosphere. That positivity is created through personality traits. Knowing that one is dealing with another individual who will have some type of emotional response to relations around them, changes a person’s perspective on how they want to be perceived. To improve the way someone would want to be perceived would be through treating the relationship between the two with caution. The same can be said about the relationship an individual would have with any type of artificial intelligence. In Kurt Vonnegut’s story,...
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...combination of competencies. These skills contribute to a person’s ability to manage and monitor his or her own emotions, to correctly gauge the emotional state of others and to influence opinions (Caudron 1999, p.62; Goleman, 1998). Competitive advantage depends largely on the ability to activate and use organizational resources. As a result, the focus in the strategic management, organizational behavior and human resource management literature turned to the internal capabilities of organizations including a particular focus on employees’ competencies. Furthermore, in any business or organization, its success or failure will rely on how well its people are able to deliver its product and service, work together and work with other businesses. In recent years, there has been a realization that emotions are very much part of work place success. How individuals respond to real situations each and every day and what organizations do foster productive emotional responses can make the difference the organization that stumbles and the organization that thrives. Research indicates a strong correlation between emotional intelligence and individual job performance. By emphasizing on emotional intelligence in hiring, team building and training programmes- senior management and human resource professionals can improve decision making, problem solving and the ability to cope with change among employees. Emotionally intelligent organizations maximize potential for business success and increase...
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...334 Business Intelligence Journal July ANALYSIS OF THE RELATIONSHIP BETWEEN EMOTIONAL INTELLIGENCE AND STRESS CAUSED BY THE ORGANISATION: A STUDY OF NURSES Zeynep Kalyoncu Hacettepe University, Faculty of Economics and Administrative Sciences, Department of Business Administration, Ankara, Turkey Email: zkalyoncu@gmail.com Semra Guney Hacettepe University, Faculty of Economics and Administrative Sciences, Department of Business Administration, Ankara, Turkey Email: semguney@hacettepe.edu.tr Mahmut Arslan Hacettepe University, Faculty of Economics and Administrative Sciences, Department of Business Administration, Ankara, Turkey Email: marslan@hacettepe.edu.tr Salih Guney Istanbul Aydin University, Faculty of Economics and Administrative Sciences, Department of Economics and Finance, Istanbul, Turkey Email: saguney2004@gmail.com Evren Ayranci (Corresponding Author) Istanbul Aydin University, Faculty of Economics and Administrative Sciences, Department of Business Administration (in English), Istanbul, Turkey Email: xonox@mynet.com Abstract Emotional intelligence is one of the biggest factors that contributes to the success of individuals who assume various tasks and roles in modern life. It is also important in determining how individuals cope with the stress that can potentially limit their emotional relationships, decrease their efficiency, and reduce the pleasure of life. The main purposes of this study were to consider...
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...Examining the Relationship Between Emotional Intelligence of Managers and Organizational Commitment of Subordinates Dissertation Submitted to Northcentral University Graduate Faculty of the School of Business and Technology Management in Partial Fulfillment of the Requirements for the Degree of DOCTOR OF PHILOSOPHY by DANIEL R. BENNETT Prescott Valley, Arizona March 2011 UMI Number: 3452478 All rights reserved INFORMATION TO ALL USERS The quality of this reproduction is dependent upon the quality of the copy submitted. In the unlikely event that the author did not send a complete manuscript and there are missing pages, these will be noted. Also, if material had to be removed, a note will indicate the deletion. UMT Dissertation Publishing UMI 3452478 Copyright 2011 by ProQuest LLC. All rights reserved. This edition of the work is protected against unauthorized copying under Title 17, United States Code. ProQuest LLC 789 East Eisenhower Parkway P.O. Box 1346 Ann Arbor, Ml 48106-1346 Copyright 2011 Daniel R. Bennett APPROVAL PAGE Examining the Relationship Between Emotional Intelligence of Managers and Organizational Commitment of Subordinates by Daniel R. Bennett Approved by: air: Robert Miller, Ed.D Member: Jaime J. Klein, Ph.D. Member: Penny Ann Wilkins, D.M. Date -14- Certified by: School Dean: Arthur Lee Smith, Ph.D. Date ABSTRACT Evidence from numerous studies suggests that Organizational Commitment (OC) among employees...
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...HUMAN RESOURCE DEVELOPMENT RESEARCH CENTER AN EXAMINATION OF THE RELATIONSHIP BETWEEN EMOTIONAL INTELLIGENCE, LEADERSHIP STYLE AND PERCEIVED LEADERSHIP EFFECTIVENESS LISA A. WEINBERGER DECEMBER 2003 Swanson & Associates 168 E. SIXTH STREET, SUITE 4002 ST. PAUL, MN 55101 Lisa Ann Weinberger 2003 i TABLE OF CONTENTS Chapter 1........................................................................................................................... 1 INTRODUCTION ........................................................................................................ 1 Background and Purpose of the Study...................................................................... 3 Statement of the Problem .......................................................................................... 6 Significance of the Study ........................................................................................... 7 Limitations ................................................................................................................ 8 Background of the Field Setting ............................................................................. 10 Definition of Terms ................................................................................................. 12 Summary ................................................................................................................. 13 Chapter 2.......................................................................
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...of Commerce Business Administration Department The Relationship between Leader-Member Exchange and Resistance to Change in Organizations: A case study on Mercy Corps (INGO) By Hazar Jaber Supervisor Dr. Sami Abou-Al-Ross A dissertation plan submitted in partial fulfillment of the requirements for the degree of Master of Business Administration Dec 2014 * Introduction Many research studies have shown that leaders have a strong effect on their subordinates’ behavior and attitudes (Van Dam, Oreg & Schyns, 2008). This relationship is often referred to as the Leader-Member Exchange (LMX) relationship, which demonstrates the relationship between supervisor and subordinate during their work (Gerstner & Day, 1997; Liden & Maslyn, 1998). Practically speaking, many of organizational change programs fail because of employees’ resistance to change and management approaches that neglect the human dimensions during change (Bovey & Hede, 2001). In other words, the quality of LMX relationships affects employees’ resistance to the change (Van Dam et al., 2008). However, resistance to change is an important component through organizational changes since it has consequences such as decreasing employee’ satisfaction, output, absenteeism and turnover rates (Van Dam et al., 2008). In this context, many of previous research studies examined the way in which employees deal with organizational change and manage uncertainty (e.g. Furst & Cable, 2008; Fugate...
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...Emotion Emotion is a very complex subject that has been discussed and researched for over 100 years. There are several definitions of emotion based upon the various theories that have developed over the course of that time period. However, a working definition of emotion that can be used is that emotions are the cognitive aspect of feeling or the value judgment placed on a particular experience. Emotions have a physiological basis as was studied by Cannon who gave the first descriptions of bodily changes during simpler emotions and found that the thalamus is the center of emotion. The adrenal gland and adrenaline, acting along with the autonomic nervous system, produce the physiological changes within our bodies which we then label as emotions. (deCatanzaro 6) Papez identified the limbic system as being a critical part of many emotions. He argued that “emotions influence consciousness, and hence the cortex, and in turn higher cognitive functions influence emotions.” (deCatanzaro 81) We label these physiological changes as emotions as stated in the James-Lange theory: “physiological changes occur during emotions, and our subjective experience of these emotions involves internal sensation of these changes.” (deCatanzaro 8) The relationship between emotion and cognition can be explained by theories of emotion developed by Zajonc, Leventhal, and Schacter. According to Zajonc, emotional responses can become socialized and that emotions can occur without cognition. He argued that...
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...ORGANIZATIONAL BEHAVIOR Unit- 1. Definition, need and importance of organisational behaviour- nature and scope- frame work – organisational behaviour models. What Managers Do Manager: Individuals who achieve goals through other people. Managerial Activities • • • Make decisions Allocate resources Direct activities of others to attain goals Where Managers Work A consciously coordinated social unit composed of two or more people that functions on a relatively continuous basis to achieve a common goal or set of goals. Management Functions Management Functions Planning: A process that includes defining goals, establishing strategy, and developing plans to coordinate activities. [1] Organizing: It determining what tasks are to be done, who is to do them, how the tasks are tp be grouped, who reports to whom and where decisions are to be made. Leading: A function that includes motivating employees, directing others, selecting the most effective communication channels, and resolving conflicts. Controlling Monitoring activities to ensure they are being accomplished as planned and correcting any significant deviations. Mintzberg‟s Managerial Roles [2] Definition - Organisational Behaviour. OB is a systematic study of the actions and reactions of individuals, groups and subsystems. O.B. is the systematic study and careful application of knowledge about how people- as individuals and as members of groups –act within organizations. It strives to identify ways in which...
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...they are. For this paper, I will express my opinion on how the environment is the driving force behind feelings, behaviors, thoughts and beliefs strictly based on my own life experiences. Based on that I will conclude as to why people seek therapy and what my role as a counselor is. This is an evaluation of my own life philosophies that will give me a better understanding of my own personal theory. Personality Freewill versus Determinism Life is full of opportunities, what someone will make of them is mainly up to their determinism. I believe that sixty percent of determinism makes up a person’s personality while the other forty percent is free will. It is my opinion that free will has to originate from someone’s genuine desire for change. I believe that many people lack free will because it takes a lot of will power from within; something that people struggle with.. This is why I believe that determinism plays a bigger role in a person’s personality because before a person can do things on their own, their environment and or biology are the determining factors. For example, my brother Matt’s struggles with making the right choices because he has always been exposed to an unhealthy environment and his personality is a reflection of all the chaos. While his environment has been what has influenced his choices up to this point I also believe that he is not mentally capable of making the right choices and genetics play a part in that....
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...Development Tshwane University of Technology South Africa kobus G MAREE Faculty of Education University of Pretoria South Africa Correspondence to: Tessie H Herbst e-mail: herbstt@tut.ac.za ABSTRACT In this study, the researchers investigate the relationship between thinking style preference, emotional intelligence and leadership effectiveness in an institution of higher education. The measuring instruments used were the Neethling Brain Preference Profile (NBPP) and the Mayer, Salovey and Caruso Emotional Intelligence Test (MSCEIT), as well as the Kouzes and Posner Leadership Practices Inventory (LPI). The sample comprised 138 managers within a higher education institution. The researchers found some evidence to support the relationship between thinking style, emotional intelligence (EI) and leadership effectiveness. The researchers concluded that facets of brain dominance and emotional intelligence may be potentially useful predictors of transformational leadership behaviours. Keywords: thinking style, emotional intelligence, transformational leadership, brain dominance, brain hemisphericity SA Journal of Industrial Psychology Leadership is a complex and diverse field of study. The difference between leaders and non-leaders remains a source of disagreement and controversy in the leadership domain (Herbst, Maree & Sibanda, 2006). Zacarro, Kemp and Bader (2004) suggest that effective leaders differ from less effective leaders on a number of attributes...
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...Intelligence Emotional intelligence is the ability to use one’s emotions, feelings, moods with consideration of those of others as a source of information that allows one to make better choices to navigate more effectively throughout life. To develop and apply emotional intelligence requires self-awareness, learn to manage and harness emotions, and develop skills such as listening to that make you more effective interacting with others. The results of the emotional intelligence show that my husband and I range in the effective functioning that needs strengthening to enhancing our skills that we can use as leverage to develop weaker areas. I agree with the results because they display some of the characteristics that my...
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...Anger and the Healing Power of Forgiveness CED117 Abstract Anger and the decisions surrounding it can destroy relationships. This paper focuses on the root causes of anger and ways to express it in appropriate ways. It also focuses on the role of forgiveness in moving anger from an emotional reaction or learned behavior to an intellectual activity. I’M ANGRY. YOU’RE ANGRY. Anger is a killing thing: it kills the man who angers, for each rage leaves him less than he had been before - it takes something from him. ~ Louis L'Amour Anger is present all around us. We have a world filled with road raging motorists, angry parents, angry children, and angry teenagers. Everywhere you look there seems to be anger at someone or something in the world. Anger gets a bad rap though on so many fronts. Anger can be a helpful emotion to alert that needs or desires are not being met. However, anger can also sabotage and eat away at our happiness if not handled or if expressed in less than productive ways. SOURCES OF ANGER Holding onto anger is like drinking poison and expecting the other person to die. ~ Buddha Anger is considered a primary emotion. Other emotions such as resentment and hate can contribute to or derive from anger. The source of all this emotion can be just about anything. Anger is a signal that some need is not being met, that some desire has been denied. Finding yourself angry is not an uncommon thing. It seems that much of our modern lives tend to breed...
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