It is believed that emotions are contagious and this would affect how other people feel also. We all know that every day when we walk into the office we don’t intend to spread bad mood around the office but circumstances happens and this leads us to get upset either way it’s not predicted. Emotions are intense feelings that are directed at someone or something. Moods are feelings that tend to be less intense that emotions and that often lack a contextual stimulus (Robbins &Judge, 2009). Leadership literature is full of studies attesting to consequences of a leader 's mood. One such study involved CEO’s and their top management teams and it showed that the more upbeat, energetic and enthusiastic the executive team was, the more co-operatively they worked together, and the better the company 's business results. The study also showed that an executive team that didn’t get along well managed the longer a company, the poorer the company 's market return.
How does positive and negative emotions affect our way of life? Everyone has a different leadership style but when you have a positive outlook on things this will trigger employees to have a different outlook on the organization. As a leader in the military moving up in the ranks I use to hear my first sergeant say “ you have to fake it till you make it”. I never understood this until I became a leader myself. It means that regardless of how bad your day is, or how tired you are you have to put on a smile and pretend
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I have worked alongside a manager who always had a poor attitude about herself and our organization. None of the employees wanted to go to her with issues secondary to her attitude. We took turns every other week writing to our staff about their previous week of performance. I would take the time to point out something that each employee did during the week that was positive and commend them on it in a humorous way. The other leader would just write “good job team”, which I felt did not take much effort. According to Prive (2016), she says “You want to keep your team motivated towards the continued success of the company, and keep the energy levels up. Whether that means providing snacks, coffee, relationship advice, or even just an occasional beer in the office, remember that everyone on your team is a person. Keep the office mood a fine balance between productivity and playfulness. Therefore, I feel one of the greatest gifts a leader can bring to a team is an understanding of their attitude and the impact it plays on relationships, the performance of their team, and everyone around
Supervisors and managers can encourage their employees to do things such as exercise (Wong, 2016) to help improve their mood, especially during significantly stressful times. Kinicki and Fugate (2016) wrote that emotions are products of our thoughts, behaviors, and experiences. They also wrote about some specific things we can do to manage our thoughts and behaviors to experience more positive emotions: manage expectations, take time to plan and organize, give a gift to other people, deflect partisan conversations, assume people have good intentions, focus on the job in front of you, and end the day with gratitude (Kinicki & Fugate,
I have learned that emotions can play a key part of leadership. I have taken the self-assessment surveys and after reading into the definition, I now have valuable insight of my emotional maturity. I now have a few tools to tailor my emotion to become a more effective leader. I am also learning how to read others emotions could be a useful tool for shaping the situation and get the best outcome possible. When the majority of the soldiers practice the Army values, this builds resiliency among the ranks and
Workplace characteristics distinguish one leader from another. Some leaders possess positive and motivating behaviors whereas other leaders possess behaviors that are more negative. Negative behaviors can affect creativity deficiencies and alter employee morale. A positive behavior, however, will encourage bringing out the best in others. By doing so, the leader endorses a positive culture that permeates confidence and motivation. The behavior, positive or negative, is the catalyst that drives employee morale and professional growth.
There exists a substantial volume of literature signifying the effects of transformational leadership on optimistic employee morale. “In general, transformational leadership is associated consistently with higher levels of satisfaction with leadership, trust in the leader, and perceptions of fairness” (Bass, 1998; Hater & Bass, 1988, pp 695-702; Pillai, Schriesheim, & Williams, 1999, pp 897-933).
Ashkanasy, N. M., Zerbe, W. J., & Härtel, C. E. (2002). Managing emotions in the workplace. ME Sharpe. Retrieved March 21, 2017 from https://books.google.com.ph/books?hl=en&lr=&id=nUiRnxzD68UC&oi=fnd&pg=PR11&dq=N.+M.+Ashkanasy,+C.+E.+J.+Hartel,+and+W.+J.+Zerbe+(eds.),+Emotions+in+the+Workplace:+Research+Theory+and+Practice+(&ots=S-KCim_1_h&sig=4JpsB9u67hD6nObcHRAD_F5t2hE&redir_esc=y#v=onePage&q=N.%20M.%20Ashkanasy%2C%20C.%20E.%20J.%20Hartel%2C%20and%20W.%20J.%20Zerbe%20(eds.)%2C%20Emotions%20in%20the%20Workplace%3A%20Research%20Theory%20and%20Practice%20(&f=false
I believe an organization is only as strong as the morale of their team members. Effective leadership creates positive morale. My first leader exceeded my expectations. He was caring, respectful, and supportive. Today, I hold these values dear to my heart. We can be successful by working together as a team and demonstrating these key values.
Attitudes not only effects job satisfaction and performance but also the relationship with customers. Managers and employees should never express negativity around customers at any given time this type of attitude can cause loss of sales. We tend to perform better when we can recognize and deal with emotions in ourselves and others. When our emotional intelligence level is high we are able to cope with all attitudes and behaviors at any given time. Success comes easier if I shall say when we possess and can identify the four key competencies in being a leader. The four competencies are self- awareness, social awareness, self-management, and relationship management. Managers must be in a good mood even when they are not wanting to. The intense emotions positive or negative reaction from the manager or employee can cause a certain behavior or mood.
In the article, Enhancing Interpersonal Communication: Positive Mood Effects, Donna Webster Nelson discusses the influence the affective state of the communicator has on the participants. A positive affect can lead to empathy and enhance perspective between communicators (Nelson, 2016). Further noted in her study is the effect positive affect has on perspective taking. Such affect creates a positive mood that further enables shared viewpoints (Nelson, 2016). Dr. Nelson theorized that positive mood would have an effect on communication, which was later found it did. Positive mood promoted greater interpersonal interactions and help prevent misunderstandings (Nelson,
This is something that I always knew subconsciously but I never realized it until now. I have seen countless examples of this during my mentoring at BBBS in the children. Whenever I met with my mentee, Omar, his initial mood would always dictate how the session was going to be. When he was happy, he was much more engaged in talking, playing games, or drawing. The positive emotions drew his attention towards learning and actively participating in whatever we’re doing. The impacts of our sessions were much more significant than if he was gloomy or frustrated. Recalling Reinher Pekrun, the author of “Emotions and Learning”, he stated that “negative emotions draw students’ attention away from learning” and “boredom [ . . . ] reduces students’ motivation to learn”. I completely agree with this. On days where Omar was sad, he was very distant and not motivated to do anything. Only until I was able to cheer him up were we able to begin our
Positive leadership traits can allow an individual to think outside the box and withstand pressure from the process of managing a mix of individuals with a variety of personalities, values, and attitudes toward realizing organizational goals (Solaja, Idowu, & James, 2016). She exhibits intelligence through her success turning unsuccessful businesses to profitable by adding new management teams and products. She is able to
Business issues in the workplace cause conflict among staff and result in low employee morale, high turnover, and mixed emotions. Moods and emotions play a significant role in workplace behavior and positively and negatively affect interactions with staff and customers alike. According to Robbins and Judge (2009), “emotions and moods are closely related. While emotions are reactions to a person or an event, moods, in contrast, aren’t usually directed at a person or an event. But emotions can turn into moods when you lose focus on the event or object that started the feeling. (p. 99).
The impact of leadership style in the change process of an organization influences the performance; Leadership as stated by Martin, Liao and Campbell (2013) remains one of the most consequential contextual influencers of employee performance. Latson (2014) elucidated that some leaders may have the best intentions, but the impact will not be in alignment with the intension. But leadership trait is the ability to inspire, motivate and engage the followers to make the inspired vision happen beyond their normal capabilities (Mendez, Munoz & Munoz 2013). A change is the most frequent phenomenon of today's reality and a good understanding of how to manage the change process is very essential; Change is translation from one state into
In contrast with the past workplace challenges and organizational behavior, there is a necessity to understand ourselves and others. Sometimes the stress and prestige can cause an adverse impact on one’s position in the workplace. The ability to deal with our emotions while working effectually with others and at the same time, performing the organization’s expectations are in high demand. Since the employees are an asset, and the organization is expecting a return on their investment, understanding how emotions work and how it impacts one’s capacity is indispensable in accomplishing organizational goals. In the workplace, people often have to work with each other. So the handling of relationships and interacting with others becomes the key to the success of the organization. Managers need to have a combination of skills and abilities such as the strength of will, awareness of self, empathy for others and sensitivity toward others internally and externally. Before one can handle others emotions he/she must first learn to lead themselves. So the question become, how is this done? Coleman’s theory suggest that this can be done through emotional intelligence which is the ability to create, build and maintain viable relationships (Coleman, 1998, p. 14). No one wants to follow the leadership of a person who cannot manage his/her emotions. Let’s look together at three business CEO’s personal backgrounds and use of emotional intelligence. The top chief emotions officers in the U.S.