How Does Positive And Negative Emotions Affect Our Way Of Life?

The workforce within any organization is the engine that keeps the business moving forward. Positive leadership, as well as effective and competent following, could be the difference between success and failure for a business. Effective leadership and followers should have a symbiotic relationship, which is the most effective way a business will meet its goals. It can be seen within Jake’s Pet Land case study that there truly is a difference between leadership styles amongst different leaders. While Philip and Jan took a different approach to being a leader, Adam’s role of the follower stayed the same. Adam continued to exemplify the best characteristics possible as a follower in order to make the business as

Leaders must control their own emotions in order to guide others (Jackson and Daly, 2011). In fact, “many of the dangers to which leaders are exposed arise as a result of not recognizing and responding appropriately to constituents ' emotional needs” (Jackson and Daly, 2011, p. 22). When leaders activate their emotional competence, their ability to be resilient is strengthened. Resilient leaders are able to make a positive difference in the lives of others and do so consistently.

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 always act as a positive role model and encourage others to be the best nurse they can be. It’s always nice to hear compliments and praise, which leads to being motivated and increased self-esteem, and giving higher levels of care. As it says in Chapter 4, it creates an empowered environment “where nurses feel they make a difference” (Grossman and Valiga, 2013, p. 74). When there is higher moral on the units, patients also sense difference, and it shows with a positive patient outcomes. Acting as a transformational leader, people will look up to you as a role model and trust you judgments and decisions. I feel as though when people work together and praise one another, more gets accomplished and goals are reached faster. Since we all spend many hours at work, it’s important to like what we do for job satisfaction, and transformational leadership definitely promotes this

In order to direct one’s thinking they need negative emotions. The article “Happiness: Enough Already” declares that, “Studies show that when you are in a negative mood,” says Diener, “you become more analytical, more critical and more innovative” (Begley 456). Which proves that the happier one is the more absent minded they are; whereas when one is negative one is more likely to think before doing. According to “Don’t Worry, Be Gloomy” it states, “When we’re overly cheerful, we tend to neglect important threats and dangers” (David 124). There is something called being “too happy” meaning one experiences extreme levels of happiness and when one has these extreme levels that person tends to take riskier actions that would harm themselves or others. As the article continues it states, “Our so-called negative emotions encourage slower, more systematic cognitive processing” (David 124). Meaning that one would acknowledge and recall the more important details instead of following the interpretations and judgments of a situation from others. Therefore, the negative emotions actually help people get through their situations or life in general.

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

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.

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,

According to Paul Carey, “You can take the worst person in the organization and find ways to engage or excite them to make them a better employee and after you do this across the entire organization you entire organization will go up” (P. Carey, personal communication, March 24, 2017). This shows that leaders have the power to improve their followers and transform them into confident people. As a leader, if you do not perform well and help your employees strive to be the best your organization will have issues and employee’s attitudes will be negative. Even if you do not have a leadership title there are ways to have people follow your lead but you can’t be fake. As you take each employee and discuss with them the goals and objective on each

Several studies applying affective events theory indicate that positive interactions at work, such as those between leaders and followers, improve employees’ mood. Theories of transformational leadership suggest that leaders achieve these outcomes by motivating and inspiring others, acting as role models, stimulating innovative solutions to work problems, and coaching and mentoring (Bass, 1985; Bass & Riggio, 2006). It is not surprising then that leaders who exhibit transformational leadership are rated as more effective by both their subordinates and their superiors (Johnson et al., 2012). This positive performance feedback, both in terms of objective follower performance and subjective ratings, communicates to leaders that they are capable of interacting effectively with their environment. Leader effectiveness is also inferred from the extent to which followers “buy in” to the strategies and values of leaders. When leaders exhibit behaviors reflective of transformational leadership, followers’ values converge with those of leaders and followers are more responsive to leaders’

* Through the self-assessment on Leadership style and Emotional intelligence, I drew the inference that while I am good at gauging the emotions of my direct reports and peers, I often don’t intervene to better cement my professional relationship. It shall be my earnest endeavor to be more emotionally aware and apathetic.

Robert A. Iger once said, “What I’ve really learned over time is that optimism is a very, very important part of leadership”.

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.

Attitudes and emotions in the workplace are extremely important because they dictate job performance. The emotions that people go through are something that cannot be avoided; however, they can be manipulated. Managers, leaders, CEO’S of companies learn to do this by experience and training. They manipulate employee’s emotions with the purpose of achieving better performance and satisfy an organization’s goals. Although people have always had different emotions, the notion that managers need to care for employee’s satisfaction and happiness is newly implemented in the workplace. In this paper, I will be explaining the impact of attitudes in the workplace, how mood, emotions, attitudes and behavior affect job performance and I will implement the point of view of the CEO of the Defense Commissary Agency, Mr. Joseph Jeu.