1. What factors do you think make some organizations ineffective at managing emotion?
According to the case, organizations are always hard to manage emotion effective. From my prospective, there might be three main reasons, emotional individual differences, lack of contact between organizations and their employees, and organization culture, all bringing about this situation.
First of all, different people have different personalities. It is hard for an organization to publish a policy or to make a solution, which could satisfy all employees. Even a same work event could generate two opposite emotional reactions by different personal dispositions. Furthermore, the greater the organization is, the more difficult the emotional
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In addition, Chinese people who know sociability will always use appropriate words to express themselves even if they want to criticize someone. In this way, employees are easy to report their comments and suggestions to their managers and to receive managers’ requests and criticism.
In conclusion, this kind of management style is really very effective to help manage emotions in the company. Employees can work in this comfortable and harmonious atmosphere with happy minds.
4. Research shows that acts of co-workers (37 percent) and management (22 percent) cause more negative emotions for employees than do acts of customers (7 percent). What can Laura’s company do to change its emotional climate?
In my opinion, there are several measures to change its emotional climate. First, the most important thing is to establish a warm, comfortable and friendly workplace environment. This kind of environment could guarantee employees making positive emotional reactions during their daily work, and also could improve their work efficiency and quality. Those results are good for the company’s operations.
Second, her company could take some social activities, such as parties among employees and managers. These parties could bring more contact between managers and employees and let managers know more
Separately recognizing, understand, and managing emotions can be simple, nevertheless remaining able to recognize, understand and manage emotions is quite complex and oftentimes rare. If a customer comes to a business in the past and has an excellent experience, then they will form a strong relationship with the company, and recommend the company to other people. To illustrate, when my sister worked at Chick-fil-la her first two weeks of job training focused on how to be EI to customers. By having this extensive training Chick-fil-la is known for its customer service as a result of emotionally intelligent employees, and constant returning customers. The fact that all Chick-fil-a’s employees are trained to be emotionally intelligent, it
The study of Organizational Behavior (OB) is related to individuals, group of people working together in teams. The study becomes more challenging when situational factors interact. No two individuals are likely to behave in the same manner in a particular work situation. It is the predictability of a manager about the expected behavior of an individual. There are no absolutes in human behavior. It is the human factor that is contributory to the productivity hence the study of human behavior is important. Great importance therefore must be attached to the study.
Since everyone has a different skillset which makes it difficult for every employee to perform in the same manner.
From the top down, emotional labour is necessary in almost every profession. The way employees interact with customers can directly and indirectly impact sales and the reputation of a company. While it is very visible in lower class jobs like waitresses and cashiers, who interact with customers directly every time they do their job, it is also necessary in higher positions in a corporation. People in management positions are told they must treat employees with respect because happy employees can increase productivity. In A Managed Heart, Hochschild focuses on mid-class professions and how workers participate in emotional labour. Ofri’s book, What Doctors Feel, focuses on emotional work in the high class medical industry. Hochschild’s A Managed Heart highlights the dangers of emotional management where Ofri’s What Doctors Feel has a more positive outlook on the topic, however, both authors would agree that expressing the proper emotion at the proper time - despite some risk - is necessary in almost ever career.
The workers at the deli chain Pret A Manger is used as a prime example of this by Timothy Noah in his article “Labor of Love.” Noah’s article builds primarily off the work of Arlie Hochschild, who defined “emotional labor,” which is is when employees must "induce or suppress” emotions in order to make the customer "experience a positive feeling" (1-2). According to Noah, Pret’s employees are extreme examples of “emotional laborers,” as they must follow set “Pret Behaviors” at all times. These rules of behavior make positivity and smiling mandatory, and subsequently all Pret workers must not only serve customers food, but also cater to their emotions (2-3). If employees fail to uphold their happy facade they face repercussions, often in the form of withheld bonuses (3). Noah states the stress to perform to these standards at all times makes the employees into “enthusiasm cops,” watching and enforcing these emotional behaviors onto one another, and as Noah puts it, “further constricting any space for a reserved and private self” (3). It is in this way that Pret manipulates its own workers into doing extra work (emotional labor and the enforcement of it) without extra
It is also essential for us to find the “appropriate” emotion during work. If we cannot find the emotional boundaries between appropriate and inappropriate, we might face either underinvolvement or overinvolvement (Skovholt & Rønnestad, 2003, p.50). Although the human service career is rewarding, doesn't mean it's going to be easy. Every day we need to face clients with different issues, and our daily day is highly possible be emotional draining because of struggling individuals. Learning how to control our emotion inside or outside of our workplace is one of the important lesson in our career life. In addition, our unfinished business in our life could definitely make things difficult. Maintain wellness is important for every human service professional. We all know that unfinished personal concerns can limit the helper’s ability to build a working alliance with a client, that’s why we need to attend other counseling and understand how to help ourselves before we help
What good outcome has come from a leader who has no control of his emotions and screams at his employees to do what he wants? A leader with emotional intelligence will use a more effective approach. Let’s take for example a business personal with high EI Jeff Bezos CEO of Amazon is number one on Fortune's World's Greatest Leaders list. Amazon is a very successful and lucrative business. It is said that Jeff is obsessed with the hearts and minds of his customers and he has a long-term perspective on business strategy and relationships with customers and among employees (Envision Global Leader,
The workplace is not often the first place one would think that you need to convey warmth. In a professional setting, our society does not often think about the relationships and nonverbals that express and influence behavior. A virtuous leader is one who will lead their employees to achieve desired goals. An effective leader that provides job satisfaction is important in the workforce we have today. High job satisfaction enhances employees’ psychological and physical wellbeing (Ilardi, Leone, Kansser, & Ryan, 1983) This can in turn influence employee productivity and success for both parties.
The most widely used resources are the workforce of the company which includes all employees. Due to the individual differences between people, “this resource is one of the most difficult to manage” (Drafke, 2009, p. 247). For example, there is emotion involved when people are involved.
“Emotional intelligence is the ability to understand and manage our emotions and those around us, therefore, this quality gives individuals a variety of skills, such as the ability to manage relationships, navigate social networks, influence and inspire others. Every individual possesses different level, but in order for individuals to become effective leaders, they will need a high level of emotional intelligence. In today’s workplace, it has become a highly important
* 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.
In our everyday lives, we are constantly interacting with other individuals. These interactions have an effect on our emotions. We have to learn how to identify and deal with these emotions because they have a direct effect on how we deal with issues at work. Individuals can work their way through this process by becoming aware of the importance of emotional intelligence.
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.
In today’s challenges at work and an organization has become more than just a place where eight hours of a day is spent, but a place where behavior is a major contribution to the success behavior and what it means and the effects on the climate of an organization. of a company. In this paper we will discuss organizational
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.