Emotion plays a huge role in our human behavior. Emotions have arisen to many of us, from many different reasons. Like fighting, when people fight with one another we tend to show different types of emotions, to whatever the argument maybe. Our anger shows a lot when people are fighting. Fear would be another one, we show fear when we don’t really know what’s going on, so we tend to panic. When we panic, were scrambling trying to figure out what to do, or what is best in a situation of fear. We also show different emotions when we fall in love with a person, sometimes when we
Ashforth & Humphrey (1995) say that it is a common belief that, when emotions are intertwined with role, performance, or both, they tend to interfere with task achievement. However, to be emotionally intelligent is to be able to let out emotions the right way. When we are able to stay humble during success and determined during failures, patient during anger and calm during frustration, we basically already win. However, on the other hand, no matter how logical we are, if we are just restless, then it will not be worthwhile.
Although emotions are difficult to describe, all of the people experience those pleasant or unpleasant feelings that can affect mood and behavior. Emotions are related to personal experiences and are a response to certain situations. Controlling feelings to perform a job is called “emotional labor”. Acting in a positive way with consumers is a job requirement of many employees; demonstrating high energy, interest, eagerness, joy, and warmth. Always holding a smile and showing kindness. Even when there are obstacles and complaints, the interaction with a client, patient or student has to be as smooth as possible. In an attempt to hide real emotions, staff often engages in emotional labor.
“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
Deep acting is the emotion that is felt internally shows externally. An example is Mrs. Bay is so excited for her birthday party. She is overwhelmed with joy and happiness that people near and far has come to celebrate her birthday. She starts to cry with joy and is so thankful to all that came to celebrate her birthday. Surface acting is when an individual puts on an emotion external for a situation, but they do not feel that way internal. An example is
Attempts to define “emotion” have proved to be rather difficult. Instead of searching for a comprehensive definition, Gross (2011) describes the three core features of emotions. First, emotions occur when an individual decides that a situation is relevant to his or her goals. Second, emotions are multi-faceted, and involve both subjective and physiological experiences, as well as behaviors. The third feature involves the authoritative nature of emotions. They have the powerful ability to interrupt ongoing processes, assert their priority over other activities, and force their way into awareness. For example, some traditions describe emotions as “disorganized interruptions of mental activity” (Salovey & Mayer, 1989). Emotions are such an
Our emotions in many cases affect our perception of events as well as the actions that we take ourselves by permeating our way of thinking, and therefore affecting each thing that we do in that moment. In particular, emotions about the perception of ourselves have been shown to have both the ability to positively and negatively affect our actions and performances in life. This is what can be
In her work, Hochild describes two types of emotional acting, which include surface acting and deep acting. (Hochscild 1983) surface acting is the type of acting most concerned with the workplace in which it is expressing an emotion without feeling that emotion. Most often this involves the covering up negative emotions, with happier emotions or more accepted emotions . On the other hand deep acting could refer to two different emotional actions. The first of which is showing an actual emotion that you feel. While the other could be described as method acting or using past emotional experiences to encourage real emotion
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
Surface acting is faking the emotions through outward expressions whilst the internal feelings are the same whereas deep acting is the process where the employee aligns their internal feelings to that of the organisation (Mastracci, Guy, & Newman, 2012). Although both require different thought processes, the objective is the same, to align the outward expression to that of the company’s
Grandey (2003) says all emotive expression is acting and splits the two types of emotive expression by calling them deep acting and surface acting. The latter occurs when an employee controls or changes their emotional expression to display what is necessary in that situation without actually changing their inner feelings. For example, an emergency paramedic may be dealing with a patient and displays an outward self-confident look but inside he may be panicking, frightened or unsure about what to do in the situation.
Emotions are interesting because everyone feels them, most people do not know how emotions take their curse and arguably no one really knows how emotions function. There are many theories aimed precisely at defining emotions and how they work but there is a lot of work to be done. An article posted in the New York Time’s website about a week ago explains a wonderful aspect about emotions and how people can utilize emotions to benefit their lives.
Graduating from the Acting program courses is bittersweet and as it draws to a close there are a few things I want to reflect on regarding Acting in general as well as people who have made this experience worth every minute. This semester was a major growth spurt in terms of Acting, and I’ve worked to improve my confidence level and volume especially while working in “The Audition”. However, I still have some trouble really dropping myself into a moment or character without getting somewhat distracted or out of focus. I think in the long run this will get easier the more experience I have, and it mostly just requires more practice. I aim to keep in mind that an actor’s work is never done, and just like a person of any other profession, there’s always room for improvement.
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.