The Effects Of Emotions On The Workplace Essay

Every organization that aspires to be successful must address the value of emotional intelligence in the work place. How people relate to each other determines if the organization eventually moves from

Although originally written in 1983, The Managed Heart is still an up to date look at an interesting concept: combining emotional feelings with the work one does. At first glance, the notion that emotions may have an impact on one’s work environment seems almost a non-issue. However, Hochschild is not saying that; rather, Hochschild looks at the effect of emotions in the workplace, but also the interaction of those emotions with the work itself. The author’s interest in this topic began at an early age, 12, when she recounts an event in her life: her parents, part of the U.S. Foreign Service, entertained diplomats. Hochschild describes the question that came to her mind as she looked up into the smiling face of a

In the last decade of the 20th century, many researchers became involved in in-depth analyses of the causes and consequences of specific emotions and moods at work and several theories were proposed to explain emotions in the work place and one of these theories is the affective events theory. AET is a model developed by organisational psychologists, Weiss and Cropanzano in 1996 to explain how emotions and moods influence job performance and job satisfaction, Thompson and Phua (2012). The model explains the linkages between employees' internal influences (e.g., cognitions, emotions, mental states) and their reactions to incidents that occur in their work environment that affect their performance, organisational commitment and job satisfaction. The theory proposes that affective work behaviours are explained by employee mood and

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

In a global world, post-industrial economies are required to focus on the workforce’s emotional labour, particularly in service and blue collar areas due to the emotional impact that certain situations and work-place interactions require of the employee. In Australia Emotional labour is a key issue in Human Resources and People management and is a focus of Industrial relations due to the significance of these interactions on the wider community. Emotional labour is a human emotive process produced at a personal level which involves the sacrifice of one’s personal emotions in order to provide the face of the company and to present a certain disposition that promotes a feeling of well-being on another. In 1979 Airlie Hochschild provided the first definition of emotional labour ‘the management of feeling to create a publicly observable facial and bodily display” (Hochschild, 1979). Since Hochschild’s definition, thirty seven years have passed and the argument as to whether emotional labour is beneficial or detrimental to the workplace has led to dramatic developments of HR practices since the shift of a post-industrial economy in advanced countries like Australia.

In today’s capitalist society, many have to act or reject their current thoughts and emotions to thrive and survive in the workplace. In daily life many pretend to be happy and attentive for means of a pay check, in which without these tools many would find themselves without a job. While at times seeming trivial in terms of preventing working from being done, emotion is one of the few unique qualities that makes us truly human. It is in this way, emotion plays a important role in

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

In becoming an effective manager for my future career self-awareness wound enhance my ability to identify myself constantly in order to manage myself and order individual in the organisation, it we help me identify area of success and areas of growth in knowing my strength and weakness that seeks for improvement as a manager it will help me to be more effective in performing my job as a manager, self-analysis will aid me as a manage in decision process in knowing where am heading to and why in order to achieve my goals; self-awareness gives me effective possibilities for understanding my own emotional dynamics. This awareness also helps me to oversee group emotions in working in team and directly stirring up their productivity (Baldwin et al 2008).

Individual and expert advancement helps to expel the negative contemplations that keep us from making strides towards self-change. We frequently kick back and sit tight for a yearly execution audit to distinguish regions we have to make strides. Position ourselves to be responsible, enhance our range of abilities, and ceaselessly learn by setting individual benchmarks and checking on them routinely are some of the key elements of success. Learning prompts a superior personal satisfaction, increases certainty and self-awareness, and impacts our life emphatically. Here are a few ways with which one can take control, enhance one’s notoriety and execution at work, and achieve new ability levels

The main idea of Affective Events Theory is the affective experience such as moods and emotions as crucial link in shaping attitudes and behaviours (Rosen, Harris & Kacmar, 2009). Based on Greenberg (2011), positive mood leads to positive memory

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.

Researcher that has been carried out on the topic of emotional intelligence (EI) have revealed findings that link EI with higher achievements of individuals. A study done by Carmeli (2009) indicated that emotional intelligence plays a role in the wellbeing of individuals. Specifically, emotional intelligence is suggested to be an important predictor of crucial organizational consequences such as job satisfaction (Daus & Ashkanasy, 2005). Gender is another variable that is proposed as having a relationship with the concepts of emotional intelligence and job satisfaction. All over the world, many organizations are studying their employees’ satisfaction, feelings and attitudes not only to plan on how to allocate rewards and possibilities but also they do it because they are worried more about their employees’ feeling toward their jobs (Golparvar & Qazvi, 2010).

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.