What Factors Do You Think Make Some Organizations Ineffective at Managing Emotions?

There is a lot that we can learn from Disney’s Pixar movie Inside Out including leadership and group decision making processes. Inside Out is about a young girl named Riley who lives in Minnesota and the five emotions, Fear, Anger, Disgust, Sadness, and Joy, that characterize her. When Riley moves from Minnesota to San Francisco, the emotions must help Riley stay happy and strong with all the changes she has been going through, but the story takes a twist when Joy and Sadness get trapped outside of headquarters, which is where all the emotions are posted. In this paper I reference Inside Out to three Industrial and Organizational Psychology topics including abuse of power, emotions at work, and groupthink.

The opportunities that I would provide for workers to express their feelings and emotions are: First of all being aware if one of your workers is upset or not their usual self. Ask whether workers would like to discuss their concerns with me and what I can do to help. They may prefer to send an email, where they have more time to look at what they really want to say. Ask what they would prefer and what they are more comfortable with.

Managers promote poor communication when it is not planned out correctly, which can cause chaos and friction within the department. Emotions can cause a barrier and result in a communication breakdown. Poor communication is not always at the fault of the manager, poor listening on the staff’s part can

Alan’s attitude generates a tense relationship between him and his employees. In the future, they are not going to tell him what difficulties they are having which can decrease productivity. Also, if Alan practice good listening skills, he will be able to have a good communication with his employees to avoid misunderstandings and confusions in the different tasks assigned. In conclusion, Alan’s listening skills can produce a negative environment that can affect not only job performance, but also emotions between his employees.

In The Managed Heart Hochschild focuses on emotional labour: managing one 's emotions in the work place because it is one 's job to do so. While she touches on some benefits of emotion management, her book focuses on the dangers of losing one 's true self when one 's employer can control how one feels. Her main subjects are bill collectors and flight attendants, both are expected to have extreme (and opposite) emotions on the job.

If a respected manager can remain calm in stressful work situations, it is much easier for his or her employees to also remain calm. Employers can improve communication; consult with employees, create a friendlier environment. (Segal, Smith, Robinson, & Robert, 2012) Using employee led focus groups can help drive a more open environment to identify areas of stress and combat it head on. Finding ways to supplant the benefits lost in wages by creating greater work flexibility through varied schedules, telecommuting is another way to improve culture and reduce workplace stress. (Short, 2013)

Good communication can enhance cooperation, which is vital in management. A good manager is able to bring out the best in his subordinates and encourage them to cooperate while making sure they are efficient. Autocratic managers make decisions and relay them to their followers and don’t allow feedback. There is improper communication with autocratic managers. This improper communication hurts cooperation and cooperation is vital to a business. A business needs great communication between managers and subordinates in order to thrive and autocratic managers prevent that cooperation. Mesly is able to show this in his investigation by highlighting the feelings of frustration and suspicion between the managers and followers. These feelings disrupt communication and overall effectiveness( Mesly,2011). This study was able to show how important it is to be open and able to connect to your followers emotionally as a manager. I believe that Mesly’s findings are really important and should be considered when one is in a managerial role. Being diplomatic and engaging with your followers and seeing what their needs are seems to be a far more effective way of managing than the autocratic manager.

The main goal of management and workplace psychology is to get their employees motivated in a positive way and make sure all employees are emotionally and mentally capable of handling the position or assignment they are hired to do. Mangers are leaders and should always set a good example in the workplace no matter what. However, Ayame’s background might affect the way she receives feedback because she comes from a country that does not agree with confrontation unless it is absolutely necessary. Therefore, Ayame is going to struggle getting feedback until she can fill her job

Strong reactions fall on the negative side of the spectrum with communication methods. When experiencing strong feelings about work, it is important to vent and express your feelings in a calm, collected manner. Blowing up at an employee or client is not professional, nor will it give a good impression. While dealing with clients or employees, patience and understanding must be expressed. Mistakes are made all of the time in the workplace. Dealing with them in a collected manner will earn respect from employees (Megan Martin). Ari has a tendency to explode and lash out at employees. Mistakes are not tolerated and usually met with termination of a job. Ari’s constant barrage of insults thrown around makes him unapproachable and feared. One specific outburst leads to the unjust firing of a mailroom employee. Ari meant to fire an employee and was met in his office by the mailroom employee. Without knowing the appearance of his

We have to keep ourselves in check at all times. We have to have a meter reading at times to be able to stop ourselves from getting emotionally involved. It is to the best interest of everyone to engage in our work strategically and to keep our mind open to new ideas, better options, compromise, understanding and empathy. If we do not, then we will find our days full of disappointment, angry and frustration. Consequently, we will lose sight of the justice we are seeking by reacting wrongfully instead of acting strategically with our

Barel (2017) highlighted the significant effects of having a high emotional intelligence to effective management. As defined, Barel (2017) stated that emotional intelligence encompasses the person’s strength in acknowledging, understanding, and controlling himself to be able to communicate better, assess the situation objectively, and affect a positive change to people. Therefore, these components of emotional intelligence, such as self-awareness, self-regulation, self-motivation, and social skills are important in handling conflict and aiming for a peaceful relationship at the workplace. To illustrate where emotional intelligence can be applied, discussions about a witnessed confrontation, personal experience, and workplace

Moreover, it is imperative that you understand the values of leader-follower communication for laying the foundation of any type of successful business. Additionally, without communication, it would simply be impossible to communicate with the various levels and ranks that are involved in any type of business. Consequently, this happens whenever “employees feel that speaking up about issues and problems is futile, or worse yet, dangerous” (Morrison & Milliken, 2000, pg.721). Therefore, it is important for team members to understand about the organization, its culture, its products and services, and its response to any negative issues, thus. they improve their job and continue to serve as representatives to their community, their friends, their

In any organization it is essential to understand the relationship between organizational culture, leadership behavior and job satisfaction. This understanding allows management to know what cultural factors drive the organization and can be used to align the organization with its strategy allow for a good reward system. Culture within organizations is important as it plays an enormous role on whether employees are in happy and safe environments and can perform at the full capacity. Strong cultures are based on two characteristics, high levels of agreement among employees about what’s a valued and high level of intensity about these values CITATION Cha03 \l 1033 (Chatman & Cha, 2003). Although it seemed as if it had a great culture

An organization’s culture governs day to day behavior. This type of power may be seen as a control mechanism, which businesses use to manipulate internal and external perception. Every organization has a set of assumed understandings that must be adopted and implemented by new employees in order for them to be accepted. Conformity to the culture becomes the primary basis for reward by the organization. “The role of culture in influencing employee behavior appears to be increasingly important in today’s workplace, as organizations have widened spans of control, flattened structures, introduced teams, reduced

Affective Events Theory is recognising different factors that cause employees’ emotional reactions on their work and how the emotional reactions influence the employees’ job performance (Greenberg, 2011). This theory helps employers to understand employees’ moods and emotions at workplace. Affective Events Theory examines the impacts of work-related incidents on emotional reactions and the following consequences for attitudes and behaviour (Russell-Bennett, Hartel & Beatson, n.d.). Ashkanasy (2002) stated that Affective Events Theory is the collection of a sequence of positive or negative affective events that turns to positive or negative affective states. If there is a negative affective event and turn to negative affective states, it will threaten attitudinal states and behavioural reactions of employees (Ashkanasy, 2002). This theory also clarifies as an approach of counterbalancing judgment-based theories of work attitudes and behaviours (Weiss & Cropanzano, 1996).