It is said that "employees experience fewer positive emotions when interacting with their supervisors as compared with interactions with coworkers and customers." Specific workers such as " service providers are expected to react to aggressive behaviors directed toward them with non-aggressive and even courteous behavior…also to engage in what has been termed emotional labor by demonstrating polite and pleasant manners regardless of the customer's behavior." īeing aware of whether or not you are showing positive emotions will cause ripple effects in the workplace. "They are also more likable, and a halo effect may occur when warm or satisfied employees are rated favorably on other desirable attributes." It is likely that these people will inspire cooperation in others to carry out a task. "Optimism rests on the premise that failure is not inherent in the individual it may be attributed to circumstances that may be changed with a refocusing of effort." Those who express positive emotions in the workplace are better equipped to influence their coworkers favorably. Positive emotions at work such as high achievement and excitement have "desirable effect independent of a person's relationships with others, including greater task activity, persistence, and enhanced cognitive function." "Strong positive emotions of emotionally intelligent people optimism, positive mood, self-efficacy, and emotional resilience to persevere under adverse circumstances. Ever since then the study of emotions in the workplace has been seen as a near science, with seminars being held on it and books being writing about it every year to help us understand the role it plays, especially via the Emonet website and Listserv, founded by Neal M. "The starting point for modern research on emotion in organizations seems to have been sociologist Arlie Russell Hochschild's (1983) seminal book on emotional labor: The Managed Heart". It is crucial "to create a publicly observable and desirable emotional display as a part of a job role." "Emotions and emotion management are a prominent feature of organizational life. There can be many consequences for allowing negative emotions to affect your general attitude or mood at work. Moods on the other hand, are more "generalized feelings or states that are not typically identified with a particular stimulus and not sufficiently intense to interrupt ongoing thought processes". " Emotions normally are associated with specific events or occurrences and are intense enough to disrupt thought processes.". "Negative emotions, such as fear, anger, stress, hostility, sadness, and guilt, however increase the predictability of workplace deviance,", and how the outside world views the organization. "Positive emotions in the workplace help employees obtain favorable outcomes including achievement, job enrichment and higher quality social context". The consequences of emotional states in the workplace, both behaviors and attitudes, have substantial significance for individuals, groups, and society". "Events at work have real emotional impact on participants. ( July 2018) ( Learn how and when to remove this template message)Įmotions in the workplace play a large role in how an entire organization communicates within itself and to the outside world. Please help improve it by rewriting it in an encyclopedic style. This article is written like a personal reflection, personal essay, or argumentative essay that states a Wikipedia editor's personal feelings or presents an original argument about a topic.
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