Workplace emotions play a large role in the way an entire organization communicates within itself and the outside world. "Events at work have a real emotional impact on the participants.The consequences of emotional state in the workplace, both behavior and attitudes, have substantial meaning for individuals, groups, and society". "Positive emotions in the workplace help employees get profitable results including achievements, job enrichment and high-quality social contexts". "Negative emotions, such as fear, anger, stress, hostility, sadness, and guilt, however increase the predictability of workplace deviations," and how the outside world views the organization.
"Emotions are usually associated with certain events or events and are intense enough to interrupt the thinking process." Moods on the other hand, are more "general feelings or states that are not normally identified with certain stimuli and are not strong enough to disrupt the ongoing thought process". There are many consequences for letting negative emotions affect your attitude or general atmosphere in the workplace. "Emotion and emotional management is a prominent feature of organizational life, it is crucial" to create an emotionally visible, public display as part of the job role. "
"The starting point for modern research on emotions within organizations seems to have been the book of sociologist Arlie Russell Hochschild (1983) about emotional work: The Managed Heart." Since then, the study of emotion at work has been seen as a close science, with seminars being held on it and books that are writing about it every year to help us understand the role it plays, especially through the Emonet and Listserv websites, founded by Neal M. Ashkanasy in 1997.
Among the many reasons to be interested in human emotions in the workplace, the most important is that as an applied scientist, one of our aspirations is to improve human well-being. Instead of being objective, welfare is subjectively defined by people in terms of their affective reactions to organizational events. Consequently, if we can find ways to change organizational practices, social processes, or task design in a way that enhances positive emotions and reduces negative emotions, the welfare of members of the organization instantly increases.
Video Emotions in the workplace
Peran emosi
Emotions play a big role in our lives so there are more than 600 words in English to describe them verbally, not to mention 43 facial muscles to physically express them. And while humans speak more than 6,000 languages, about 90 percent of people in different cultures have no trouble figuring out whether someone registers happiness, shock, or disgust just by looking at the person's face. We are very sensitive to the slight shifting facial expressions of people, especially if they sign up for fear or anger. We are not slaves of cues and emotional triggers. We can use reasons to evaluate our emotions, interpret them, and even reassess our initial reactions to them. We can soften its impact or change its meaning. In other words, we can control our own emotions and the effects that other people have on us. In fact, the ability to detect, judge, and control one's emotions is one of the predictors of success in dealing with the Other. Connecting with Others depends on developing an understanding of ourselves - what triggers our strongest emotions, and how the emotions we show impact on others. For example, an executive who understands that a looming deadline brings worse in him will not schedule an important meeting if he has a piling job. A manager who knows that talking about a particular subject tends to make him angry to think twice before reacting to the opinion that usually makes him die. Being able to read emotional cues on employees is a tool that can simplify the work of a boss or manager. This can enable you to motivate them in a way that leads to positive performance, and avoid conflicts in your workplace.
Maps Emotions in the workplace
Positive
Positive emotions in the workplace such as high achievement and excitement have "the desired effect independent of one's relationships with others, including greater task activity, perseverance, and improving cognitive function." "Strong positive emotions of emotionally intelligent [including] optimism, positive mood, self-efficacy, and emotional resilience to survive in unfavorable circumstances." "Optimism rests on the premise that failure is not inherent in individuals, it may be caused by circumstances that may change by refocusing effort." Those who express positive emotions in the workplace are better prepared to influence their co-workers well. "They are also preferred, and a halo effect can occur when a warm or satisfied employee is rated well on another desired attribute." It is likely that these people will inspire cooperation on the other hand to carry out the task. It is said that "employees experience fewer positive emotions when interacting with their supervisors than with interactions with colleagues and customers." Specific workers such as "service providers are expected to react to aggressive behavior directed towards those with non-aggressive and even courteous behavior... as well as to engage in so-called emotional work by showing courtesy and fun regardless of customer behavior." Being aware of whether or not shows your positive emotions will cause a ripple effect in the workplace. A manager or co-worker who displays positive emotions is consistently more likely to motivate the people around him and have more opportunities within the company. Being able to generate positive emotions and realizing how to do this can be a very useful tool in the workplace. "A positive mood also brings more exploration and enjoyment of new ideas and can enhance creativity" (Isen, 2000). A manager who is able to reward and speak to his employees in a way that generates their positive emotions will be far more successful than those who do not have these skills.
Emotional work/emotional work
"Because the nature of the US and the global economy is increasingly changing from manufacturing to service, organizational participants face new challenges, and these challenges often involve complex emotional processes in the workplace.An early shift in the economy involves transferring to customers.services (including industries such as retail, restaurants and travel industry), leading to scientific considerations of the way emotional communication is used in serving customers and in the progress of organizational goals.This type of work has been labeled as emotional labor... emotions and appearance in emotional work are largely unauthentic and seen by management as a commodity that can be controlled, trained and defined in employee handbooks. "" It relates to the induction or suppression of feelings to maintain an outward appearance that produces a sense in others who are treated in a safe and friendly place. " Emotional workforce refers to attempts to show emotions that may not be truly perceived but must be shown to "express the desired emotion as an organization during interpersonal transactions." "The commercialization of emotional labor and trends toward the homogenization of the industrial labor process and the service sector, in turn, has been shaped by the adoption of new management practices designed to promote the regulation of feelings and personal behavior patterns that enhance the performance of institutions or companies, or competitive advantage". To determine the image they want to portray, leaders use the "core component" of emotional intelligence "to recognize emotions." that looks desirable. Organizations are beginning to use "emotion as a commodity used for the benefit of their employees" earnings. Emotional workers discourage workers from participating in authentic emotional work. Emotional work is described as "an authentic emotion, not an emotion produced through surface acting... rarely seen as a profit center for management". "People who feel easily aroused (but not always easily controlled) will have more difficulty in dealing with emotionally charged situations.Instead, empathetic attention is hypothesized to have a positive effect on the international response and outcomes for workers A worker with empathetic concern will has feelings for clients but will be able to deal more effectively with client issues because there is no direct division of client emotions. "Although emotional labor can help to the bottom line of an organization, there is a recent work that shows that managing emotions to pay can harm employees "Emotional work and emotional work both have a negative aspect to them including feelings of stress, frustration or fatigue that all cause fatigue." Scattering is associated with serious negative consequences such as the decline in service quality, job rotation, absence and morale low... [This] seems to correlate with various personal report indexes of personal stress, including physical exhaustion, insomnia, increased use of alcohol and drugs and marital and family problems ".
Negatives
Negative emotions in the workplace can be shaped by "workload, lack of respect, and social relationships that seem to be the most pressing factor of work." "Cynicism is a negative affective reaction to an organization: Cynics feel disgusted, depressed, embarrassed, and even disgusted when they reflect on their organization" (Abraham, 1999). Negative emotions are caused by "a variety of workplace issues, including aggression, verbal abuse, sexual harassment, computer flaming, blogging, assertiveness training, wine, and non-verbal behavior". "Stress is the problem everyone perceives it. [Negative emotions] can be caused by" poor leadership, lack of guidance, lack of support and reserves. Employees lack confidence in their ability to handle job demands... and lack of confidence in co-workers... can also cause prolonged negative stress. â € Å"Show stress expresses weakness, therefore, employees suppress their negative emotions at work and at home. "People who constantly inhibit their emotions have been found to be more susceptible to illness than to those who are emotionally expressive". Negative emotions can be seen as illness in the workplace. Those who show it negatively affect the people around them and can change the entire Working Environment can motivate those around them, a manager can cause his employees to feel disgusted. Recognizing negative emotions and learning how to deal with them can be a tool for personal success as well as the success of your team. Managing your emotions in a way that does not show negativity will make you look better at work and can help with your productivity and personal development.
Consequences
Psychological and Emotional - "Individuals who experience insecurity in employment have an increased risk for anxiety, depression, substance abuse, and somatic complaints". Marriage and Family-Couples and children can feel the cross-effects of burning that are taken home from work. The depletion of energy levels that affect home management is another consequence. Organizational- Negative feelings in the workplace impact "employee morale, turnover, commitment to the organization". Not being able to control your personal emotions and recognizing emotional cues in others can be catastrophic at work. This can cause conflicts between you and others, or just cause you to appear in a negative light and generate lost opportunities.
Not having a solid foundation for things like drama and gossip can also disrupt a functioning business. Lisa McQuerrey defines dramas: "Dramas are usually defined as spreading unverified information, discussing personal issues at work, creating antagonistic coworkers or blowing minor problems out of proportion to get attention." McQuerry writes articles that provide solutions to stop drama and conflict between colleagues. There are eight important solutions to end workplace conflicts according to McQuerrey, first is to set policies in employee handbooks that make dramas unacceptable. With this, there needs to be a list of consequences. Second is that employee roles need to be clarified. Other examples in the article include: Stopping gossip before making rounds, confronting employees about changes in their own workplace instead of owning a rumor factory, report drama if there is a regular agitator. McQuerrey went on to say that if the situation persists, there should be a meeting where the management mediates the gossipers. It is also important to follow up on your policy and provide warnings about the consequences. Employees may not be aware of how their actions affect their co-workers, bringing behavioral experts into your business is usually a positive reinforcement when nothing else can be done.
Conclusion
Source of the article : Wikipedia
0 Comments