Emotions facts and events which have the potential

Emotions are essentially an important part
of any organization, considering that they help to determine the positive or
negative environment that develops in the organization, resulting from the
emotions as held and/or expressed by the organizational members. Emotions are
short-lived feelings experienced by individuals, which have the potential to
drive the actions and decisions of the individuals, in their workplaces (Lombardo,
2018).

The following report presents a research
and critical assessment of the statement – ‘Emotions are problematic for
organizations’.

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The study reflects on the role of emotions
in the workplace, and analyses the effects of employee emotions on various
aspects of an organization, such as the organizational behaviour, the decision
making in the organization, effect of anger in organizations, and hence
analyses whether emotions truly are problematic for organizations or not. Based
on the findings and analysis of the study, a suitable conclusion on the
assessment has been drawn and presented at the end of the report.

 

Emotions of organizational members tend to
play a very crucial role in the workplace. This is mostly due to the fact that
an individual spends most of their time at the workplace. Emotions are often
considered the same as moods, although the two factors vary from each other.
Emotions have an association with facts and events which have the potential to
disrupt the mind and thought processes of individuals. The role of employee
emotions is critical since throughout the day when the employees are working in
their organization, it is their thoughts and thought processes, which determine
their levels of performance, and actions, which also can affect the actions of
their co-workers (Ouzouni, 2016).

Affect is an important factor in a
workplace, since it is integral to the interdependent relations that exist in a
workplace, among all its members. Emotions or affective processes tend to
influence and sustain the motivations in organizational employees, thus
implying their critical role in the workplace. The behaviours of employees and
managers, the decisions considered by members, as well as the decisions of the
leaders are all driven significantly by the emotions or affective processes of
the individuals. Fear, anger, disgust are the varying kinds of emotions that
human beings can hold and depending on the emotion that an individual
experiences at a particular moment, their performances and actions would
follow. The associations are between their psychological reactions and action
sequences, and the impacts being directly felt in the workplace, make the
factor a critical factor for an organization (Barsade & Gibson, 2007).

 

The effect of emotions in an organization
can be realized based on their theoretical studies as available from early
theorists. For instance, theoretically, positive emotions have been studied as
being related to creativity, productivity of employees, cognitive flexibility,
as well as satisfaction in the jobs of the employees. Negative emotions, on the
other hand, have been studied as being associated with negative thinking
processes and harmful feelings and emotions. Naturally , the effects of
positive emotions are positive on the performance of an organization, while
negative emotions can negatively affect the performance of an organization.
Negative emotions are harmful in the way they affect the positive thinking
processes of an employee, along with affecting their co-workers, reflecting
work dissatisfactions, and reduced emotional engagement of the employees as
well, as a result of which such employees can also be expected to leave their
organizations sooner (Andries, 2011).

In this regard, the Emotional Labour Theory,
has been developed, which highlights the emotions that employees feel or
pretend to feel, in an attempt to achieve their desired levels of performances
or accomplishments in their organization. It is believed that not showing the
real emotions and instead presenting the positive emotions in the workplace
offers the employees to be in good faith in the workplace. Thus, in regard to
emotions, there is a factor of management which implies managing the emotions
towards expressing emotions considering the audience and place and hence
pretending too, not to express the negative emotions. If such be the case, the
effects on the organizations too, are not experienced as negative (Lazanyi,
n.d.).

 

In reviewing and assessing the role of
emotions of employees in their organizational behaviour, it could be realized
that there are two aspects of emptions – the side of the positive emotions, and
the side of the negative emotions. Besides, there is another concept or theory
that could be reviewed, under the name of Emotional Intelligence. The concept
of emotional intelligence essentially reflects on the competencies and
abilities of an individual or employee to be able to understand and analyse
their deepest emotions. 

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