Emotions in the workplace
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. (July 2018) |
Emotions in the workplace play a large role in how an entire
"
"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". 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,[6] especially via the Emonet website and Listserv, founded by Neal M. Ashkanasy in 1997.
Positive
Positive emotions at work such as high achievement and
Emotional labor/ emotional work
"As the nature of the U.S. and global economies is increasingly transforming from
Emotional labor inhibits workers from being able to participate in authentic emotional work. Emotional work is described as "emotion that is authentic, not emotion that is manufactured through surface acting…rarely seen as a profit center for management".
Negative
Negative emotions at work can be formed by "work overload, lack of rewards, and
Consequences
Psychological and Emotional- "Individuals experiencing job insecurity have an increased risk for anxiety, depression, substance abuse, and somatic complaints".[20] Marital and Family- Spouses and children can feel the crossover effects of burnout brought home from the workplace. Depleted levels of energy which effect home management is another consequence. Organizational- Negative feelings at work effect "employee moral, turnover rate, commitment to the organization".[20] Not being able to control personal emotions and recognize emotional cues in others can be disastrous in the workplace. It can cause conflict between you and others, or simply cause you to be seen in a negative light and result in missed opportunities.
Not having a strong base to things like drama and gossip can also disrupt a functioning business. Lisa McQuerrey gives a definition for drama: "Drama is usually defined as spreading unverified information, discussing personal matters at work, antagonizing colleagues or blowing minor issues out of proportion to get attention." McQuerry wrote an article giving solutions to stop drama and conflict between coworkers. There are eight important solutions to ending conflict in a workplace according to McQuerrey, first being to set a policy in an employee handbook making drama unacceptable. With this, there needs to be a list of consequences. Second being that the roles of employees need to be clarified. Other examples in her article include: Stopping gossip before it makes its rounds, confronting employees about changes at work yourself instead of having a rumor mill, report drama if there is a regular instigator. McQuerrey goes on with saying that if situations go on, there should be a meeting held where management mediates the people who gossip. It is also important to follow up with your policy and give warnings about the consequences. Employees may be unaware of how their actions impact their coworkers, bringing in a behavioral expert into your business is usually a positive reinforcement when there's nothing else you can do.[21]
Conclusion
Being able to not only control your emotions, but gauge the emotions of those around you and effectively influence them is imperative to success in the workplace. "Toxicity in the workplace is a regular occurrence and an occupational hazard. That is why the success of many projects, and the organization itself, depends on the success of "handlers," the people (usually managers) whose interventions either assuage individuals' pain from toxicity or eliminate it completely. "
References
- ^ (Weiss, 2002)
- ^ a b c (Staw, Sutton, Pelled, 1994)
- ^ (Lee, Allen, 2002)
- ^ a b (Brief, Weiss, 2002)
- ^ a b c (Mann, 1999)
- ^ Cynthia D. Fisher; Neal M. Ashkanasy. "The Emerging Role of Emotions in Work Life: An Introduction" (PDF).
- ^ a b (Abraham, 1999)
- ^ (Bono, Jackson, Foldes, Vinson, Muros, 2007)
- ^ (Ben-Zur, Yagil, 2005)
- ^ a b c (Miller, 2007)
- ^ a b (Poynter, 2002)
- ^ (Elfenbein, Ambady, 2002)
- ^ (Miller, Koesten, 2008)
- ^ (Grandey, 2000)
- ^ (Olofsson, Bengtsson, Brink 2003)
- S2CID 145338476.
- ^ a b (Oginska-Bulik, 2005)
- ^ (Muir, 2006)
- ^ (Olofsson, Bengtsson, Brink, 2003)
- ^ a b (Canaff, Wright, 2004)
- ^ McQuerrey, Lisa. "Eight Steps to End Drama in The Workplace". Retrieved 20 April 2014.
- ^ Peter J.Frost
Works cited
- Abraham, Rebecca. (1999). Emotional Intelligence in Organizations: A Conceptualization. Genetic, Social, and General Psychology Monographs, 125(2), 209–224. Retrieved from PsycINFO database.
- Anand, N., Ginka Toegel, and Martin Kilduff. (2007). Emotion Helpers: The Role of High Positive Affectivity and High Self-Monitoring Managers. Personnel Psychology, 60(2), 337–365. Retrieved from PsycINFO database.
- Ben-Zur, H. and Yagil, D. (2005). The relationship between empowerment, aggressive behaviours of customers, coping, and burnout. European Journal of Work and Organizational Psychology, 14(1) 81–99. Retrieved from PsycINFO database.
- Bono, Joyce E, Hannah Jackson Foldes, Gregory Vinson, and John P. Muros. (2007). Workplace Emotions: The Role of Supervision and Leadership. Journal of Applied Psychology, 92(5), 1357–1367. Retrieved from PsycINFO database.
- Brescoll, V.L. and Uhlmann, E.L. (2008). Can an angry woman get ahead? : Status conferral, gender, and expression of emotion in the workplace. Association for Psychological Science, 19(3) 268–275. Retrieved from PsycINFO database.
- Brief, Arthur P., and Howard M. Weiss. (2002). Organizational Behavior: Affect in the Workplace. Annu. Rev. Psychol. 53, 279–307. Retrieved from PsycINFO database.
- Canaff, Audrey L., and Wanda Wright. (2004). High Anxiety: Counseling the Job- Insecure Client. Journal of Employment Counseling, 41(1), 2-10. Retrieved from PsycINFO database.
- Elfenbein, H.A. and Ambady, N. (2002). Predicting workplace outcomes from the ability to eavesdrop on feelings. Journal of Applied Psychology, 87 (5) 963–971. Retrieved from PsycINFO database.
- Fong, Christina C., and Larissa Z. Tiedens. (2002). Dueling Experiences and Dual Ambivalences: Emotional and Motivational Ambivalence of Women in High Status Positions. Motivation and Emotion, 26(1), 105–121. Retrieved from PsycINFO database.
- Grandey, A. A. (2000). Emotion regulation in the workplace: A new way to conceptualize emotional labor. Journal of Occupational Health Psychology, 5(1), 95-110. Retrieved from PsycINFO database.
- Lee, Kibeom, & Allen, Natalie J. (2002). Organizational Citizenship Behavior and Workplace Deviance: The Role of Affect and Cognitions. Journal of Applied Psychology, 87(1), 131–142. Retrieved from PsychoINFO database.
- Mann, S. (1999). Emotion at work: to what extent are we expressing, suppressing, or faking it? European Journal of Work and Organizational Psychology, 8(3) 347–369. Retrieved from PsycINFO database.
- Martin, Dick. (2012). OtherWise: The Wisdom You Need to Succeed in a Diverse World Organization. Published by AMACOM Books, a division of American Management Association, 1601 Broadway, New York, NY 10019.
- Miller, Katherine. (2007). Compassionate Communication in the Workplace: Exploring Processes of Noticing, Connecting, and Responding. Journal of Applied Communication Research, 35(3), 223–245. Retrieved from PsychoINFO database.
- Miller, Kathrine, & Koesten, Joy. (2008). Financial Feeling: An Investigation of Emotion and Communication in the Workplace. Journal of Applied Communication Research, 36(1), 8-32. Retrieved from PsycINFO database.
- Muir, Clive. (2006). Emotions At Work. Business Communication Quarterly, 69(4). Retrieved from PsychoINFO database.
- Oginska-Bulik, Nina. (2005). Emotional Intelligence in the Workplace: Exploring its Effects on Occupational Stress and Health Outcomes in Human Service Workers. International Journal of Occupational Medicine & Environmental Health, 28(2), 167–175. Retrieved from PsychoINFO database.
- Olofsson, B., Bengtsson, C., Brink, E. (2003). Absence of response: a study of nurses' experience of stress in the workplace. Journal of Nursing Management, 11, 351–358. Retrieved from PsycINFO database.
- Poynter, Gavin. (2002). Emotions in the Labour Process. European Journal of Psychotherapy, Counseling and Health, 5(3), 247–261. Retrieved from PsycINFO database.
- Staw, B.M., Sutton, R. S., Pelled, L.H. (1994). Employee positive emotion and favorable outcomes at the workplace. Organization Science, 5(1) 51–70. Retrieved from PsycINFO database.
- Weiss, Howard. (2002). Introductory comments: Antecedents of Emotional Experiences at Work. Motivation and Emotion, 26(1), 1–2. Retrieved from PsychoINFO database.
- Pearson, Christine M. "The Smart Way to Respond to Negative Emotions at Work". MIT Sloan Management Review. Retrieved 2018-12-10.
- Seaton, Cherisse L.; Bottorff, Joan L.; Jones-Bricker, Margaret; Lamont, Sonia (2018-10-18). "The Role of Positive Emotion and Ego-Resilience in Determining Men's Physical Activity Following a Workplace Health Intervention". American Journal of Men's Health. 12 (6): 1916–1928. PMID30334492.
- Mérida-López, Sergio; Extremera, Natalio; Quintana-Orts, Cirenia; Rey, Lourdes (2018-09-21). "In pursuit of job satisfaction and happiness: Testing the interactive contribution of emotion-regulation ability and workplace social support". Scandinavian Journal of Psychology. ISSN0036-5564.
- Balducci, Cristian (2012)."Exploring the relationship between workaholism and workplace aggressive behaviour: The role of job-related emotion." Personality and individual differences. 53: 629–634.
- Hochschild, Arlie Russell (1983). The Managed Heart: Commercialization of Human Feeling. University of California Press. ISBN 0520054547.