Introduction of happy events. This the conscious state

 

Introduction

In this essay I
will be discussing the effects on which emotion have within the working
environment. Emotions are “overt reactions that express feelings about
events”(Greensburg & Baron, 2003) in other words they are the strong
feelings that one has due to some certain circumstances such as problems in the
relationship, workload, education, health, or in other cases it could be a form
of happy events. This the conscious state of mind in which people are confused
what to do and how they can deal with this situation. Everyone deals with their
emotions differently and every situation affects us differently too.  So one thing that may leave you feeling very
depressed or anxious, may cause someone else to feel motivated or ambitious. It
may be possible that one is strong enough to handle that situation and another
is failing to do so. Barsade & Gibson (2007, p.76.) distinguished between
emotions and mood of the person. He described emotions are that mental state of
a person in which he evolves intense action
sequences and physiological short-term
reactions due to any cause or specific target. The
mood is totally different with emotions it may be pleasant or unpleasant
not specified on any particular subject. This study focuses on the emotional
behaviours and its effect on the performance of the person in working organisation and overall impact on the progress
of the company and what are the techniques one should adopt to overcome his
emotions.

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Discussion

This part will
now elaborate on the impact on emotional behaviour of an individual within the
workplace and how it will affect the company. According to Timulak (2015, p.29.), emotional pain of the working staff is
mostly due to experienced emotional trauma that incorporates sudden changes in
their behaviour causing them depression and anxiety. It has been noticed that
these interpersonal injuries induce negative thoughts that cause un-fulfilment
of their basic needs. In adulthood, people may depend
on their guardian but as they entered into
an organisation, faced a lot of trouble to manage workloads.

The
emotional
behaviour of an individual can be appeared in the different form both negatively and positively it can be seen as
irrational or disruptive. At home, persons may hide and lock themselves in a
room but in the workplace, they cannot
apply this approach. At home if you were upset you could cry or scream and no
one would judge you. But for example, an employee may lose his temper or shouts happily in office, he may cry
or confused in his work that may result in nervousness, disappointment,
aggressive attitude, frustration and irritation in him. Emotional behaviour in
the workplace has a bad impact on their reputation, their
productivity of the work (Hulsheger & Schewe, 2011, p.362.).  If an employee were to do any of these things
then it would impact their image and they would be seen a unstable, you are
expected to keep your emotions separate from your workplace.

In many cases
there is also a gendering of emotion in the sense that women are seen more to
be emotional. For example, if a few colleges were to pass away at a work place
an everyone was mourning, it would be understandable to see one or two women
crying as it is said that “only women get so emotional”, this is a sexist’s
comment in itself. Staff may have stress in their working environment due to
management changes, business loss, staff layoffs;
it is too much difficult to manage the feelings and the stress level keeping
the mind stress free and confident. Many people don’t show their emotions in
the workplace as emotions can neither be
turned off but it may be controlled to avoid its negative consequences.  It is very necessary to have control over both positive and negative emotions.
Positive emotions should be handled professionally and efficiently (Gibson
& Callister, 2010, p.67.).

Negative emotions
are most problematic for an organisation.
The frustrated employee is confused and shattered to be a part of that
organisation that has a bigger threat to the company’s performance, as it was
incredible to rely on them. One can be overcome
his frustration to think positively and find out the reasons in which he has
struck off and tried his level best to
deal with that situation.  

In many instances
in a competitive workplace where for example the employees are paid by the
amounts of clients they can secure. If they have not gotten at least 100
clients by the end of the day – which would be the targeted amount, then this
may cause them to feel low about themselves or feeling demotivated.  This can later on effect their motivation and
tolerance for failure.

Nervousness in
staff members comes with some sort of anxiety or fear that company may fire
them. In this anxiety, staff members lose their focus and it will effect on overall organisations’ performance. One should
overcome his fear by having confidence in
his willpower and hardworking towards the
company. He should hope for the best.
(Diefendorff, Croyle & Gosserand, 2005, p.340). An organisation is badly
affected by its employee attitude and behaviour. A company with aggressive
staff members cannot be able to maintain their market value for a long time.
Other business companies got fed up with
its employees and the organisation has to suffer catastrophic effects. The
organisation will have economic crises. Staff with great aggression must have
to change their attitude or work seriously on their emotions to maintain their position
in the competitive market. (Barsade &
Gibson, 2007 p.37.)

When a staff
member is being hired the workplace should describe the demands of the job
before hand, asses the employees tolerance of situation and give them examples
of the daily hassles of the job. If not done correctly it could affect the
daily workload and their emotions could be affected which will reflect on their
work.

An organisation
may be in a critical economic situation
when their staffs do not respect their co-workers. They have to realise this
fact that they are working on a common organisational
goal. They have to be focused on company
benefit rather than their own personal profits. Those organisations failed to
do business and hoisted their victory flag in the business sector where
employees had pride attitude and have a high-level
ego. Staff may get emotional when they have some disappointment in their profit
plan or work planned schedule. Their individual unhappiness suffers the
organisation progress. Disappointment in the work should be tackled bravely and
promptly to improve the organisation business outcomes (Ashkanasy & Daus,
2002, p.77.).

 

Emotional labour
is a way that the company can manage the feelings or any emotionals that that
fulfilled by the employee to fulfil the job requirements.  This means going beyond your own emotions or
even putting them aside in order to please the customer. So even if a customer
is rude to you or humiliates you, you keep a smile on your face and put your
emotions to the side. This term ’emotional labour’ was created by Arlie
Hochschild in 1983. When working in customer service if your come into work
with a bad attitude or and angry face, this will affect the behaviour or
emotions of the customer. This can be very challenging but expected of many of
the employees. This is mostly the case for flight attendants as they are
trained to have a smile on their face and make the customers experience a
pleasant one.

The
organisation has
focussed on its profitable outcomes or annual
revenue generated by its employee. The organisation
can only succeed and can achieve its goal if it has strong, confident, self-controlled
employees that have the abilities to pacify themselves in business crises.
Emotionally weak employees are always threatening
to the progress rate of the organisation.
Managers or board of directors must have a positive
attitude to encourage their employees rather than to shatter their confidence
and self-reliance. According to Barrett, L. F. (2007, p.923) it is a very
dis-appointment approach to take decision emotionally. Different attitude and
behaviour of employees towards their work experiences reflect on both personal
and professional areas of action. Human resource management should have to adapt new strategies to assess new recruitment according
to their academics, psychological stability, IQ level and their work
experience.

 

Conclusion

In conclusion This
study reveals the adverse effect on the organisation
by the emotional behaviour of the workforce.
Work staff should be matured and experienced to behave promptly and efficiently
in case of any unsuitable conditions. They should be trained before being hire,
on the effect that the job can have, how to handle themselves under pressure
and how to conduct themselves at work. There are some business ethics that
should be following to maintain a peaceful
environment within an organisation. The organisational success lies in the hands of both management and working
staff. To avoid any economic mishaps organisational staff must be strong enough
to deal any critical, economic, financial
business situation and have capabilities to save their organisational
reputation as much as they can. 

 

References