Employee’s Emotions: A Manageable Weapon for Organizations

Abstract

Emotion in the workplace for many years was only considered important in relation to employee wellbeing and job satisfaction. In recent times, it has been recognized that emotions play a role in almost all work activities. Consequently, this research is to determine the relevance of managing employees emotions at the workplace. The study dealt with the identification of the causes of employee emotions, challenges faced by managers in regard to the management of employee's emotions and examined the measures used in managing employee emotions. Primary data was collected by administering questionnaire to employees and management of Valley View University. Sample size of fifty (50) employees and ten (10) management members were selected conveniently for the study. The study revealed that the main causes of employee emotion are, excessive workload, lack of guidance and support, meeting deadlines, role dissatisfaction and ambiguity of job description. Measures identified that are used in managing employee emotions are provision of counseling centre, organization of periodic seminars on how to deal with emotions and other work related issues, creation of harmonious relationship with employees and reduced work load. The challenges faced by managers with regard to the management of employee's emotions are miscommunication and inability of the employer in identifying the personal traits of the employee.

Modeling Conflicts at Work: The Case of Elementary School Employees in Croatia

“…Regardless of the conflict source, the results suggest that it can be expected that it will result in elementary school employees' aroused affective states, which is in line with previous research (Robbins and Judge 2013;Boateng and Agyei 2013;Tao et al 2018;Halperin and Tagar 2017;Benesch 2018;Boulter and Boddy 2020). This means that it is more important to maintain calm affective states for all included parties and choose conflict strategies prudently.…”

Emotional Intelligence: A Model of Pluricentric Emotional Dispersion of Those Involved in Change Management Within a Work Organisation

“…Once this dispersion has been achieved, an emotional landscape will be formed in the organisation that will provide a fertile background forthe creation, growth and strengthening of emotions amongst employees concerning change [2]. Contagion of employees with positive emotions arises out of this landscape and it spreads to all the organisational members.…”