Managing Emotions Essay Example

therefore are considered insensitive to the needs of their co-workers. High Affect Intensity The example used in Organizational Behavior (2013) illustrates the difference in affect intensity between Bob Knight and Bill Gates.

A manager that exhibits high affect intensity; which is how strongly they experience their emotions, is more likely to be ineffective at managing the emotions of others.

Coach Knight was notorious for being a highly emotional individual and those emotions are what lead to his eventual dismissal from Indiana University as their head basketball coach. (Wolff, 2000) Highly emotional individuals, in my experience do not make very good managers. Using Emotions at Work From my 15 years of work experience, I have found that there are two very divergent schools of thought around using and displaying emotions in the workplace.

One is that it should never be done and it might be harmful to your Job and/or career.

The second is that it is perfectly plausible to use and display emotions in the workplace. I think emotions used properly in the workplace can benefit everyone, but not every emotion is acceptable. When a manager who is normally even-keeled suddenly expresses emotion it will have an effect on the employees.

That effect is most commonly motivation. Strategically used, emotion can be a very powerful tool for managers to use. Nevertheless, I think that letting emotions push you to an outward showing such as crying is not acceptable in the workplace.

On the contrary, as stated by Eric Anderson, "crying at work is transformation and can open the door to change. " (Robbins & Judge, 2013) As stated in Emotions in the Workplace, the Neglect

of Organizational Behavior (Munchkins, 2000) there is more research that needs to be done. The workplace is a very emotional environment and employees re expected to act in accordance with established policies and procedures.

The question then begs to ask, how we leave our emotions at the door when we enter the workplace. The short answer is, we cannot, but we should try.

Emotional Management Style I have had the honor and pleasure of working for some of the finest charitable organizations in the United States. In doing so, you quickly learn that emotions run high. When dealing with co-workers, volunteers, and constituents that have been personally and deeply affected by something, one must always try to put themselves n others shoes to fully understand the reasoning behind their actions and words.

(Carnegie, 1936) However, working in those environments can be draining - physically and emotionally. Many times this may lead to absenteeism at critical times as well as high rates of turnover. Robbins & Judge, 2013) There is a saying in most identify a person that believes in or can relate with the mission of the organization, then money (donations) will surely follow. This can be an employee, manager, volunteer, community leader, or any person that has been affected by the mission of an organization. However, there is a flip side to this.

When someone is so emotionally invested in an organization or mission they may let their emotion drive their decisions. Those decisions can lead to negative interactions because others may not feel as strongly. In these cases, altruism is often replaced by selfishness.

I have witnessed relationships become fractured and employees burn

themselves out because of emotionally driven management.

Ensuring that everyone involved has a chance to relax and recharge within environments managed by emotion is key. Felt emotions and displayed emotions are something every manager has to encounter; it's he manner in which you navigate these emotions that is the difference between good and poor management. (Robbins & Judge, 2013) An advantage to managing with emotion, from my perspective is that a deep connection can be formed due to a common bond.

You can find that employee or volunteer to walk through the proverbial wall with you. Subsequently, a disadvantage is the potential of alienating those closest to you in the workplace and community. In my opinion, managing with emotion should only be done very strategically and to accomplish a desired outcome.

Change the climate "Job Satisfaction will affect the bottom line. " (Robbins & Judge, 2013) In order for a company to change its emotional climate, there must be a true catalyst for that change.

It would make sense for this to emanate from the CEO, Human Resources Director, or an executive within the organization. Policies should be in place or changed to encourage open door policies, open and honest communication, and provide a resource for employees who are frustrated or discriminated against.

Furthermore, following the lead of Ned Collette the General Manager of the Los Angels Dodgers, gathering groups of employees from all departments and offering brief yet encouraging emotional appeals could foster a positive workplace environment. Robbins & Judge, 2013) Becoming fully integrated with your workforce and truly understanding their needs and challenges while publicly recognizing successes is straight from the Management 101

handbook. There are dozens of examples in which organizations engage their employees to create a more emotionally positive climate. One example is from Blizzard, a company based in San Diego, CA, which has implemented physical activities on their campus.

They, like other organizations feel "these activities result in happier, healthier, and more productive employees. (Robbins & Judge, 2013) The most important thing an organization can do is to identify the problem and make every effort to eliminate it. If the root cause of a poor emotional climate is left in place regardless of any changes made, the problem will never actually get corrected. Conclusion Emotions are everywhere in the workplace and manifest themselves in a variety of ways.

Recognizing what causes emotions is the challenge that managers face today ND will continue to face as the workforce becomes older and more diverse. While emotions cannot be eliminated from the workplace, they need to be controlled.

Research has shown that emotions play a key role in the overall success of a create positive emotional climates in the workplace. "Every employee expends physical and mental labor by putting body and mind, respectively, into the job.

" (Robbins & Judge, 2013) The recruitment and retention of emotionally stable and emotionally intelligent employees at all levels of the organization is the most critical step an organization can take to ensure they have created a climate where motions can be strategically managed and used to accomplish the organizational goals and mission.