Employees Emotions and Problems

Managing Emotions What factors do you think make some organizations ineffective at managing emotions? Employees' emotions can be harder to control at work as opposed to in other parts of life. In many cases, employees will not reveal their emotions which can make it difficult to pick up on any emotional problems. For example, an employee's personal life might be affecting their work performance but they might be trying to hide their emotions about an event such as a death in the family.

Therefore, emotions that are due to external factors are difficult to identify and deal with in an organizational context. Do you think the strategic use and display of emotions serve to protect employees, or does covering your true emotions at work lead to more problems than it solves? There are many professional boundaries that should be maintained by employees in an organization at all times. It is ok to reveal emotions to some extent within these boundaries.

If an employee is dealing with a particularly difficult emotional experience then they could ask HR or the management for a brief time of leave to deal with these emotions. There are also cases in which employees should also ask for time off if they are experiencing work related stress or potential burnout (The Workplace, 2012). It is critical to maintain a professional composure while on the job.

If this cannot be done because of emotional events, then other options should be considered such as taking time away -- even a long lunch or brief break can be enough to help employees gain composure in most cases. 3. Have you ever worked where emotions were used as part of a management style? Describe the advantages and disadvantages of this approach in your experience. Yes, I have worked for some leaders that were emotional in their organizational roles. I think using emotions in leadership can be somewhat polarizing.

For example, while sometimes a strong display of emotions can be motivating, it can also be polarizing. If you don't agree with the leader then their emotions could simply cloud the issues at hand. However, it is commonly noted that most of the greatest leaders connect with people on an emotional level (Biro, 2013). Leaders that can reach people on an emotional level can be inspiring and memorable. Yet, in my experience, people that are overly emotional can seem off-putting and ineffective as leaders.

There are undoubtedly balancing points in which a leader must maintain in regards to the effective use of emotions in leadership. 4. Research shows that acts of coworkers (37%) and management (22%) cause more negative emotions for employees than do acts of customers (7%). What can Laura's company do to change its emotional climate? There are many things that can be done to improve employee morale in the workplace.