• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

What virtually connected the emotional behaviors to work? As a competitive and strained environment being formed, what should be realized and considered as reactions to the continuing change of workplace?

Extracts from this document...

Introduction

What virtually connected the emotional behaviors to work? As a competitive and strained environment being formed, what should be realized and considered as reactions to the continuing change of workplace? According to the report, Working Today: North American employees have intense emotions about their work, and even worse, a large proportion of that emotion is negative. The unique new study demonstrates that, on average, more than half of the employees are holding a negative emotion and a third is intensely negative towards their current job. It is critically important for employers to realize that an ideal work experience could transform contemporary negative emotions into positive emotion according to the study. Five elements including fears and pressure, excessive workload, anxiety about the future, lacking of challenging work experience, insufficient recognition for the level of distribution are counted for the reasons of weak emotions, by which productivity and performance could be diminished simultaneously. The companion survey via internet mentioned in the article shows the emotional descriptions of both employees and employers working for mid-size to large companies in the United States and Canada. Accordingly, there is an enormous gap between employees' current and ideal work experience. ...read more.

Middle

"Without strong positive ties to work or the work experience, employees have little incentive to go the distance or deliver consistently top performance." (Donald Lowman, 2003) Refers to the article, just 6% among those who currently feeling strongly positive are looking for a new job or are poised to leave when a new opportunity arises while there are 28% of those who feeling negative. Positive emotions are creating a highly royalty between employers and employees and vise versa. Without the emotional-management, a work environment can become toxic. When workers perform out of fear, loathing or anger, a company usually is not productive. A workplace where emotions run rampant can turn off employees, vendors and customers alike. ( Jenny C. McCune). It is deemed that sometimes emotions are the most significant problem in the workplace. What approach should employers taken in order to reduce negative emotions then? As emotions are such important for working, the most important thing for better results is to create a appropriate environment of work, providing employees ideal work experience. The article includes a survey about what an ideal experience would be look like and feel to employees. ...read more.

Conclusion

Other approaches such like encouraging everyone to take a few minutes to do something uniquely their own to break the tension, or providing a forum for everyone to collect and share their favorite cartoons, jokes, and stories, are all good ideas to create a workplace with fun. Everyone--from the CEO and upper management to part-time employees-would benefit from laughing on the job. People like to go to work when they can expect to have a good time while doing a good job. Although emotional problems cannot be completely eliminated throughout human life, there are still certain ways to adjust them and control them. The article enables us to better understand the connections between emotions and work and well analyses the cause and consequences of it. As negative emotions could be the fatal factor in the way of organizational development, employers should consider it as a critical aspect while trying operate a better organization. For individuals, people should learn to manage their own emotions while working in order to effective productivity and fine performance. Reference: * CANADIAN ORGANIZATIONAL BEHAVIOUR fifth edition; Steven L. McShane * MOTIVATION IN THE WORKPLACE - Introduction http://www.bizhelp24.com/personal_development/motivation_management_actions.shtml * MANAGING EMOTIONS IN THE WORKPLACE Jenny C. McCune * EMOTIOANL CONNECTIONS TO WORK THE WORKLIFE REPORT Ottawa: 2003. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Business at Work - ASDA

    Gets advice from other staff over complex issues and gets back to the customers personally or ensures issue is being dealt with by a specialist * Telephone help line staff - deal with customer issues or enquiries over the telephone Asda ensure that their staff are trained to recruit only

  2. Power - The ability to exert influence; that is, the ability to change the ...

    Tasks of effective delegation 1. Decide which tasks can be delegated. 2. Decide who should get the assignment 3. Provide sufficient resources for carrying out the delegated task. 4. Delegate the assignment. 5. Be prepared to run interference, if necessary. 6. Establish a feedback system.

  1. Performance management - Tesco's needs to mange the performance of its employees effectively if ...

    Herzberg felt that this motivates employees as it means that their abilities and potential are utilised more fully. This philosophy of utilising employee's abilities more fully also lies behind the idea of quality control circles. These are part of the total quality management (T.Q.M)

  2. Strategies for Change Management

    customers were becoming more disenchanted with SAS creating further losses due to customers flying with other carriers. At this point (the crisis point in the case), the Board of Directors began to loose faith in the current CEO and brought in a new person as COO and change agent.

  1. Diversity in the Workplace

    Managing diversity within this changing context must be deemed to be a realistic business objective. What is a diversity-oriented organisation? The determination to be diversity-oriented must pervade an entire organisation if it is to be effective. It must be an organisational strategy, developed via a long-term programme.

  2. Australian Workplace Relations Report

    Australians are not on the Award; rather they are on individual contracts - mainly common-law contracts. The following graphs from Appendix C show the comparison between wage rates and inflation. It can be seen that there is some correspondence between the two graphs, but they are still very different.

  1. Business At Work

    People who are able to do their job descriptions to a high standard help B & Q run more effectively and successfully. B & Q uses many ways of communicating both internally and externally. Examples of internal ways of communicating within the business are: o Meetings; Staff meetings are held

  2. Stress in the Work-Place

    Many people want help, but are afraid that admitting to being stressed may hold back their chances of promotion. So what exactly can be done about stress? The most important thing that organisations can do is try to keep stress at a minimum on the job.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work