...improving organizational effectiveness, Management Scholars and practioners are beginning to emphasize the importance of a manager’s emotional intelligence”(Sosik,Megirian 1999,p.367). Emotional Intelligence is a combination of competencies. These skills contribute to a person’s ability to manage and monitor his or her own emotions, to correctly gauge the emotional state of others and to influence opinions (Caudron 1999, p.62; Goleman, 1998). Competitive advantage depends largely on the ability to activate and use organizational resources. As a result, the focus in the strategic management, organizational behavior and human resource management literature turned to the internal capabilities of organizations including a particular focus on employees’ competencies. Furthermore, in any business or organization, its success or failure will rely on how well its people are able to deliver its product and service, work together and work with other businesses. In recent years, there has been a realization that emotions are very much part of work place success. How individuals respond to real situations each and every day and what organizations do foster productive emotional responses can make the difference the organization that stumbles and the organization that thrives. Research indicates a strong correlation between emotional intelligence and individual job performance. By emphasizing on emotional intelligence in hiring, team building and training programmes- senior management and human...
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...Crying At Work: Displaying Strong Emotions in the Workplace Tamara L. Ginter Southern New Hampshire University Crying At Work: Displaying Strong Emotions in the Workplace We all feel emotions. Yet, it is a well-known “fact” that emotions do not belong in the workplace. Business literature for decades has reinforced the stereotype that emotions negatively affect the workplace (see, for examples, Taylor, 1947; Whyte 1956). Only recently has research begun to focus on the many facets of emotions on organization behavior (Huy, 2012; Kluemper, DeGroot, & Choi, 2013; Mirela & Iulia, 2013; Muchinsky, 2000; Perrone & Vickers, 2004; Zineldin, 2012). This paper will address several aspects of emotions in the workplace, including: managing emotions, displaying emotions, management styles that use emotions as a tool, and changing an organization’s emotional climate. Managing Emotions Of the five categories of emotions defined by Lazarus and Lazarus (1994, cited in Muchinsky 2000), only two of the three categories consist of positive emotions. Muchinsky (2000) hypothesizes that it is how we respond to emotions, our coping efforts, that “are a major contributing factor in understanding job performance” (804). Several factors can make some organizations ineffective at managing emotions. The first is due to coping efforts, which are “not just a fixed set of strategies…but a changing pattern that is responsive to what is happening” (Muchinsky, 2000, p. 804). For some...
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... The main concern of this essay the relation between the leaders and their followers and how it is improved through leadership training. Background information In the recent years, many nations have seen a paradigm shift in public administration. This shift to a new paradigm is often referred to as new public management (NPM). In essence, NPM is based on two philosophies: economic rationalism and managerialism. In Australia, the implementation of reforms in public services have become more efficient, effective and economical (James 2005). This can be further enhanced when a market-oriented approach will be taken in public policies and with the introduction of business methods and practices in public sector management. Public sector management can be developed because of leadership training for organizational change. The ability to lead is not always acquired naturally. It is not always apparent and is not found in the behavior and personality of the individual. Proper education and training can draw the leadership ability and help it become more effective. Managers and leaders in organizations can benefit from it. However, management and leadership are best learned outside of the classroom. They must be applied and experienced in the workplace because an individual can be supervised and guided. Transformational and Transactional leadership Two leadership styles will be discussed to show how these styles affect the...
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...about positive changes. Unlike much of the literature on workplace deviance which focuses on dysfunctional behavior such as antisocial behavior and workplace aggression, constructive deviants are employees who break the rules and norms but intend to benefit the organization. These individuals can play a key role in creating an organizational change and serve as future change agents. Given the increasing discussion on health care reforms, this paper explores the factors that relate to constructive deviance among physicians. Finally, practical implications and future research directions are discussed. II. Introduction Workplace deviance has generally been used to describe the following behaviors: antisocial behavior (Giacalone & Greenberg, 1997), workplace aggression (O’Leary-Kelly, Griffin & Glew, 1996), organizational retaliation (Skarlicki & Folger, 1997), and employee deviance (Robinson & Bennett, 1995). Although previous research has increased our understanding of the harmful effects of deviance within organizations, little research has examined the positive aspects of deviance. Constructive workplace deviance encompasses behaviors that violate significant organizational norms in order to contribute to the well-being of the organization (Galperin, 2003). Constructive deviance is becoming increasingly important in businesses today because constructive deviants can bring about positive changes. Unlike much of the field of organizational behavior which...
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...Understanding employee behavior and commitment Table of Contents Table of Contents…………………………………………………………………………2 Chapter 1: Organizational Behavior...…………………………………………………….4 Organizational Commitment...…………………………………………………………....6 Three Component Model of Organizational Commitment.……………………………….9 Affective Commitment.………………………………………….………………10 Continuance Commitment …………………………………….………………...10 Normative Commitment………………………..………………….…………….10 Chapter 2: Emotional Intelligence……..……………………………………………..….11 Daniel Goleman’s Five Components of EI……………….…………………………......12 Self-awareness…….…….……………………………………………………….13 Self-regulation……..………………………….………...…….……...………..…13 Motivation……………………………….………………….......………………..14 Empathy………………..….……………………………...………...……………14 Social Skill……………………………………………………………………….14 Peter Salovey & John Mayer’s Four Branch Model……………………………………..15 E.I., Transformational & Transactional Leadership……………………………………..16 Summary…………………………………………………………………………………17 References……………………………………….……………………………...…….….19Certification Statement……………………………..……………………...………….…23 Abstract This paper briefly explains how organizational behavior and employee commitment are directly related to an individual’s performance within an organizational setting. It will also summarize the three component model of organizational commitment developed by Meyer and Allen. Peter Salovey and John Mayer’s concept of emotional intelligence is...
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...Wakefield Leadership is the ability to inspire confidence and support among the people who are needed to achieve organizational goals. Leadership involves establishing a vision that is clear to others so that they will follow specific goals willingly. In leadership this person will guide and or direct a group of people. A person that has leadership skills always steps up in crisis, and has the ability to act and think in difficult crisis. Leadership cannot be taught like management can, it may be learned and improved through mentoring and instruction. Whereas, with management one act as a boss and a implementer. In management a person produces order, stability, and expectedness. As oppose to leadership this person produces change and adaptability to new products, new markets, new customers, and new work processes. (DuBrin, The Nature and Importance of Leadership, 2010) According to Ernie DiMattia in the Library Journal, leadership and management are two related terms related to the operation of any successful organization. He states that leadership refers to someone who guides or influences others while management is the process of directing or administering. Motivating different level of staff members encouraging them and organizing them, maintaining stability, and balancing external change with internal culture, are some of the ways leadership and management are internally linked. Not all leaders manage and not all managers are leaders. (DiMattia, 2013) There is several...
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...Review of: Constructive deviance: striving toward organizational change in healthcare In this scholarly article review I will be describing the article titled “Constructive deviance: striving toward organizational change in healthcare”. This article was written by Dana L. Robbins and Bella L. Galperin from The University of Tampa and published in the Journal of Management and Marketing Research. Their purpose in writing this article is to examine and illustrate how organizational change can be brought on by constructive deviance in the healthcare workplace. It also explores the factors that relate to constructive deviance among physicians. In this article the authors use information from various academic references to support their theories. They also conduct this study with a focus primarily on physicians. This article starts of by introducing what workplace deviance is. In this article antisocial behavior, workplace aggression, organizational retaliation, and employee deviance are all used to describe behaviors generally regarded as workplace deviance. The article goes on to state that very little research has been done that examines the positive aspects of workplace deviance. One of these positives aspects is the occurrence of constructive workplace deviance. This article states that constructive workplace deviance encompasses behaviors that violate significant organizational norms in order to contribute to the well-being of the organization. The authors explore the belief...
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...and Cohen’s The Heart of Change Ivancevich, Konopaske and Matteson’s Organizational Behavior and Management Introduction Kotter and Cohen’s The Heart of Change is written with the premise that “people change what they do less because they are given analysis that shifts their thinking than because they are shown a truth that influences their feelings” (Kotter and Cohen, p. 1). This is an extremely powerful message and important for organizations to understand if they are going to be successful at implementing a large-scale organizational change. The Heart of Change describes how companies can effectively transform their organization to better succeed in the constantly changing, turbulent society we live in today. Kotter and Cohen’s strategy for successful reorganization is described in an eight-step process. Ivancevich, Konopaske and Matteson’s Organizational Behavior and Management, builds on the ideas presented in The Heart of Change by giving a more in-depth explanation of organizational behaviors, processes and changes. Both of these readings offer a better understanding of how shifting the behaviors and emotions of an organization’s employees is essential in succeeding at organizational change. Discussion Step one of Kotter and Cohen’s The Heart of Change is the most significant of all eight steps. Step one involves the need to create a sense of urgency throughout the workforce to begin the process of organizational change. Kotter and Cohen’s belief...
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...Organizational Behavior Analysis By Ron Bennett BUS610: Organizational Behavior Instructor: Magdy Hussein May 19, 2014 Organizational behaviors are the actions and attitudes of individuals and groups toward one another and toward the organization as a whole, and its effect on the organization’s functioning and performance. Organizational studies comprise the study of organizations form multiple perspectives, methods, and levels of analysis. Many factors come into play whenever people interact in organizations. Modern organizational studies have attempted to understand and model these factors. Organizational behavior can play a major role in organizational development, enhancing overall performance by the organization, as well as enhancing individual and group performance, satisfaction, and commitment. As you can see from the definition above, organizational behavior encompasses a wide range of topics, such as human behavior, change, leadership, teams, etc. This paper will focus on a few parts of organizational behavior. The organization’s base rests on management’s philosophy, values, vision and goals. The bases drive the organizations culture, which is composed of the formal organization, informal organization, and the social environment. The culture determines the type of leadership, communication and group forces at work within that organization. “Human relations theories incorporate the concept that positive employee attitudes, combined with praise and recognition...
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...Understanding Organizational Behavior through its Different Fields By: Edgar Joel Aboy, BBM-MBA, 2nd Trimester, 2015-2016 Keywords: Fields of Organizational Behavior, Leadership and Managerial Skills, Contemporary Organizational Behavior In an Organization, the everyday life of an employee is like a rollercoaster ride considering the different factors and the multi-faceted fast-paced interaction that happens every day. An employee is faced with different culture as organizations now usually employs not just locals but foreign nationals as well. Given the difference in culture, pressure to co-exist and the perceived differences will take its toll at some point. Organizational Behavior (OB) as defined in the book, An Introduction to Organizational...
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...involves every facet of our lives including our thoughts, feelings, and emotions. It is inevitable at some point in time, someone will breakdown and cry at work. The reason for this could be a mixture of situations happening in an individual’s life that has become beyond the point of them being able to handle the pressure at any given moment. The question to ponder is: Is it Okay to Cry at Work? Ineffective Management of Emotions I think that organizations need to be mindful of the way their employees are feeling considering that some of an employee’s emotional stress or pain could be a direct result of their working environment. I think that it is the responsibility to ensure that employee’s emotions are managed in a meaningful and positive way. However, I also believe that there are many factors that hinder an organizations ability to manage emotions effectively. It is without a doubt people want to be successful in their jobs. They want to be looked at as strong, knowledgeable, analytical, highly skilled, and able to perform under pressure. It could be presumed that if a person is emotional in their work environment it will be perceived that they are weak, instable, and not desirable (Munchinsky 2000). Another possible explanation for organizations inability to manage emotions effectively is the leaders of the organization may not have a full understanding of the concept of mood and emotions. If the leaders cannot understand the basic concept they certainly cannot...
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...2014 Abstract The purpose of this research paper is to explore emotions in the workplace. By having a thorough understanding of how emotions affect individuals, companies can be more productive. Keywords: emotional dissonance, positive and negative emotions, Introduction In order to understand the motivation behind individuals in the workplace, one must understand feeling and emotions. Emotions are defined as intense feelings directed at someone or something (Robbins, pg. 90). Emotions cover a broad range of feelings. Feelings such as elation and happiness are considered positive emotions while feelings of hate and anger are negative emotions. Also, with the discussion of emotions in the workplace, there are felt emotions and displayed emotions. Felt emotions are an individual’s actual feelings whereas displayed emotions are those that are required by the organization for a specific job (Robbins, pg. 102). By understanding emotions, a positive work environment can be developed. Managing Emotions The workplace offers a bountiful opportunity to experience a wide range of emotions (Muchinsky, 2000). There are several factors that make organizations ineffective at managing emotions. Not having a full understanding of emotions and how they affect the workplace is one factor. Items such as one’s personality, time of day, day of week, stress, amount of sleep, age and sex can affect one’s emotions. For example, if a manager knew that levels of positive affect...
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...Emotionel Intelligence and leadership Project Presented to Dr. Fadi Hachem Course Instructor American University of Science and Technology In Partial Fulfillment of the Requirements for the course MGT 535: “Organizational Behavior” Aya Hamade Table of contents Pages Overview 1 Literature review 1 Definition 2 Emotional Intelligence, IQ, and Personality Are Different 2 Emotionel Intelligence and Leadership 2 Developing leadership skills 3 Emotional intelligence and its impact on leadership skills 3 Creating emotionally intelligent teams 6 Emotional Intelligence Is Linked to Performance 6 References 8 Overview Emotional Intelligence Is the Other Kind of Smart. When emotional intelligence first appeared to the masses in 1995...
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...Organizational Behavior - MGT502 VU MGT - 502 ORGANIZATIONAL BEHAVIOR Lesson 1 OVERVIEW OF COURSE This subject/course is designed to teach the basic language of organizational behavior to diverse audience/students, including those who are studying this as a supporting subject for their bachelor degree program. This course is designed to provide you the foundations of organizational behavior whether you intend to work in any field of interest. Organizational behavior offers both challenges and opportunities for managers. It recognizes differences and helps managers to see the value of workforce diversity and practices that may need to be changed when managing in different countries. It can help improve quality and employee productivity by showing managers how to empower their people as well as how to design and implement change programs. It offers specific insights to improve a manager’s people skills. In times of rapid and ongoing change, faced by most managers today, OB can help managers cope in a world of “temporariness” and learn ways to stimulate innovation. Finally, OB can offer managers guidance in creating an ethically healthy work climate. Managers need to develop their interpersonal or people skills if they are going to be effective in their jobs. Organizational behavior (OB) is a field of study that investigates the impact that individuals, groups, and structure have on behavior within an organization, and then applies that knowledge to make organizations work...
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...how it is measured. It also explains work attitude and its influence on job satisfaction, and how to evaluate it. Persuasion of attitude The continuation deals with the various impacts of work attitude. Workplace deviance behavior explains the consequences of negative attitude at work, violating the norms. The positive attitude at work is organizational commitment, which includes affective, continuance and normative attitude. There is a long list which helps in relating any reader to work deviance behavior at their work place. It is necessary to understand how attitude changes. For this the characteristics of source, target, message and cognitive routes that affect persuasion are identified. They also discuss the elaboration likelihood model of persuasion. Emotional contagion In this part there is a justification on the importance of emotional contagion. Emotional contagion is defined as a dynamic process through which emotions of one person is transferred to another person. Then they move on to ethical behavior. Ethics is the study of moral values and moral behavior. and finally an explanation on how to manage negative emotions at work. Ethical issues In this part they discuss ethical issues. Illustration on ethical issues with...
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