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Emotions in the workplace play a large role in how an entire organization communicates within itself and to the outside world. “Events at work have real emotional impact on participants. The consequences of emotional states in the workplace, both behavioral and attitudinal, have substantial significance for individuals, groups, and society”.〔(Weiss, 2002)〕 “Positive emotions in the workplace help employees obtain favorable outcomes including achievement, job enrichment and higher quality social context”.〔(Staw, Sutton, Pelled, 1994)〕 “Negative emotions, such as fear, anger, stress, hostility, sadness, and guilt, however increase the predictability of workplace deviance,”,〔(Lee, Allen, 2002)〕 and how the outside world views the organization. “Emotions normally are associated with specific events or occurrences and are intense enough to disrupt thought processes.”.〔(Brief, Weiss, 2002)〕 Moods on the other hand, are more “generalized feelings or states that are not typically identified with a particular stimulus and not sufficiently intense to interrupt ongoing thought processes”.〔 There can be many consequences for allowing negative emotions to affect your general attitude or mood at work. “Emotions and emotion management are a prominent feature of organizational life. It is crucial “to create a publicly observable and desirable emotional display as a part of a job role.” 〔(Mann, 1999)〕 “The starting point for modern research on emotion in organizations seems to have been sociologist Hochschild’s (1983) seminal book on emotional labor: The Managed Heart”. Ever since then the study of emotions in the work place has been seen as a near science, with seminars being held on it and books being writing about it every year to help us understand the role it plays. (Cynthia D. Fisher) Among the many reasons to be interested in human emotions in the workplace, foremost is that as applied scientists, one of our aspirations is to increase human welfare. Rather than being objective,welfare is subjectively defined by people in terms of their affective reactions to organizational events. Consequently, if we can find ways to alter organizational practices, social processes, or task designs in ways that increase positive emotions and reduce negative emotions, the welfare of organizational members is directly increased. (http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.116.260&rep=rep1&type=pdf) ==The role of emotions== Emotions play such a big role in our lives that there are more than 600 words in English to describe them verbally, not to mention 43 facial muscles to express them physically. And although human beings speak more than 6,000 languages, about 90 percent of people across different cultures have no trouble figuring out if someone is registering happiness, surprise, or disgust just by looking at the person’s face. We are supersensitive to the slightest shift in people’s facial expressions, especially if they are registering fear or anger. 〔(Martin, 2012)〕 We are not slaves to emotional cues and triggers. We can use reason to evaluate our emotions, interpret them, and even reassess our initial reaction to them. We can soften their impact or shift their meaning.〔 In other words, we can control our own emotions as well as the effect that other people’s emotions have on us. In fact, the ability to detect, assess, and control one’s emotions is one of the predictors of success in relating to the Other. So, somewhat paradoxically, connecting with the Other depends on developing a deep understanding of ourselves — what triggers our strongest emotions, and how the emotions we show impact others.〔 For example, an executive who understands that looming deadlines bring out the worse in her won’t schedule an important meeting if she has work piling up. A manager who knows that talking about certain subjects tends to get him angry will think twice before reacting to an opinion that would normally set him off.〔Being able to read emotional cues in employees is a tool that can make any supervisor’s or manager’s job easier. It can allow you to motivate them in ways that cause positive performance, and avoid conflict in your work place. 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Emotions in the workplace」の詳細全文を読む スポンサード リンク
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