Emotions, Attitudes and Job Satisfaction - Term Paper Example

Emotions, Attitudes and Job Satisfaction al Affiliation) Emotions and mood can affect an individual’s personality, motivation, temperament, and disposition. These factors affect an individual’s perception, judgment, and entire well-being. In determining how different people react to varying external stimuli, emotions play a critical role. The emotions are often internalized, this makes it difficult for people to notice when they are at work. In most circumstances, the emotions and moods are responsible for reducing rationality in the process of individual decision-making, hence clouding judgments. All types of mood have the capability to affect the emotional and physical well-being of an individual. Besides, the moods affect the personal perception and judgments. The long-term exposures to stress filled environments or moods suggesting negativity are a recipe to certain illnesses as ulcers, diabetes, and heart disease. In relation to job performance, the decision-making under the spell of negative mood leads to poor and regrettable decisions that often affect the company in which an individual works (KOSTEAS, 2010). On the other hand, it is important to learn the benefits that accrue to positive mood. In contrast to negative mood, the positive mood is responsible for instilling courage, by motivating creativity and widening the possibility of amicable solution to problems. This critical component influences the ability to make positive decisions that work to the benefit of the company. Despite the fact that positive moods often work to the advantage of most companies, it can also create false optimism, as it often entails exaggerated excitement. His can influence mistimed and careless negative decision-making. In a bid to understand moods, it is important to understand the details of emotions. Emotions are reciprocal with such factors as disposition, temperament, motivation, mood and personality. The major influencers of the emotions are neurotransmitters and hormones, such as serotonin and dopamine. Dopamine, for instance, affects the individual’s mood and level of energy. On the other hand, serotonin affects the skills of critical thinking. These are the components of emotional behavior. Evidently, emotions are largely a chemical imbalance in the mind for negative emotional behavior, or a mental chemical balance for a positive emotional behavior. The implications of a certain emotional trait are responsible for complications in an individual’s reaction to social interaction. Besides, the emotions can blur judgments without the ability of a person awareness of the happenings that arise from the emotional state of mind. Emotions therefore are quite complex. They move in separate directions. It is significant for people to model their feelings by learning how to perform self-assessment after making certain decisions (Singh & Loncar, 2010). This way, the person understands the behavioral implications that arise from handling issues in a given manner, and eliminates the emotional influences that affect the workplace negatively. The personal values, emotions, moods and attitude affect the decisions that people make in any situations in which they find themselves. Therefore, the emotions that people put when handling certain situations reflects the outcome of the situation. In relation to organizational implications, attitude determines the quality of decisions made by the management and the employees. These factors affect the level of effort that someone will put in the work place, and consequently determine what that person gets form the job. For instance, employees who have good or positive attitude towards their job and companies have the tendencies to stay longer at their workplace and even engage in activities that are not related to the organization. On the contrary, the employees that exhibit negative or bad attitude towards their jobs and organizations are characterized by high absenteeism and the likelihood to evacuate their workplace positions. Moods and emotions affect the behaviors of employees within the organizational set up. The obligation that the employees have is to recognize when and how these factors cause negative implications on the organizational commitment, hence creating job dissatisfaction. The positive attitudes come with multiple benefits in the management, the employees, and the organization as a whole. Such advantages include reduced absenteeism, reduced aggression, as well as lower turnover. In addition to the advantages, the positive attitudes have a correlation that is measurable in the performance of the organization. This also improves the customer services and experiences. However, there are certain employees who have positive attitude towards work, but do not have the relevant amount of skill that their counterparts have (Tracy, 2013). This hinders the performance of these employees, hence the conclusion that the productivity of the employees is pegged on more than just the attitudinal approach, but the skills and capabilities of the employee. The implications of moods and emotions are critical in determining the behaviors of people. It is vital for the employees in an organization to identify the influence that emotional predisposition has on their behavior and judgment. This enables them to ensure that the repercussions of their emotions are either neutralized or positive. Positive emotions are responsible for job satisfaction, provision of energy as well as extroversion. In decision making however, both negative and positive emotions distort the decision’s validity. To prove this, being under confident for instance can be equally as dangerous as being over confident. Job satisfaction is a parallel link between the employee morale and emotions. In an organization, when an employee displays negative emotional balance, the chances are that the employee is dissatisfied with the job or is undergoing difficulty in personal life. The impacts of negative attitudes are severe in an organization as failure to address these symptoms often spreads to other employees who begin to lose the workplace morale. This is the case especially in small businesses, where the small workforce is easily influenced by the behavioral emotions of workmates. The manner in which emotions are handled depends on the personal expressions and the situational matter. This determines if the expressions are blatant or subtle. It is natural for people to have bad days occasionally, but it is subject to speculation if an employee has continuous display of negativity especially at work. However, some people have a general negative attitude towards life. Therefore, to distinguish these characters, the management has to formulate a plan that not only solves the problem at hand, but also eliminates the elements of negative attitude and emotions in the workforce (Bentley, 2013). Job satisfaction therefore is a component of an employee’s comfort in life as the satisfaction in life is not complete without the satisfaction in the workplace. In addition to this, the reduction of job related stresses often improves the general health of employees, and reduces the risk of having diseases that come with emotional imbalances. Hence, with job satisfaction, there is massive contribution to persistence, creativity, and teamwork. In addition to the behavioral advantages of job satisfaction, the organization enjoys loyalty from customers, and admiration from the competing organizations in the market. Therefore, for a company to manage the balancing of an employee’s emotions and moods, it has to encourage the positive relationship between the management and the employees. The management must draft a way to increase the employee job satisfaction in order to boost the mood of the employee. The satisfaction at job reduces the stress levels. This explains the current trend for the management requirement in emotional intelligence. This current trend requires mangers to have the ability to analyze and judge the employee emotional behaviors, hence draw conclusions concerning the employee’s morale. The managers who have emotional intelligence have the ability to lead an organization in a way that enhances the employee satisfaction, hence boosting their productivity and the general organizational success. By managing the emotions of employees in a modest way, the emotionally intelligent managers can improve the employee job satisfaction. Therefore, this explains emotional intelligence as the science of managing and understanding emotions in a manner that is functional and healthy. Therefore, these managers relate the non-verbal and verbal communication of employees to their input in the productivity. Gestures however vary with cultural diversifications, but the body language, tonal variation, and facial expressions are universal. The emotional intelligence enables managers to be empathetic listeners (Tracy, 2013). The employee motivation is another trend that increases the job satisfaction. The lack of motivation in an organizational makes other employees feel neglected. The provision of proper motivation for the employees is important in defining the role of the company towards the welfare of the employees’ comfort and satisfaction. Through improving the training for the employees with positive attitude but minimal skills, the management increases the level of content that the employees have in the company. Besides, through enrollment in certain programs such as gym training and interdepartmental sports competition is a way to improve the employee motivation towards the company. The recognition of the employee efforts is a current trend that mangers employ in improving the job satisfaction. In most companies, the employees hold different talents, many specializing in non-job talents. Through the recognition of exemplary office and non-office work, the managements in companies ensure the employees maintain positive attitude towards displaying their talents. This is done through the annual or monthly employee awards ceremonies. It must be noted, however, that extreme levels of competition can lead to bitter rivalry, hence jeopardizing the customer satisfaction in favor of personal achievement. Therefore, the mangers have to practice employee recognition with a significant level of restraint, fairness, equality, and caution. For the job satisfaction to skyrocket, the owners and management of organizations must learn how to lead by example. The element of power influences the general internal and external view of the company. A consistent display of a bad attitude towards the cases brought to his/her attention, the manager risks to instill the negativity amongst the employees. Therefore, it is necessary for the management to handle their issues with utmost articulation, patience, and wisdom. This instills the motivation amongst junior and subordinate staff (Bentley, 2013). In the process of building a positive attitude towards work, such activities as company retreats and meditation classes act to influence the employees’ emotional attachment to the company and creating more impressions of the interest that work offers. In addition to that, the company should assure the employees of their job security. With job security, there is exceeding willingness by the employees to partake career developments and innovation exercises to boost the organization’s productivity. The other trend in job satisfaction is frequent and regular salary review. In most companies that lack employee motivation, the low salaries contribute to the situation. For the employees to have the taste of general growth in the company’s revenue, it is important to increase their salaries frequently. This motivates the employees, and gives them the notion that their impact is fundamental towards achieving the company’s goals. Through promotions in ranks (KOSTEAS, 2010), the management creates job satisfaction and motivates the new workers to continue working for the company. It is important for the company to reward long-term employees with promotions, hence rewarding loyalty. In addition to promotions, the company must strive to present favorable working conditions for the employees. Such conditions include provision of meals during working days; holiday leaves and allowances that make it easier to operate within the location of the business. It is important that the management observe the reactions of employees to companies that offer these services, and employ emotional intelligence to determine the advantages that accrue to promoting the good working conditions. Finally, in order to improve job satisfactions, the management has to device a scheme that offers sympathetic help to employees that have personal problems. In many successful employees oriented companies, the unity that the employees exhibit arises from the help that arises from personal problems (Singh & Loncar, 2010). In organizations that have poor emotional connection, employees tend to handle their personal problems alone without any help from fellow employees or management. This is a recipe for poor employee mood and negative emotions towards work. In conclusion, job satisfaction is an important tool in determining the mental balance at work. With job satisfaction, the organizations enjoy many benefits, unlike in organizations where the employee welfare, moods, and emotions are not considered. References Bentley, P. (2013). Job satisfaction around the academic world. Dordrecht: Springer. KOSTEAS, V. (2010). Job Satisfaction and Promotions. Industrial Relations: A Journal Of Economy And Society, 50(1), 174-194. doi:10.1111/j.1468-232x.2010.00630.x Singh, P., & Loncar, N. (2010). Pay Satisfaction, Job Satisfaction and Turnover Intent. Relations Industrielles, 65(3), 470. doi:10.7202/044892ar Tracy, B. (2013). Motivation. New York: AMACOM, American Management Association. Read More