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QUESTION
Title:
LEA5125 W4A1 MBA
Paper Details
respond to the assigned discussion questions and submit your responses to the appropriate topic in this Discussion Area. Respond to the assigned questions using the lessons and vocabulary found in the reading.
Discussion Question - Managing Emotions
There are times when you are hurt, defensive, joyous, reserved, controlled, or angry. Acting professionally means controlling your emotions. While outbursts are unwelcome as a way of communicating or expressing yourself, emotions are important indicators of authenticity and can be reflections of the ethical and cultural foundations of an organization.
For the first part of your post:
Compare two leaders you are familiar with, one who managed emotion well and one who did not manage emotion well. Provide specific examples to support your stance on the emotional management of these leaders. How did their emotional management affect the organization?
For the second part of your post, select any one of the following bullet points. Attempt to spread the bullet points out among class members (e.g., not have one bullet point answered by all course participants).
Assess how a leader can most effectively manage emotions in the workplace. As a leader, how can one show appropriate emotional self-control or leverage emotions for organizational benefit?
Propose a research-supported policy or guideline statement (three or four action items) an organization might adopt concerning emotional expression in the workplace. How would such a policy enhance organizational culture? How would such a policy enhance ethics in the organization?
Propose a brief set of coaching points for how leaders should handle a situation where an employee or a customer is extremely emotional to an unprofessional point?
Conclude your post with a three or four sentence summary of the most important point, lesson or takeaways from your research and analysis for your initial post.
Provide a substantive (500 words) initial discussion posting. Justify your answers with examples and reasoning.
| Subject | Administration | Pages | 5 | Style | APA |
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Answer
Managing Emotions
Emotional outbursts are clear indications of how an organization is ethically and culturally founded. The effect of emotional control is to ensure harmony in an organization. However, lack of emotional control can result in outbursts, which can affect the productivity of individuals (Dillon & Manz, 2016). When people act too quickly on their emotions, a high likelihood is that they make decisions that they will regret later (Karimi et al., 2014). As such, employees should avoid acting on wrong emotions and feelings; on the contrary, they should act on rationality.
In my workplace, two persons have different ways of emotional management. One of them- the head of the HR Department, displayed professionalism in controlling her emotions. Specifically, even when she was angry, she responded the right way by failing to make immediate reactions to any emotional triggers. Additionally, she was always rational in her arguments and always saw the bigger picture. She exercised wisdom by seeing past the moment and discerning the greater meaning of her actions. Moreover, even when provoked, she used to forgive the emotional triggers and then detached feelings of resentment and fury. However, the Supply Chain Manager did not manage his emotions well. As such, he was always in conflicts, quarrels, and arguments with other employees. For instance, he always had a high negative energy displayed through anger, fury, and resentment.
Emotional management in the workplace is key to ensuring increased productivity and better cooperation among employees. Managing emotions should start with individuals stabilizing the overwhelming impulse before they can react to an emotional argument (Hökkä et al., 2017). Additionally, they should replace the negative thoughts with positive imaginations. Moreover, it is critical to forgive any emotional triggers and detach from any resentment. Such actions will ensure self-control, which will benefit the organization through increased collaboration and productivity (Oktug, 2013).
It is proposed that organizations adopt a guideline statement concerning emotional expression in the workplace. One of the action plans is to devise measures, which reduce negative emotions in the workplace (Bennett & Sawatzky, 2013). The second plan is to create opportunities for employees on emotional control. Lastly, organizations should devise stress management strategies and help their employees to stay calm. Schutte & Loi (2014) posit that such actions will enhance an organizational culture of professionalism by ensuring all people are in control of their emotions. Additionally, such a policy would increase ethical knowledge of employees.
Various coaching points should be applied when an employee is too emotional to the extent of being unprofessional. One of the points is that the employees should be taught emotional management skills. According to Schlaerth, Ensari, & Christian (2013), these should include being positive and avoiding immediate reactions to provoking situations. The second point is emotional intelligence coaching which would involve ways in which they can handle any distressing situations. Finally, informing the employees on the adverse effects of being too emotional makes them stop any tantrums and emotional outbursts (Runde, 2014).
In conclusion, emotional outbursts affect cooperation among employees and their productivity. People who have managed their emotions well have experienced better relationships with other employees. However, those who have failed to control their emotions have had conflict and misunderstandings with others. Organizations should have a guiding statement concerning how emotional expression should take place in the workplace. Coaching points for the employees who become sensitive to the point of being unprofessional should include emotional intelligence and management strategies
References
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Bennett, K., & Sawatzky, J. A. V. (2013). Building emotional intelligence: A strategy for emerging nurse leaders to reduce workplace bullying. Nursing administration quarterly, 37(2), 144-151. Dillon, P. J., & Manz, C. C. (2016). A Multilevel Model of Managing Emotions in Transformational Organizational Identity Change. In Emotions and Organizational Governance (pp. 249-276). Emerald Group Publishing Limited. Hökkä, P. K., Vähäsantanen, K., Paloniemi, S., & Eteläpelto, A. (2017). The reciprocal relationship between emotions and agency in the workplace. In Agency at Work (pp. 161-181). Springer, Cham. Johnson, G., Griffith, J. A., & Buckley, M. R. (2016). A new model of impression management: Emotions in the ‘black box’of organizational persuasion. Journal of Occupational and Organizational Psychology, 89(1), 111-140. Karimi, L., Leggat, S. G., Donohue, L., Farrell, G., & Couper, G. E. (2014). Emotional rescue: The role of emotional intelligence and emotional labour on well‐being and job‐stress among community nurses. Journal of advanced nursing, 70(1), 176-186. Oktug, Z. (2013). Managing emotions in the workplace: It's mediating effect on the relationship between organizational trust and occupational stress. International Business Research, 6(4), 81. Runde, C. E. (2014). Conflict competence in the workplace. Employment Relations Today, 40(4), 25-31. Schlaerth, A., Ensari, N., & Christian, J. (2013). A meta-analytical review of the relationship between emotional intelligence and leaders’ constructive conflict management. Group Processes & Intergroup Relations, 16(1), 126-136. Schutte, N. S., & Loi, N. M. (2014). Connections between emotional intelligence and workplace flourishing. Personality and Individual Differences, 66, 134-139. |