Case study: Emotions in the workplace

Case study Emotions in the croakplaceEmotions atomic number 18 essential to mankind as they permeate al close every aspect of our lives insofar as they guide our deportment to fit with settingual demands. Emotions also motivate qualifying and facilitate take aiming. They inform us when to fight or flight and make out as unfathomed genial fly the coops. (Gross, 1999).As senses argon fundamental societal functions, in all thumbingal events ar dapples that are relevant to a souls head being. The theatrical role of event varies according to their valence (positive versus ostracise) and according to the strength of inbred feelings and physical re pull throughs that they elicit in a person.There has been a identification number of studies that focus on the comp sensationnts and the importance of feelings. Existing research however lacks the events that case ablaze gives. This research will focus on dateing the events that and the dis look case of wound u p experiences this will cause.Components of EmotionsEmotion which is a term used astray in everyday language, constitutes a hypothetical construct, i.e., a conceptual and operating(a) definition of an underlying phenomenon that constitutes the object of possibility and research. Most modern sense theorists have adopted a componential approach to perception, suggesting that an emotion episode consists of incorporated changes in several components.Most of the theories in the field of recognise that emotion and cognition are intertwined. But emotion is not simply a cognitive process (Frijda, 1988) It is actually recognised as being a psycho logical construct consisting of several aspects of components a) the component of cognitive appraisal or evaluation of stimuli and situations, b) the physiologic component of acitivation or arousal, c) the component of motor mirror image, d) the motivational component, including conduct marks or behaviour readiness, and c) the component of motor expression, d) the motivational component, including behaviour intentions or behaviour readiness and e) the component of subjective feeling state. (Scherer, 1984). mental arousalThis tummy be defined as physiological changes much(prenominal) as temperature sensations, respiratory and cardiovascular accelerations and decelerations, trembling muscle spasms, as sanitary as feelings of constrictions in internal organs, are frequently part of emotion descriptions. (Ekman et al., 1983 Frijda, 1986 Stemmler, 2004). These neurophysiological changes in frantic episodes are primarily attributed to (1) th emotion eliciting event disturbing on sledding homeostatic regulation and the smooth behavioural coordination, and (2) the preparation of assign adaptive responses (e.g., producing the necessary energy for appropriate actions much(prenominal) as fight or flight).Motor ExpressionFacial and forthright expression, as well as gestures and posture during emotion episodes are custom aryly considered to be central motor components of emotion (Ekman, 1984,1992 Izard, 1971). Darwin (1872/1998) conceptualized expression rudiments of at one time adaptive behaviours (e.g., clenching ones teeth as a rudiment of a bite response). In response, emotion researchers have highlighted the communicative functions of emotion expressions, informing protestents of an individuals reaction and its corresponding behaviour patterns. (Ekman, 1992 Frijda, 1986 Scherer, 1984 Tomkins, 1962).Subjective FeelingIndividuals verbally report a multitude of qualitatively divers(prenominal) feelings, using a rich emotion vocabulary. These internal sensations, often considered as necessarily conscious experiences, constitute irreducible qualities of feeling unique to the specific steamy experience of a particular proposition individual (Frijda, 1986 Lazarus, 1991 Ortony Turner, 1990). The feeling component of emotion foot be conceptualized as a reflection of all changes in components dur ing an emotion episode, i.e., the results of event appraisal, motivational change, and proprioceptive feedback from motor expression and physiological reactions. It is important to define differentially the concepts in this fashion, as the tendency to use emotion (the process as a whole) and feeling (one of its components) as a synonyms results in confusion. (Scherer, 2000)Behaviour homeworkEmotion theories of an explicitly componential persuasion have explicitly postulated a motivational function of stirred responses in the form of behaviour preparation or action tendencies (Frijda, 1986 Scherer, 1984). Emotions interrupt ongoing goal-directed behaviour and produce action tendencies that are specifically adapted to dealing with the surroundingsal adventure that has make the excited response. Importantly this component of emotion generally prepares a general behaviour readiness as well as several pick action tendencies allowing the organism to choose according to context and s trategic considerations.cognitive processesEmotions also have a cognitive component. This component consists of the appraisal processes that aspire the coordinated changes in the components described above. Proponents of appraisal theories of emotion suggest that stirred up reactions are catchd by the subjective evaluation of events with respect to their substance for the well-being and goal attainment of individuals. (Scherer, 2004) In addition, emotions often have severe effects on perceptual and cognitive processes such as attention, thinking, memory, statement of work solving, judgement, ending making and the like. (Dalgleish et al. 1999)Furthermore it is important to agnise the valence of emotions, thence various researchers have done research on everyday emotional experiences e.g. Boucher, Brandstatter Eliasz, Oately Dun empennage, Scherer Tannenbaum, Scherer, as well as Wallbott, Summerfield. This research has shown that the most frequent occurring emotional events are generally associated with relationships with other pot (eg. Partner, family, friends), work-related situations, attainment of personal goals and feel changes. Positive emotional events whitethorn include birth of a child, receiving a present, attending a concert or getting a job. electronegative emotional events encompass critical situations, such as arguing with a close friend, learning that a family member is ill etc. (Scherer, 2004). Emotions impinging building and agency, meaning that they are the tie-in between hearty structure and social playing. (Barbalet, 2002).A widely held view in contemporary emotion psychology is that emotions or at least a core subset of emotions, are organised patterns of more or less specific cognitive, experimental, behavioural (action-related), expressive, and physiological components. This assumption which is frequently do by the hypotheses slightly the evoluntary origin and biologic function of emotions is the common denominat or of syndrome theories of emotion and it is shared by authors of otherwise slightly different theoretical persuasions. (Ekman, 1992 Izard 1977)This has an clashing on how emotions can either wind individuals perceptions by imparing judgement and biasing information retrieval, or they can improve the accuracy of individuals perceptions by highlighting what is important and what is at stake. (Seo Barrett, 2007). In studies of escalation of commitment, emotions appeare to have a direct influence on the conclusiveness of whether to persist or lead from a failing situation. An example of this can be demonstrated by Wong and Kwong (2006) where it was demonstrated that the desire to escape the unpleasant emotions people during a decision-making dilemma can lead to de-escalation of commitment. In contrast, a study by Wong and Kwong (2007) bring that the possibility of feeling regret can cause people to subjoin escalation of commitment.The importance of emotions in the workplaceOr ganisations involve complex relationships that are interdependent often competitive and compulsory. Employees must often interact with a clutch of people not necessarily of their choosing. A hierarchical relationships normally characterises most organisations which includes status residuums that are primarily caused by an emotional response. ( Tiedens, 2001)In organisations, employees learn what is expected and what is acceptable by means of social norms (Bettenhausen Murnighan, 1991 Chatman Barsade, 1995 Salancik Pfeffer, 1978). One type of organisation norm involves the emotions expressed by employees in the workplace (Kelly Barsade, 2001 Rafaeli Worline, 2001). though almost all situations have implicit expectations concerning which emotions are appropriate or inappropriate to express (Ekman, 1973), employees frequently display certain emotions in the workplace in reaction to organisational-specific situations or events (Ashforth Humphrey, 1995 Martin, Knopoff Beckman, 1998) and as a look of fulfilling their work roles (Hochchild, 1983 Rafaeli Sutton, 1991 Sutton, 1991 Van Maanent Kunda, 1989).There is lucid evidence that the expression of certain emotions or at least of some specific response components for example, anger, fear, enjoyment, sadness and villainy the infamous basic emotions is distinctive and universal among the human species. (Ekman, 1993). The expression of other emotions, sometimes dubbed social or self-conscious emotions, such as shame, guilt, heartbreak or embarrassment, does not seem to be universal, although patterns of expression are highly consistent within a socio- heathen setting. It seems patterns of expression are highly consistent within a socio- heathenish setting. It seems that in whatever way the different expressions of these emotions may have evolved, as long as individuals stay in the cultural or social structure setting they were socialized in, they are on the safe side when it comes to interpreting emoti on expressions. Thus, emotion expressions are a potent signaling device capable of conveying clues that allow the unwashed attribution of underlying feeling states. Moreover, emotion expressions also allow the deduction of other corresponding mental states that are constituent for the emotion expressed. These attributions function as mechanisms that reduce social complexity and intercept double contingency circuits. They furthermore allow forseeing the consequences of an emotion for individual behaviour, the course of interaction, and the overall throng behaviour. (Hortsmann 2003).This explains the reason why emotion expression may influence decision making. This is done by shaping individuals beliefs rough the social environment (Baron, 1992). An emotion can be like a perceptual lens to determine what is potentially threatening to an individual in a particular situation hence determining a belief about the social environment. As the decision making is context is marked by uncer tainty, decision makers behaviour is likely to be strongly influenced by cues in the social environment (Taylor, 1979).Through experience one will be able to understand and display certain emotion expressions. This is as a result of individuals being able to shape employees beliefs about what is expected, what is acceptable, and the possible consequences of things going wrong. In this way, emotion expression norms have a direct influence on decision making behaviour. These norms help influence beliefs about the social environment. It has been further prove that individuals are more sensitive to negative cues than to positive ones (Rozin Royzman, 2001). Further negative cues elicit stronger put onive and behavioural reactions than do positive ones (Cacioppo, Gardner, Berntson, 1999). Experience and expression of negative emotions drive people to avoid situations that could lead to negative outcomes, such as threats and failure (Carver, 2001 Higgens, 1997).Based on above some it i s in can be deduced that employees learn what is acceptable by means of social norms (Bettenhausen Murinighan, 1991 Chatman Barsade, 1995 Salancik Pfeffer, 1978).Though almost all situations have implicit expectations concerning which emotions are appropriate or inappropriate to express (Ekman, 1973), employees frequently display certain emotions in the workplace in relation to organization-specific situations or events (Ashforth Humphrey, 1995 Martin, Knopoff Beckman, 1998) and as a way of fulfilling their roles (Hoschchild, 1983 Rafaeli Sutton, 1991 Van Maanen Kunda, 1989).Therefore we can deduce that emotion expression may influence organizational decision making by shaping individuals beliefs about the social environment (Baron, 1992). Beliefs concerning emotions expressed in the workplace can affect decision making behaviour by acting as a perceptual lens to determine what is salient to an individual in a particular situation (Lazarus Folkman, 1984). Organizational deci sion making often occurs in the context of ambiguous cues (Bronckner, 1992 Staw, 1997)Organisational decision making often occurs in the context of complex and ambigious cues (Brockner, 1992 Staw, 1997). Because the decision making context is marked by uncertainty, decision makers behaviour is likely to be strongly influenced by cues in the social environment (Taylor, 1979). Coworkers emotion expressions can shape employees beliefs about what is expected, what is acceptable, and the possible consequences of things going wrong. In this way, emotion expression norms do not have a direct influence on decision making. Rather norms influence individuals beliefs about the social environment.Emotional fit will help an employee clench his/her emotional resources at optimum levels. The deviation between the energizing levels of emotive mark and emotional climate will make the workplace emotionally feed environment for the employee. (Gardner and Cummings, 1988).An important topic in the ps ychology of emotions is whether an emotional experience and reactions result from innate biological patterns or whether such reactions and experiences are culturally determined. Charles Darwin (1872) was one of the most influential in this discussion, arguing for innate emotion programmes and using an intriguing multitude of research tools now common in cross cultural psychology, such as observations and questionnaires. Other theories of emotion including Tomkins (1962/1963), Izard (1977) and Ekman (1984), followed his line of reasoning and succeeded in demonstrating cross-cultural equivalents of facial expression patterns for some fundamental emotions. On one hand, cultural relativists like Birdwhistell (1970), have proposed that emotional experiences and reactions differ depending on cultural factors. These include the following aspects namely the nature of the emotion eliciting the situation (in particular psychological notes, nonverbal reactions like facial or vocal expressions , subjective experiences or feeling state of a person and the regulation attempts used to control or manage the situation and the emotional reactions (Wallbott and Scherer, 1985,pp 763-764). That is, in order to address the question of universality versus cultural specificity of emotion, one has to demonstrate conclusively that situations eliciting specific emotions are the same across cultures, that reactions and symptom patterns accompanying emotional experiences are universal, and that control and coping attempts used to put emotional experience are the same worldwide.The above demonstrates the importance of having an emotional fit as well as the importance of emotions in the workplace.Emotions are seen as one of the basic functions of the human psyche and therefore play a central role in psychology (Salovey Mayer, 1990), especially in work and organisational psychology, both in theoretical and applied settings. Emotions exist in everyday workplaces and they impact on peoples implementation. Because this impact can sometimes be detrimental, a belief in relegating emotions behind the rule of logic and reason is deeply engrained in modern managers psyche. In truth, this belief goes all the way back to the teachings of Plato who saw logic as the path to objective truth, while emotions were simply irrational temptations to be avoided. This belief was entrenched in the principles of scientific management developed by Frederick Taylor in the early twentieth century, and continues to permeate modern society (Kapp, 2000). Emotion has represented a tantalising subject for social inquiry because it appears to tell us about our truthful selves the self that , after all the thinking and the interacting are done, feeling the welling up of rage , the tender pangs of love , the black emptiness of despair. (Boellstorff Lindquist , 2004). The function of emotion evolves into a process that not only permits the evaluation of the consequences of another behaviour but also aids in the prediction of anothers emotional behaviour. (Darwin, 2005). cosmos as we spend most of our time at work, it is important to understand the impact that emotions will have on our fit to an organisation emotionally, the link between emotion and climate of an organization as well as copying responses to an severe environment.Emotional fit will help an employee keep his /her emotional resources at optimum levels. The deviation between activation levels of affective peculiarity and emotional climate will make the workplace an emotionally draining environment for the employee. This proposition is line with the activation theory. Activation theory holds that every individual has characteristic level of activation that he/she is motivated to maintain in his/her environment.Assuming that emotional climate has an influence on employees affective experiences at work and considering the strongly intertwined relationship between activation and emotion, it is plausible to argue that the emotional climate of a workplace comprises a force that can influence the experienced activation level of employees in the workplace. (Maslach, 1982).When there is an emotional fit, as a copying response to the exhausting impact of the workplace, the employee will attempt to emotionally detach himself/herself from other people and develop a depersonalized response to them (Cordes and Dougherty, 1993). This tendency will be reflected in the way the employee expresses emotions whilst interacting with others at work. Specifically, when there is a misfit between an employees affective trait and the emotional climate of his/her workplace, the employee will engage in surface acting while interacting with others, which refers to altering ones displayed emotions to be able to express the desired behaviours at work (Hochschild, 1983). Supporting this argument, prior research has suggested that surface acting can be utilized by employees as a way of buffering themselves from emotiona l exhaustion. (Conrad and Witte, 1994)When an employees emotional resources are depleted as a result of emotional misfit, this will increase his/her tendency to psychologically and physically withdraw from work. From an employees intention to get back to his/her characteristics level of activation altered by the impact of emotional climate. When the work environment becomes psychologically uncomfortable, the employees often try to psychologically withdraw from the work environment by engaging in a number of non work related activities, such as daydreaming and disbursal time on personal matters (Lehman and Simpson, 1992).When there is an emotional misfit, the employees working class arrangeance will decrease because the excessive amount of tension and stress experienced by the emotionally exhausted employee (Maslach and Jackson, 1981) hinders his/her cognitive and attention capacity to perform his/her task effectively. (Eysenck, 1983). Emotional exhaustion has also been considered to result in pooh-pooh level of self-efficacy expectations (Brief and Aldag, 1981) and reduced sense of personal adequacy, both of which are elements of task performance. (Maslach, 1982).We can thus assume that the expression of emotions in organisational life can have important consequences for the person displaying the emotion as well as for the person who is the target of this display. (Rafaeli Sutton, 1989).The impact of culture on emotionsAccording to Frijda and Mesquita (1995), cultural influences on the emotions process are mediated to a larger cessation by the significance an emotion has for an individual. Frijda and Mesquita distinguished among three aspects of emotion that are culturally influences. Frijda and Mesquita distinguished three aspects of emotion that are culturally influenced. kickoff they are considered social consequences of emotions that regulates social expression and suppression of emotions. Second they accented the importance of norms for experienci ng different emotions.Thirdly they discussed social- cohesive function of emotions. Several ethnographical emotions, particularly in how the expressions of emotions is valued. There are strong cultural difference in display rules (Ekman Friesan, 1969 Izard, 1980) that are learning when going through the enculturation process (Saarni, 1999). There are also cultural differences in the norms for experiencing different emotions. (Hoschild, 1093). This would be relevant to the discussion regarding social norms that describe how people should feel in specific situations, eg., on a wedding day or at a funeral. In addition to the situational feeling rules, norms for the experience of emotions can also be present in a society in the form of generalized expectations. This means that the emotions can differ in their pizzaz and perceived appropriateness across situations. The emotion climate of nations can be characterized by generalized norms for experiencing different emotions an the fact that these norms are subject to diachronic change. (Stearns, 1994 Stearns Lewis, 1998).