do emotions affect job performance

Topics: Emotion, Psychology, Employment Pages: 9 (1560 words) Published: February 14, 2015

Do Emotions Effect Job Performance
Monica Colbert
Virginia College

Emotions are pure human physiological phenomena. Experiencing emotions is a part of being human. It’s a must that it be managed to keep a healthy staff and a growing bottom line. Emotions have a profound effect on almost everything we do in the workplace. What employees feel and how they express their emotions affects their performance. Emotions directly influence decision making, creativity and interpersonal relations. An employee is critically affected by their behaviors in the workplace (Perez. 2010. Pg 1). An employee’s emotions and overall temperament has a significant impact on his job performance, decision making skills, team spirit, and leadership skills. Leadership is actually about emotion management and emotions don’t just affect businesses but contribute to their structure. According to The Behavioral Health Coaching Institute, emotions can harm employees, affect how they react to pressures and be the cause of low productivity and poor results. It also states that “Emotional pain is an inevitable part of life. It can come from the outside, but it often stems from painful incidents at work, such as the behavior of immediate bosses, uncooperative employees, abrasive clients, poorly handled mergers or changes, bad work policies and practices, or the stress and grind of everyday work.”

Do Emotions Affect Job Performance
Almost any job that we have, there is a point in time where things get emotional; whether it’s personal or business related. Organizations are emotional places. We must first understand our emotions in the workplace, as well as of our co-workers. In a research study from the University of Missouri, employers do not want their employees to express any type of “strong” emotions, whether it’s positive or negative. In order to maintain professionalism, employees must mask positive or negative emotions, which will be considered the appropriate way to handle your emotions. However, emotions can harm employees, affect how they react to pressures and be the cause of low productivity and poor results. McShane (2006) assumed that a person’s thoughts and actions are governed primarily by conscious reasoning (pg. 100). The four key elements to the definition of emotions are that emotions are brief events, or episodes, directed toward someone or something. Emotions are experiences, and emotions put us in a state of readiness. For instance, your frustration with a customer would subside within a few minutes. We experience joy, fear, anger, and other emotional episodes toward tasks. Emotions represent changes in a person’s physiological conditions, such as blood pressure, heart rate, and perspiration. When we get worried, our heart rate and blood pressure increases to make our body better prepared to engage in fight or flight (McShane, 2006, pg. 101) Employees’ job performance is affected in numerous ways. The impact of workplace education programs can affect their job performance also. Perez (2010) analyzed the effects of emotions on employee’s job performance and investigates the relationship between anger, interest, and trust of an individual in the work place with job performance (pg. 11). Results showed that emotions in the workplace were considered important in relation to employee’s well being and job satisfaction only. Emotion is a brief episode of synchronized changes in mind and body which directly affects the employee’s performance. Emotions

Basically emotions are internal feelings or reactions to any situation. They play a vital role in every person’s life. Both positive emotions and negative emotions can affect a person’s professional career and personality. According to Perez (2010), emotions are a mental and psychological state related to wide range of feelings, thoughts, and changes in body behaviors. As Emotion is subjectively variable, it is difficult to...

References: Perez, M. (2010). Impact of Emotions on Employee 's Job Performance: An Evidence from Organizations of Pakistan. OIDA International Journal of Sustainable Development, 1:05, 11-19.
McShane, S. (2006). Workplace Emotions and Attitudes. In Canadian Organizational Behaviour (6th ed.). Toronto: McGraw-Hill Ryerson. 98-127
Dealing With Emotions at Work. PENN Behavioral Health (2008).
Bay, D. (2003). Emotions in the Workplace: Research, Theory, and Practice. Business and Society, 42(1), 153-160
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