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Chapter 5: Emotions, Attitudes, and Stress

Additional Management Methods

• Kevin Plank's Approach

  • Focus on employee comfort and success before starting work.

  • Engage employees through experiences like sports events for brand affinity.

  • Performance center facilities for workouts using company products.

  • Unique employee interactions with athletes (e.g., Stephen Curry autographs).

• Key Business Philosophy

  • Development of four pillars: Great product, great story, great service, great team.

  • Manage stress and resolve conflicts regularly to maintain a productive and innovative team.

Emotions in Organizational Behavior

• Understanding Stress and Emotions

  • Affects: Range of feelings and emotions that influence responses, varying in intensity and duration.

  • Emotions: Intense feelings directed at specific objects or situations (short-lived).

  • Moods: Generalized feelings (long-lasting) not directed at a specific cause.

  • Positive vs Negative Affect: Positive affects (e.g., excitement) vs negative affects (e.g., lethargy).

• Mood Influence on Behavior

  • Positive and negative moods influence emotional responses and perceptions of others.

Emotions in the Workplace

• Impact of Emotions

  • Emotional outbursts can affect professionalism and workplace reputation.

  • Acknowledging distressing emotions can build trust and improve communication.

  • Emotional Contagion: Emotions can spread quickly within teams, often negatively.

  • Positive mental hygiene promotes favorable team dynamics.

• Concept of Emotional Labor

  • Managing feelings to project positive emotions even when contrary to actual feelings.

  • Surface Acting vs Deep Acting: Surface acting suppresses true feelings while deep acting involves genuinely changing emotions to align with role expectations.

Emotional Dissonance and Regulation

• Emotional Dissonance: Discrepancy between displayed emotions and true feelings.

  • Leads to stress and burnout if unaddressed.

• Emotional Regulation Strategies

  • Antecedent-Focused: Choose or modify situations to prevent emotional responses.

  • Response-Focused: Reevaluation or suppression of emotional responses after they occur.

Emotional Intelligence

• Definition and Importance

  • Understanding and managing one's emotions and others' emotions for better interpersonal relations.

  • High EI correlates with better job performance and management effectiveness.

• Four Dimensions of EI

  1. Self-awareness: Understanding one's emotions.

  2. Self-management: Controlling emotions and impulses.

  3. Social awareness: Empathy for others' emotions.

  4. Relationship management: Navigating social complexities and maintaining healthy relationships.

Attitudes and Behavior

• Definition of Attitudes

  • Learned tendencies to respond positively or negatively to people or events.

  • Formed through cognitive appraisal, affective evaluation, and behavioral intention.

• Cognitive Dissonance

  • Stress experienced from inconsistencies between beliefs and behaviors.

Job Satisfaction and Employee Engagement

• Job Satisfaction: Affected by working conditions, recognition, relationships, and benefits.

  • Increased job satisfaction leads to better retention and performance.

• Employee Engagement: Connection and passion for the job, affects turnover rates and productivity.

Stress in the Workplace

• Definition of Stress

  • Stress arises when individuals perceive challenges that exceed their coping resources.

  • Can lead to absenteeism and diminished health.

• Types of Stressors

  • Challenge Stressors: Can enhance motivation and performance.

  • Hindrance Stressors: Inhibit progress and decrease motivation.

Managing Workplace Stress

• Coping Strategies

  • Problem-focused (eliminate stressors) vs. emotion-focused (manage emotional responses).

  • Seven Ways to Manage Stress: Meditation, deep breathing, exercising, gratitude practice, and maintaining social connections.

Employee Well-Being

• Importance of well-being programs to sustain employee motivation and happiness.

• Pillars of Employee Well-Being: Physical, career, financial, social, community, emotional, purpose-driven.

Effective Team Management

• Building an inclusive organizational culture where employees feel valued and can contribute toward common goals leads to higher performance and satisfaction.

• Team Norms and Cohesion: Essential for successful team dynamics, avoiding excessive groupthink that stifles individual expression and creativity.

Conclusion

• Understanding and managing emotions and attitudes within the workplace enhances stress reduction, job satisfaction, and team cohesion.