Emotions are essentially an important partof any organization, considering that they help to determine the positive ornegative environment that develops in the organization, resulting from theemotions as held and/or expressed by the organizational members. Emotions areshort-lived feelings experienced by individuals, which have the potential todrive the actions and decisions of the individuals, in their workplaces (Lombardo, 2018).The following report presents a researchand critical assessment of the statement – ‘Emotions are problematic fororganizations’. The study reflects on the role of emotionsin the workplace, and analyses the effects of employee emotions on variousaspects of an organization, such as the organizational behaviour, the decisionmaking in the organization, effect of anger in organizations, and henceanalyses whether emotions truly are problematic for organizations or not. Basedon the findings and analysis of the study, a suitable conclusion on theassessment has been drawn and presented at the end of the report. Emotions of organizational members tend toplay a very crucial role in the workplace. This is mostly due to the fact thatan individual spends most of their time at the workplace.
Emotions are oftenconsidered the same as moods, although the two factors vary from each other.Emotions have an association with facts and events which have the potential todisrupt the mind and thought processes of individuals. The role of employeeemotions is critical since throughout the day when the employees are working intheir organization, it is their thoughts and thought processes, which determinetheir levels of performance, and actions, which also can affect the actions oftheir co-workers (Ouzouni, 2016). Affect is an important factor in aworkplace, since it is integral to the interdependent relations that exist in aworkplace, among all its members. Emotions or affective processes tend toinfluence and sustain the motivations in organizational employees, thusimplying their critical role in the workplace. The behaviours of employees andmanagers, the decisions considered by members, as well as the decisions of theleaders are all driven significantly by the emotions or affective processes ofthe individuals. Fear, anger, disgust are the varying kinds of emotions thathuman beings can hold and depending on the emotion that an individualexperiences at a particular moment, their performances and actions wouldfollow.
The associations are between their psychological reactions and actionsequences, and the impacts being directly felt in the workplace, make thefactor a critical factor for an organization (Barsade & Gibson, 2007). The effect of emotions in an organizationcan be realized based on their theoretical studies as available from earlytheorists. For instance, theoretically, positive emotions have been studied asbeing related to creativity, productivity of employees, cognitive flexibility,as well as satisfaction in the jobs of the employees. Negative emotions, on theother hand, have been studied as being associated with negative thinkingprocesses and harmful feelings and emotions.
Naturally , the effects ofpositive emotions are positive on the performance of an organization, whilenegative emotions can negatively affect the performance of an organization.Negative emotions are harmful in the way they affect the positive thinkingprocesses of an employee, along with affecting their co-workers, reflectingwork dissatisfactions, and reduced emotional engagement of the employees aswell, as a result of which such employees can also be expected to leave theirorganizations sooner (Andries, 2011).In this regard, the Emotional Labour Theory,has been developed, which highlights the emotions that employees feel orpretend to feel, in an attempt to achieve their desired levels of performancesor accomplishments in their organization.
It is believed that not showing thereal emotions and instead presenting the positive emotions in the workplaceoffers the employees to be in good faith in the workplace. Thus, in regard toemotions, there is a factor of management which implies managing the emotionstowards expressing emotions considering the audience and place and hencepretending too, not to express the negative emotions. If such be the case, theeffects on the organizations too, are not experienced as negative (Lazanyi, n.d.). In reviewing and assessing the role ofemotions of employees in their organizational behaviour, it could be realizedthat there are two aspects of emptions – the side of the positive emotions, andthe side of the negative emotions. Besides, there is another concept or theorythat could be reviewed, under the name of Emotional Intelligence. The conceptof emotional intelligence essentially reflects on the competencies andabilities of an individual or employee to be able to understand and analysetheir deepest emotions.