Emotions in the Workplace - Assignment Example

There should be greater emphasis on leadership and supervisory role-play that is conducive to the workforce present; the best of which is transformational leadership and role-play. As Bono et al. (2007) portray in their article – Workplace Emotions: the Role of Supervision and Leadership – workplace emotional and affective experiences affect employee job satisfaction majorly and overall organizational output. Growing interest and concern has been focused on the influence of personal emotions on overall employee output, given the connection linking job satisfaction with a balanced emotional base.

The importance is placed on how such experiences affect employee motivation, especially on the aspect of emotional regulation. An important aspect here is the medical effect of such regulation given the fact that studies display a link between cardiovascular system activation, emotional exhaustion, stress and the regulation of emotions. Accordingly, there is a need for exploration of the prevailing emotional links between the leadership present and the employee force. In the natural work setting, supervisory and managerial role-play has an influence on employee emotions dependent on the leadership present.

Accordingly, if the leadership present in a medical setting were either charismatic or transformational, a lot of positive influence would be felt (Bono et al., 2007). The influence on this is the fact that leadership behavior ultimately sets the type of environment in any given organizational setting. Supervisory role-play does affect employee emotional well-being due to various factors, i.e. the fact that supervisors do directly evaluate employee performance level, especially during their interactions; and that employees are more effective if there is a level of personal autonomy that is limited by the presence of supervisors.

As Judge and Ilies (2004) aver, in working environments where optimal leadership is lacking, employee reaction to supervision may be negative given the higher chances of employee emotional regulation.In such contexts when employees regulate their emotions, there is a detachment created; increasingly resulting in the employee force acting without proper authenticity. Therefore, this highlights the existing co-relation between employee emotional regulation and the leadership behaviors present. However, it should be noted that emotional regulation does not necessarily result in negative effects rather some cases are in relation to greater-wellbeing and healthy patterns regarding social functioning.

Such individuals in control of their mental balance capacity are able to work optimally feeling authentic even in case scenarios where they conform to the role expectations demanded in the medical settings (Judge & Ilies, 2004). As Lim and Ployhart (2004) assert, such individuals are however a minority, hence the importance of transformational leadership that proves a positive predictor of employee satisfaction and positive accountability. This pertains to their feelings as to whether their work activities are consistent and congruent in relation to their own personal values, beliefs, and interests.

The presence of such leadership further provides social support vital to the aspect of general emotional management. In such cases, there is an absence of the link between job satisfaction and emotional regulation where the contrary is true, i.e. low social support results in job satisfaction being negatively affected by the experienced emotional labor. In conclusion, supervisory role-play is intricately linked with the prevailing emotional experiences of employees in any given organizational setting.

Importantly so, is the fact that suppressing emotions results in negative cognitive and physiological costs especially in terms of decreased memory (for social information) and increased cardiovascular activation (Lim & Ployhart, 2004). These are negative effects which ultimately impact on the whole organization, given that employees tend to view their leaders in a similar manner. Hence, if negatively perceived, leadership input is ineffective in cultivating the right environments for sustainable work-output.