Significance of Emotions in Understanding Organizational Behavior - Literature review Example

Significance of emotions in understanding organizational behavior Organizational Behavior is the study of organizations using multiple viewpoints, levels of analysis and methods. These viewpoints are mostly divided into perspectives including symbolic, modern and postmodern. Another distinction is between the micro organizational behavior and macro organizational theory (Scott 2007). There are other interests in studying organizational behavior including culture, power and the networks of individuals as well as units in organizations. Emotions are also part of the organizational behavior and play a significant role in determining the levels of organizational behavior in any organization (Simon 1997). This essay looks into relevance of emotions in understanding organizational behavior. It describes emotions at the work place and the effects they have on how an organizational behavior is structured. It purposes to answer the following questions; how do emotions affect relations in an organization and how does it apply in organizational behavior? Are there ways to control emotions at the work place to improve organizational behavior? What are some of the things relevant in understanding emotions at the work place? How do emotions affect the models of organizational behavior? How do emotions affect relations in an organization and how does it apply in organizational behavior? In studying organization behavior, definitely, you will need to look into individual relations. In this case, you will need to look into emotions and the part they play in determining the relations between individuals at the work place. Frederick Winslow (1856-1915) attempted to study behavior at work through a systematic approach (Simon 1997). Taylor’s study was based on human characteristics, physical environment, capacity, social environment, task, speed, cost, durability, and the interaction of these elements with each other (Davis 1993). His objective was to enhance the reduction or removal of human variability at the work place and increase productivity. In this respect, emotions are a great determinant of the respective elements (Ash 1992, p.198-207). The individual emotions restructure the relations of all these elements and therefore play a major role (Simon 1997). Taylor relied upon motivation to understand how human beings could be motivated at the work place to boost the elements of production (Hatch 2006, 176-212). The motivation in this case is playing around with the emotions of the individuals and changing some negative emotions to positive to enhance production (Davis 1993). He suggested the monetary incentive system as the best in motivating the workers saying that humans primarily get motivation in money. Though Taylor faced strong criticism in his argument, it is logical in the sense of playing around with emotions. It is evident that emotions determine the applicability of these factors and therefore important in understanding organizational behavior (Simon 1997). Are there ways to control emotions at the work place to improve organizational behavior? Definitely, in any work place within the organization, individuals face emotions as they relate and work. This is a major concern and important when looking at organizational behavior (Simon 1997). It is a concept that determines how to change organizational behavior and make it positive through approaches relevant in controlling emotions within the work place (Hatch 2006, 176-212). Douglas McGregor proposed assumptions in looking at means of handling emotions in the work place by understanding human nature. Human nature incorporates emotions and they are inseparable. That is why it is better to look into emotions in any case of understanding organizational behavior because you deal with people at the work place. Based on his experience within a consultant firm, he suggested that understanding human nature is the only best way of solving the negative emotions that employees have towards their management. The first theory he came up with was “Theory X” that is negative and pessimistic in application of understanding human nature (Hatch 2006, 176-212). According to him, this is how managers perceive their workers traditionally and the effect their perceptions have in their operation at the work place (Ash 1992, p.198-207). Then, he came up with “Theory Y” in order to assist managers to change their perceptions towards employees and motivate them in their work. This positive approach explains that emotions are parallel to employee’s performance and organizational behavior incorporates emotions to evaluate the performance level in an organization (Scott 2007). He argued that managers could literally achieve more if they perceived employees as responsible, self-energized, committed and creative beings. It is clear that emotions in individuals involve all these factors. A positive manager’s perception is the necessary input because you cannot separate emotions from organizational behavior (Ash 1992, p.198-207). What are some of the things relevant in understanding emotions at the work place and what do they have to do with organizational behavior? In every organization, the management has to deal with different people of different distinctions including race, ethnicity, age and other statuses. These people go through different life experiences before and after work and this directly reflect in the organization behavior (Robbins 2004). This means that a study of emotions in individuals gives a complete picture of what the people go through and what to do to keep them focusing on the organization as per its goals and objectives (Davis 1993). Mary Parker Follett and Elton Mayo were two theorists who looked into organizational behavior as being determined by emotions at the work place (Scott 2007). They provided analyses on employees as having multifaceted combinations of beliefs, attitude, and needs (Hatch 2006, 176-212). Their aim was to provide a way for managers to motivate employees in enhancing the job performance at the work place by using a "pull" strategy rather than using a "push" strategy. Elton Mayo insisted that managers have to deal with emotional needs in any case of controlling the organizational behavior and restructuring it to focus on productivity (Robbins 2004). How do emotions affect the models of organizational behavior? Understanding Organizational Behavior requires a consideration of various models. These models derive varying emotions from individuals therefore determine their level of operation (Simon 1997). There are four models in organization behavior including Autocratic, Custodial, Collegial and Supportive. These models determine how an organization operates because they provide the framework of operation (Simon 1997). Studying emotions help in coming up with the right model that sparkles the right emotions in employees to enhance maximum productivity and boost work relations (Davis 1993). Autocratic model of operation basis in power and therefore, it provides managerial authority. The employee’s orientation in this case is towards dependence and obedience (Ash 1992, p.198-207). This brings in negative emotions to the leadership of the organization. Therefore, it is not the model to use in restructuring organizational behavior (Robbins 2004).] Custodial on the other hand is in economic resources with an orientation in money. The employee’s orientation is towards security and benefits as well as dependence on the organization. In this case, emotions of the individuals bring in an element of instability because the employees depend on motivations to boost their performances and when they fail, they develop negative emotions thereby reducing productivity. Supportive model is the best when restructuring organization behavior (Davis 1993). It deals with emotions of individuals and manifests positive perceptions in the organization. The concept behind this workable approach is recognition of employees. Collegial model is also applicable in organizational behavior support. It is the partnership developed between individuals and the managers bring in a level of teamwork. This instills responsible behavior in employees and helps them deal with emotions within the work place (Hatch 2006, 176-212). Therefore, an evaluation of emotions within the work place tells more on the take of the employees on the model in use within the organization. It also tells whether a change would bring in a positive input in the operations of the organization by boosting behavior (Robbins 2004). In the study of organizational behavior, the ultimate goal is to provide organizational development and this is something the management has to discover. Organization Development is part of the systematic appliance of behavioral science at all levels in an organization for instance group, inter-group and the overall organization in order to enact a planned change (Simon 1997). The objectives are to develop a high quality in the work-life, adaptability, productivity, and effectiveness. This is only accomplished through a change in attitudes, values, strategies, behaviors, procedures, and structures within the organization (Davis 1993). Biologically, emotions prevail in all these areas of operation. They surpass an individual’s take in the organizational development strategies therefore acting as a determinant of the success of the approach. Therefore, the organization cannot lend a blind eye to the emotional element because it determines how successful it will be in its development (Hatch 2006, 176-212). In conclusion, emotions and organizational behavior are inseparable. Every organization undergoes an evaluation of organizational behavior in order to enhance performance and increase productivity (Hatch 2006, 176-212). This will always entail emotions at the work place because they are a determinant of perceptions of the workers. These perceptions detail how they relate with other colleagues at the work place, the management and self therefore determining how they perform and the end result being the level of productivity in the organization (Ash 1992, p.198-207). Consequently, emotions should be the first priority for organizations when they plan to restructure the organizational behavior in pursuit of increasing their performance and productivity (Simon 1997). Conversely, emotions can at times be misleading because they might provoke the organization to change its approach only to benefit the workers and contrary reduce productivity in the organization (Scott 2007). Therefore, a balance of the emotional aspects and all the other aspects of organizational behavior should prevail in the management of an organization (Davis 1993). References Ash, M 1992, Cultural Contexts and Scientific Change in Psychology, Journal of American Psychologists, Vol. 47, No. 2, pp. 198-207. Davis, K 1993, Organization Behavior: Human Behavior at Work. New York: McGraw-Hill. Hatch, M 2006, Organization Theory: Modern, symbolic, and postmodern perspectives, Oxford University Press (2006) 176-212. Robbins, P 2004, Organizational Behavior - Concepts, Controversies, Applications, Prentice Hall. Scott, W 2007, Organizations and Organizing: Rational, Natural, and Open Systems Perspectives, Pearson Prentice Hall. Simon, H 1997, Administrative Behavior: A Study of Decision-Making Processes in Administrative Organizations, The Free Press. Read More