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Emotions as Strategic Game in a Hostile Workplace - Case Study Example

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This research is being carried out to evaluate and present emotions as the strategic game in a hostile workplace and how they affect organizational behavior…
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Emotions as Strategic Game in a Hostile Workplace
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Emotions and how they affect organizational behavior
1. Emerging from her own assertions in the interview, Laura seems to be unjustified in her arguments that her organizational culture promotes coldness and unproductivity. On the contrary, giving employees an opportunity to express their emotions have a negative influence on the productivity of an organization. More specifically, the management approach not to accept expression of anger, fear, happiness or any aspect of emotion is in a bid not to undermine routine performance of employees.
2. Drawing from Darwin’s evolutionary principles, emotions tend to serve a specific purpose to enhance the survival mechanisms of man. In fact, evolutionary psychologists point out that emotions whether regarded as positive or negative serve a particular role. On another level, positive emotions like happiness and gratitude show favorable evaluation, while negative ones like fear and anger tend to be opposite.
3. Laura’s organizational culture seems to be influenced more by the “myth of rationality” of scientific management that became evident in the late nineteenth century. This theory is premised on the fact that a successful organization is one that did not allow employees to display any emotions.
4. Successful organization should give employees an opportunity to express their emotions in the workplace. When constructive aspects of emotions are considered, then such an understanding can help predict and improve organizational selection processes with regard to decision making, customer satisfaction, interpersonal conflicts, job attitude and leadership.
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