Essays on Emotions as an Environment-Behavior Interface Essay

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The paper "Emotions as an Environment-Behavior Interface" is a good example of management essay.   Emotions refer to the experiences which a person undergoes. It is linked with the disposition, mood or personality of a person. Emotions in the workplace play a very significant role in the study of organizational behaviours. It is therefore very important to understand emotion in places of work because it influences the way an organization communicates with the external bodies and also among its departments. Emotions can either improve or reduce the performance of the employees depending on its nature.

It is, therefore, necessary to understand the emotions of the employees in their places of work so that it can be used as motivational factors. Managers should understand how emotions can work effectively so as to achieve organizational goals and improve the behavior of the organization. Emotion can affect or influence the behavior of employees in the organization in various ways (Riggio 2010, pp. 96-98). Emotions as an environment- behavior interface The major difference between the environmental input and behavioral output depends on the emotions of the employees.

This shows that emotion has a strong connection with the motivational factors in an organization. In other words, emotions should be managed well for an organization to achieve its objectives at the correct time frame. Emotions also facilitate easy interaction between the employees and the work environment (Gardner 2008, pp. 369). Employees’ flexibility depends heavily on their positive emotions though sometimes negative emotions can work as well. Emotions act as stimuli which motivates the workers in any organization to do their work effectively, in some cases this emotional response is not released immediately, giving more time for alternative responses to be considered.

This means that in a situation of urgency, preprogrammed responses are relied on as opposed to those in a less critical situation. In such a situation where there is no agency, it allows for more evaluation and can also consider other thoughtful choices to improve the behaviours. The main advantage of this is that other feelings of the other members can be included in the system (Clore 2008, 189). Emotions and other related responses are never constant. It, however, depends on the intensity of the emotions.

It is also believed that the time taken between the triggering stimulus and the expected responses might take time giving room for participation of cognitive and social processes when responding to emotions. This influences the potential effectiveness and also behavioral reactions (Gardner 2008, pp. 369). Behavior in an organization is produced by the emotions, though this behavior might be reliable and rapid or more variable due to delay. For an organizational behavior to be reliable then the emotions should be intense. Less intense emotions might lead to delayed behavior.

This is an effective principle and it is very essential in analyzing how cognitive and organizational process influences the behavior of an organization. Cognitive processes are very useful because it is a way of relating or increasing emotional responses. When an employee operates below a cognitive load, then the emotional response may not be effective. The mortification and adjustment of emotions and the way to respond to behaviors by an organization are very essential though there is a danger of being ignored due to social communication concerning emotions, this is commonly understood.

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