Essays on Organisational Behaviour ' Assignment

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TABLE OF CONTENTSExecutive Summary. .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... ... 3Introduction. .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... 3Emotional Intelligence. .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... ... 4Emotional Labour. .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... ... 5Moods. .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .6Leadership Impact. .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... ... 7Managing Organizational Culture for Positive Impact. .... .... .... .... .... .... .... .... .... .... .... .... ... 8Conclusion. .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... .... ... 9ReferencesExecutive SummaryHuman resources are the largest category of disposable resources available to the organization’s management in an effort to strive towards achieving its operational objective. This calls for the effective management of the personnel resources to safeguard its efficiency and development. The quality of the organization’s workforce determines the success rate of the organization and its ability to operate within its industry. It is therefore prudent for the organization’s human resource department to ensure that the capabilities and talents of the employees match the staffing needs of the organization.

Organizations are considered as a system comprising of sub systems that interact to ensure the flow of activities (Greenberg 2003). This interaction is catered for by the human resource that should be able to create quality relationships among the workers. The emotional aspect of human beings determines the ability of the workforce to work as a team. Emotional intelligence, emotional labour and moods are three emotional elements that should be addressed within the organization to foster the underlying relationships.

These elements have an impact on the leadership styles adopted within the organization and the acceptability of these leadership styles. Leadership is aimed at directing the resources of the organization towards minimising wastage. IntroductionIn managing human capital within organization, it is very crucial for the management to understand the various elements pertaining to the human resources. Human capital is largely made up of human beings that are subjected to emotions and moods. Emotions and moods exhibited by individual human beings act as a response measure to activities within the immediate and far environments.

These human responses determine to a great deal the overall productivity of the employees and the organization. This is because the employees will automatically respond to stimuli within the organization’s internal environment. Favourable internal environment results into positive moods and emotions and vice versa. On the other hand, the ability of the employee to control their emotions and moods that constitutes emotional intelligence (George & Jones 2004). For the management, understanding emotional intelligence, labour and moods is crucial in determining their ability to manage and lead the human resource available within the organization.

Leadership is based on beliefs, values and preferences whereby leaders aim at combining these three bases to manage their subordinates. From the three basis, leadership styles arise that enable transforming the individual employees within the organization into an efficient workforce. George and Jones identify three major leadership styles namely; autocratic, democratic and laissez-faire styles (2004). These three leadership styles have varying outcomes and involve the employees in varying degrees towards the organization’s management. By understanding the human resource, the management will be able to manage the workforce by considering their human feelings.

These feelings are influenced by various factors and it is therefore prudent for the management to understand their employees in order to effectively manage and motivate them. Emotional IntelligenceEmotional intelligence involves an individual’s capability to identify and regulate their own or other individual’s emotions in groups or individually. Emotional intelligence determines an individual’s ability to make sound decisions and act rationally by basing their decisions on their feelings. Controlling one’s impulses by themselves or others enables individuals to become successful and be able to cooperate with others within a group to achieve a pre-determined objective (Cherniss & Goleman 2001).

Emotional intelligence comes into play when an individual is facing setbacks in their activities where they need to control their overwhelming emotions and remain focussed. It involves five types of skills namely; self-awareness, emotional management, motivation, empathy and social skills. These skills enable individuals to relate to one another and interact in order to improve their knowledge and capabilities.

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