Essays on Significance of Emotions in Understanding Organizational Behavior Literature review

Download full paperFile format: .doc, available for editing

The paper 'Significance of Emotions in Understanding Organizational Behavior' is a great example of a Management Literature Review. 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 the relevance of emotions in understanding organizational behavior. It describes emotions in the workplace and the effects they have on how 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 workplace to improve organizational behavior? What are some of the things relevant to understanding emotions in the workplace?

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 organizational 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 workplace. 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 workplace 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 workplace 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 workplace to improve organizational behavior? Definitely, in any workplace 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 to controlling emotions within the workplace (Hatch 2006, 176-212). Douglas McGregor proposed assumptions in looking at means of handling emotions in the workplace 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 workplace.

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” which is negative and pessimistic in the 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 workplace (Ash 1992, p. 198-207).


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.

Download full paperFile format: .doc, available for editing
Contact Us