Significance of emotions in understanding organizational behaviorOrganizational 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).