Organizational Behavior | Question and Answer

ORGANISATIONAL
BEHAVIOUR

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Q1 Importance of emotion in workplace context.
Any organisation becomes successful when the emotional and physical state of the
individuals is good. Emotion has a very close relation with the motivation which has a major
role in the development of the individual and their performance within the firm (Farh, Seo
and Tesluk, 2012). Effective events theory also suggests that emotions drive the performance
of the individual and leads to job satisfaction. Emotions help an individual to deal with the
changes in the environment within the company (Carlson, et al 2011). If the emotional
attachment with the organisation is higher then there is a better chance that the people will
work with more dedication and enthusiasm considering it as their family. This also has
impact on the development of the skills within the firm. This is because if the members of
firm have an emotional attachment with the firm then they also try to perform well for which
they keep on developing themselves (Porath and Pearson, 2012). It is the role of the
management to ensure that their employees have better emotions towards the firm.
There are multiple things that are affecting anyone’s emotion. This includes the way in which
individual’s culture is respected by the firm. If the ethical ways are adopted for treating the
people from different culture then there is a better chance that management will be able to
build positive emotions about the firm. According to the affective event theory, emotions also
drive the job satisfaction level of the individual which again has a critical role in retaining the
talents (Ashkanasy and Dorris, 2017). It is also to be understood that there are certain
personal things that drives the emotions of the individual which has a direct on the way an
individual is going to focus on their work. If the emotional state of an individual is good then
he or she will be going to look forwards their job role and will try to achieve the goals that
have been given to him by the organisation. Suppose an individual is under stress then he will
not be able to focus on his work which will reduce his productivity and at the same time it
will also reduce the quality of his work. Emotions also have an impact on the way an
employee supports the organisation in its difficult times. This can be understood by the fact
that if the employee has an emotional attachment with the firm then he or she will work
harder towards achieving their organisational goals so that the company can come out of its
difficult times (Ashkanasy, Zerbe and Hartel, 2016). On the other hand if the emotions of the
individuals are not good then if they see that organisation is not performing well then they try
to leave the organisation.

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There are both positive and negative outcomes of emotions on the organisation. For example
emotions have impact on the way an organisation is dealing with the change management.
This is because if the organisation is able to drive the emotions of the people then they will be
able to reduce the challenges related to employee resistance and if not then the change
process will fail. This will not be good for any organisation (Miner, et al 2012). According to
the Broaden and Build theory of positive emotions broaden one’s awareness as well as it
encourages exploratory thoughts of the individual. At the same time it also ensures that an
individual thinks differently and has multiple solutions for the problems he or she is facing.
This helps an organisation to come of various types of challenges and also ensure that there
are multiple ideas generated from within the organisation.
On the other hand this theory also suggests that if the emotions of the individual are not very
good then it is highly possible that he or she will not be able to deal with the problems in an
effective manner. It narrows down their approach towards dealing with something
(Fredrickson, 2013). The negative emotions always build immediate action behaviour in the
individual which is not good for the organisation that aims to achieve its goals on the long
term. It is seen that it is the emotion that is having direct impact on the way an individual
thinks and if the negative emotions are present in the leaders or managers then they will not
be able to come with out of the box idea which might results in failure of the organisation in
dealing with the barriers. If the emotions are heathy towards the organisation then that
employee is most likely to remain with the firm while if the emotions are negative then the
chance that they will leave the firm enhances (Grandey, Diefendorff and Rupp, 2013).
Q2. Strong leadership skills
Whenever a company looks for the leaders, the first priority of the company is that the
candidates have the strong leadership skills. There are various types of skills that need to be
present in order to be successful. According to the Great man theory of leadership a leader
needs to have confidence, social skills, charisma and intelligence which must be present in
him by birth (Ramchunder and Martins, 2014). These traits are essential because a leader has
to face many types of situations and he or she must know how to motivate their employees so
that their performance remains as per the expectation of the company.
On the other hand in order to ensure that an individual has different kinds of traits that allows
them to remain an effective leader are self-confidence, and courage. This is because an
effective leader is the one that does not fear about taking any kinds of decisions (Andreescu