Tackling the Feelings That Drive Performance

Tackling the Feelings That Drive Performance MIB Tran Thi Ai Vy Faculty of Economics and Commerce Topic 8 Hoa Sen University Study Questions Overview emotion‘ perspectives Previous perspective Today’s perspectives and its importance Case study Intel Corp Position of emotion in today. Emotion and Emotional intelligence Dimensions of emotion How to focus on Positive and Active Don’t forget to let them catch their breath The emotional foundations of team effort Watch out for negative emotions The importance of recognizing emotional frameworks Using observational tools Attending to the nonverbal messages Solutions to overcome negative outlooks Stimulating positive feelings Creating an action orientation Previous perspective of emotion in workplace Work should be disciplined, followed commands and controls. Emotions are being managed at work in order to meet the display rules stated by organization. (Ashforth & Humphrey, 1993; Hochschild, 1983; Morris & Feldman, 1996) Today’s perspectives of emotion in workplace Major General Albert B “if you are not having fun in your job, there is something wrong.” Daniel Goleman “Good moods enhance the ability to think flexibly and with more complexity, thus making it easier to find solutions to problems” Workplace emotions help to explain important individual and organizational outcomes (Arvey et al., 1998) “A learned capability based on emotional intelligence that results in outstanding performance at work’’ (Goleman,2001,p. 27) Importance of emotion in workplace Emotion plays critical place for manager to achieve grater success, to make decision, to create enthusiasm, trust and cooperation by which employees have positive climate to increase performance Where is the position of emotion Emotion is trending to move toward to negativity rather than positivity due to, competition, unrest, never ending advanced tech…. Ambiguousness (sự mơ hồ) of recognizing the value of fun in work place. Managers are not ready to launch emotional climate into workplace. No framework to guide this work Emotion and Emotional intelligence Emotion is a physiological state involving the endocrine system and the autonomic nervous system and identified, assessed and controlled through process of emotional intelligence Emotional Intelligence is ability to recognize and regulate emotions both within the self and others Bar-On’s (1997, p. 14) ``an array of non-cognitive capabilities, competencies and skills that influence one’s ability to succeed in coping with environmental demands and pressures’’. Dimensions of emotion Positive/ inactive Calm Hopeful Relaxed Happy Peaceful Sympathetic Safe Satisfied Warm Positive/active Motivated Enthusiastic Helpful Creative Curious Cooperator Focus Negative/ inactive Tired Sad Powerless Bored Weak Fearful Anxious Negative/ active Angry Stressed Defensive Protective Jealous Resistant Dimensions of emotion Negative versus positive: Indicates how happy employees feel. Positive leads employees eager to do a good job Negative emotion may cause bad result in performance. Inactive versus active Means how much energy employees feel Inactive condition is one of the determinants causing people’s feeling down about their work. Oppositely, active feeling brings high productivity. Positive and active are significant issues to be focused How to focus on Positive and Active * Reduce Stress: Don’t forget to led yourself and employees catch breath Rest or sleep are the basic needs, people need them periodically to recover energy/ work-life balance. Need to arrange and encourage rest To keep the positive top half of the grid (positive/ inactive and positive/active. If not, they may slip from top half to the negative bottom haft of the grid (Negative inaction and negative/ active) Read the case of Wal-Mart How to focus on Positive and Active 	The emotional foundations of team effort Psychologically, people are happy to help some one. When feeling happy, people quickly step toward and help people out. To bring happy mood, manager should point out what employees help is very important. How to focus on Positive and Active Watch out for negative emotions When employees fall in negative emotion where they feel resistance, powerless, strongest extrinsic motivators will improve performance at a reasonable lever Importance of recognizing emotional frameworks Using observational tools Asking people how they are feeling Identifying work- related emotions. Make sure to keep an eye on employee feeling toward work by putting some positive energy before discussion of tasks Avoiding to play the role of a parent of a child. Remembering the limitation of legality, especially something relating to employees’ health Attending to the nonverbal communication “ What we say is less important than how we say” Observe S.O looks and sounds When being asked “How are you”, an angry person may make a curt (cộc lốc) answer “Oh, just fine”. You can recognize their feeling in their tone, facial expression, gesture (cử chỉ) An intelligent manager need to read accurately and response to the non verbal cues by humorous line, smile or kind word of thanks for all effort. The importance of recognizing emotional frameworks Discuss the case “what to say an underperformance employee” To assess emotional perspective. If employee has positive emotion, other reasons should be considered and then focus on solution. If negative feeling is the cause, manager should fix that attitude first before trying to get employee caught up in work. Further discussion the case of Joan. Solutions to overcome negative outlooks Stimulating positive feelings Self-awareness and self management Manager should recognize your own emotions and try to manage it by music, book, relax, movies, etc to change circumstances Social awareness The ability to understand the emotions, needs, and concerns of other people, and share or let them know you understand and care how they are feeling Relationship management Develop and maintain good relationships, communicate clearly, inspire and influence others, work well in a team, and manage conflict. Creating an action orientation Shift the good feeling into useful action is important Clear assignment Sufficient resource Achievable challenges Rich feedback Meaningful purpose