Q: 1 What is the difference between the emotion and attitude? Give example of each.
Emotions and attitudes in the workplace play a large role in how an entire organization communicates within itself and to the outside world. Events at work have real emotional impact on participants. The consequences of emotional states in the workplace, both behavioral and attitudinal, have substantial significance for individuals, groups, and society.
Emotions are defined as the expressions of feeling caused by something or someone which can be differentiated by duration, quality and intensity. It becomes visible through verbal and non-verbal communication. Emotions are feelings, ...view middle of the document...
For example, an employee who works in a poor work environment, low payment compared to the amount of he/she does, and long working hours would result in managers facing employees with negative work attitudes. This would be expressed by phrases such as "I hate working in this place" hate is an emotion and it would manifest itself in negative attitude toward the place such us, the employee might show up late to work on regular bases, high level of absenteeism.
To sum up, a clear distinction between emotion and attitudes could be put in the following. "Attitudes are judgments, whereas emotions are experiences. In other words, attitudes involve conscious logical reasoning, whereas, emotions operate as events, usually without our awareness. We also experience most emotions briefly, whereas our attitude toward someone or something is more stable over time.
Q: 2 in any service organization, employees are dealing directly with their customers. In some cases they do something against their belief. Discuss such situation.
In the workplace, sometimes people discover that what they belief in and their attitude is conflicting with their behavior or their actions. Thus, leaving them in a state of emotional inconsistency. For example, for an employee who has a very high organizational commitment may conflict with his beliefs that family ties come first. He will be found spending long hours at work as well as working on weekends yet, he might think to himself that this is would lead to him being promoted or a chance of getting an incentive. By justifying the behavior, he would be more relaxed and content with himself.
Another example is employees who work in a restaurant and highly belief in the disadvantages of alcohol. At the same time the employee strongly belief in dedication, hardworking and loyalty to the place he works for and doing what the boss asks him to do which is in the interest of the business. The employee finds himself in a very awkward position when alcohol was introduced to the menu and he was asked to serve it to the customers. In this situation, the employee is confronted with two contradicting beliefs, his beliefs of the disadvantages of alcohol and his contribution to serving it to the customer. As a result, the employee behavior is not consistent with his belief, and prompting the employee to change his belief or find a way to ease things up by actually rationalizing that situation by thinking that drinking alcohol is a personal issue and adults know its disadvantages and that’s it's not something the employee have to worry about. By shifting the attitude this way, behavior is not any longer inconsistence with the attitude or belief of the employee. Thus, the conflict is resolved.
Q: 3 define the emotional intelligence. How can you utilize such idea in directing your subordinates' behavior.
Emotional intelligence is a contemporary parallel area of interest directed at discovering ways people can manage their...