Tackling the feelings that drive performance doc

– Don’t forget to let them catch their breath – The emotional foundations of team effort – Watch out for negative emotions – Using observational tools – Attending to the nonverbal messag

Tackling the Feelings That

Drive Performance

MIB Tran Thi Ai Vy

Faculty of Economics

Study Questions

– Previous perspective

– Today’s perspectives and its importance

– Case study Intel Corp

– Position of emotion in today.

– Don’t forget to let them catch their breath

– The emotional foundations of team effort

– Watch out for negative emotions

– Using observational tools

– Attending to the nonverbal messages

• 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

endocrine system and the autonomic nervous system and identified, assessed and controlled through process of emotional intelligence

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

– Tired

– Sad

– Powerless

– Bored

– Weak

– Fearful

– Anxious

– 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

• 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.

negative bottom haft of the grid (Negative inaction and negative/ active)

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”

– 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

– Manager should recognize your own emotions and try

to manage it by music, book, relax, movies, etc to

change circumstances

– 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

– 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