In an organization, the performance of employees is significantly influenced by their moods and emotions. Generally, this conscious state of mind in the workplace can either be perceived as good or bad. When workers display positive feelings towards their operations, the overall productivity of the business will increase significantly. However, if the employees’ mood and emotions are disturbed, the likelihood of poor performance is high despite the effort and commitment directed to the given task. Within the corporation, both staff members and managers are expected to show a certain set of emotional responses such as approachability, empathy, and social control. They are supposed to raise their responsive concerns, which may result in sustained psychological distress. Consequently, this could lead to anxiety, thus undermining the worker’s effectiveness. This study will explore various literature and methodologies on how the management of Adnoc, an oil and gas company can influence the feelings of its workers and tailor their moods to achieve a productive outcome.
Effects of Moods and Emotions on Employees’ Behavior
Emotions and mood are essential in how workers perform their tasks. The given state of mind determines whether the workers’ perspectives will be positive or negative. Various studies have shown that decisions in the workplace or otherwise made while the employee’s feelings and attitude are not good are often unsatisfactory (Gabriel et al., 2020; Lebrón et al., 2018). In contrast, ideas and choices made by groups or individuals having a positive mood are significantly better (Shen et al., 2019). Further investigations have revealed that cheerful attitudes among staff members improve customer relations and other practices in the business organization (Guido et al., 2018; Bolisani et al., 2020). Generally, an employee’s mood is less intense and the likelihood of provoking it is low compared to their feelings. In most cases, the temperaments either come from home or have their origins in the workplace. For instance, workers may display aspects of anger or fear based on the current situation they are facing outside the work environment. However, when it comes to managing such scenarios most managers tend to respond to how the employees think and behave at work while ignoring external stimuli.
Similarly, poor psychological status hinders the overall concentration of an employee in the workplace. Workers will often shift their attention from the assigned responsibilities to the present state of mind making them lose focus. Therefore, the failure of a business organization to identify the current moods and emotions of its staff members may cultivate a destructive culture within the system leading to less productivity. In addition, the level of worker’s creativity reduces significantly when the attitude is not stable thus lowering the innovativeness of the group. Based on Myers-Briggs Type Indicator (MBIT) assessment test, staff members can either be grouped as thinkers or feelers. Thinkers will have their minds elsewhere if their emotions are affected, while thinkers will have a bad state of mind. Therefore, depraved reactions shut down ingenuity for both thinkers and feelers (Jaharuddin & Zainol, 2019). Workers in a bad state of mind are more likely to make irrational decisions that could negatively affect the organization’s performance. To prevent these, managers and other supervisors in Adnoc Company should give employees portraying aspects of a bad mood a formal break to enable them to stabilize their status.
In addition, quality of work and loyalty to the organization depends on the moods and emotions of the employees. According to De Clercq et al. (2019), happy employees are more likely to produce high-quality work and volunteer for extra tasks. Staff members with a positive attitude towards their organization will remain and serve the business entity over a long period of time. Consequently, studies have found that workers having poor emotional states are likely to be mean to their coworkers (De Clercq et al., 2019). When the relationship among colleagues becomes negative, the overall productivity in the workplace reduces significantly. This is because; such staff members have the ability to transmit negative feelings hence affecting their coworkers’ performance as well. This transfer of emotions could result in a positive or undesirable culture towards work and employers. It is therefore imperative for organizational leaders to closely monitor and regulate the emotions of their employees by subjecting potential cases to proper mental therapy.
This report used secondary data from qualitative studies made on the issue recently. Literature reveals a huge difference between positive and negative emotions on job satisfaction (Lan et al., 2021). Furthermore, Lan et al. (2021) reveal that constructive moods are directly correlated with job satisfaction. When workers have a stable state of mind, they are more likely to explore their potential fully making them feel engaged in their careers. Researchers have found that there are two types of effects that employees experience. There is the state effect which is usually effective for a short duration, trait effect last longer. Managers, therefore, have a role in discovering the impacts of emotions and working on them to ensure they do not interfere with employees’ performance.
How Emotions and Moods Cross from Work and Non-work Domains
There are five ways in which managers can influence the effects of employee moods and behaviors. First, the supervisor can formulate various employee communication programs where the workers meet and discuss their issues (Huang et al., 2018). These programs ensure that the staff members have adequate freedom and space to share and help each other cope with their state of mind in the workplace. To implement this strategy, the management team has to develop clear goals for the communication project that workers will strive to achieve. To facilitate such practices, leaders integrate modern communication programs to enhance employees’ experience, particularly younger employees. A worker’s character, gender, hobbies, age, and values must be considered before choosing the method. If applied effectively, the probability of lowering the negative impacts associated with the state of mind will be enhanced.
Furthermore, employers should use a performance-related pay system to ensure that employees will find ways to focus and concentrate on their work. While this method does not directly influence how the employee’s moods will be changed, it makes workers manage their attitudes to better their performance. Before using this method, managers should ensure that they create an enabling environment for the staff members to have positive moods and emotions. Organization management should conduct training programs to equip workers with adequate skills on how to minimize stress and bad attitudes in the job place. The trainers should advocate various methods such as trying to solve the issues first, communicating clearly, and meditating.
Managers can also reduce the effects of moods by using a team-based work approach where workforces are encouraged to work as a group. This working condition ensures that other employees compensate for any gaps left by a team member who is not in the right mood. Working as part of a team has the potential of improving creativity, innovativeness, and team spirit, two habits capable of shifting the employee’s perception of a bad attitude. Moreover, business leaders can employ constructive feedback to tell the employees when their emotions are not suitable for work and congratulate them when they are good. The technique will allow the entity to reduce the consequences of engaging an emotional worker. Managers should ensure that the employee’s family relationship is stable and thus off the job their state of mind remains intact without external disturbances. In this regard, administrators should train employees to separate their personal and professional lives.
Importance of Conflict Regulation in the Organization
The aspect of conflict regulation is crucial to the well-being of the business organization. In most cases, corporations encounter several internal feuds between managers and employees, workers and colleagues, or among employer and staff members. When the management fails to handle the scenarios effectively, the performance of the business operation will be at stake. The disagreements have the potential of generating poor moods and emotions among the involved parties. If such events occur, the likelihood of misunderstanding is high within the system. Emotions that are created by the conflicts have a way of making individuals perceive others to have bad intentions for them. Therefore, the leaders must formulate and implement various approaches to overcome similar situations in the company.
To cultivate a culture of trust within an organization, the management must ensure they regulate possible conflicts. In an entity where battles are prevalent, people are always cautious of one another and withdraw their efforts in helping one another to improve. To facilitate aspect of cooperation and team development, the management must ensure they initiate effective approaches such as minimal micromanagement to allow workers to undertake some crucial roles without supervision. When employees are allowed to perform and make decisions on their own, they will gain trust and hence remain committed and effective in their responsibilities.
Regulation of conflicts by managers in an organization also ensures that the company’s goals are achieved efficiently. Several research studies have indicated that whenever conflicts arise in an organization, the productivity level of the respective firm declines (Kuriakose et al., 2019). To counter such poor performance, most managers have developed a system that enables them to identify possible causes of misunderstanding before it causes serious fallout among workers.
How Leaders Could Positively Use Conflict to Positively Affect Employee Behavior
The problem of how to manage the employee’s behavior has been prevalent among scholars, psychologists, neurologists, and human resource staff, among others. It has been hypothesized that employers who use and manage conflict observe better relationships among workers. Conflict in an organization can hardly be good, but managers may use such misunderstandings to reach a desirable end. A leader can change the frame of a confrontation from having negative consequences to bringing in positive insights such as producing new ideas and testing their viability. Managers may encourage employees to use the conflict-groupthink theory where the proposed new idea is challenged by people trying to figure out its shortcomings. To ensure conflict is utilized correctly, the manager can ask the team members to have a group goal when arguing rather than individually. This inclusion is right since the person whose opinion is not operationalized does not feel like a loser.
In addition, the manager can create a work culture where the common goal is critical. In establishing this precedent, the manager should encourage team members with different opinions to voice them. Training on how to avoid and handle conflicts should be encouraged. All team members should understand and be able to apply mediation, arbitration, or evaluation whenever conflicts arise (Oludayo et al., 2018). Besides, team members should be willing to accept, admit defeat and go by others’ assertions whenever a need arises.
How Leaders Can Create a Positive Impact in an Organization
Generally, organization leaders have the responsibility of creating a positive work environment for employees to ensure the proper performance of the business organization. Processes such as team building have proven effective in enabling managers to develop a culture that motivates workers. To achieve this, the management team should focus on the Strengths, Teamwork, Aligns, and Results (STAR) model to obtain the most output from the various groups. Workers should be placed in teams that enable them to utilize their full strengths and potential to deliver services to the company (Huang et al., 2018). When making the respective teams, participants should align in personality and character to ease collaboration (Kuriakose et al., 2019). The combinations will ensure supervisors face minimal resistance leading to optimal contribution towards the set objectives.
The team leaders in different groups ensure that all discussions align with the team’s goals and objectives. The team leader also ensures that all team members, even those who are less verbal, get a chance to contribute during the group meetings. Therefore, providing a bigger picture, the management ensures that the results achieved by different groups or individuals are aligned with the corporate group. The administration has also identified that some people operate better individually than in a group. These are dealt with through monitoring, and although they are not constantly evaluated on what they are doing, they are supposed to meet a specified goal. Employee’s software is also checked to determine if they are logging in for work for the minimum amount of time. This kind of monitoring is necessary because the organization has many remote employees.
Recommendations to Improve Employee’s Well-Being in the Organization
Generally, the performance of any business organization is directly linked to the well-being of its employees. Therefore, it is necessary for the management team to formulate effective and reliable approaches to enhance the welfare of workers in the system. When a company fails to promote and ensure the comfort of staff members, the likelihood of employee turnover will be high. Issues such as stress, emotional instability, and limited concentration are possible consequences of having an uncomfortable workplace (Robbins & Judge, 2022; Shen et al., 2019). To avoid such impactful outcomes, an organization should use several recommendable techniques to enhance the employees’ welfare and state of mind such as recognition of good work and effective communication. Furthermore, the management team must create a positive working experience by allowing the workers to engage in decision-making practices to make them feel part of the company.
In an organization, managers have essential roles to play especially in dealing with the employee’s state of mind. An organization must identify possible fluctuations in the moods and emotions of its workers to curb negative effects on performance. Practices such as team building and effective communication are critical approaches that enable business managers to influence the attitudes of their staff members. The techniques when employed effectively, a corporation will create a positive impact on the workers leading to successful operations. Therefore, it is fundamental for the supervisors to monitor each employee and asses their moods before developing negative traits that might affect the welfare of colleagues. The leaders should be aware of effective theoretical perspectives that can allow them to influence the well-being of workers in the organization.
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