Impact of Emotions on an Employees Job Performance

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Impact of Emotions on an Employees Job Performance

Emotions are pure human psychological phenomena Employee is critically affected by their behaviors in the workplace An employees emotions and overall temperament have a significant impact on his job performance decision making skills team sprit and leadership and turnover What employees feel and how they express their emotions affects their performance Emotions directly influence on decision making creativity and interpersonal relations This research study analyzes the effects of emotions on employees job performance and investigates relationship between anger interest and trust of individual in work place with job performance Results showed that emotions in the workplace were considered important in relation to employee well being and job satisfaction only Anger often leads to aggressions towards colleagues while sadness leads to dissatisfaction with the job An emotion like anger interest trust is not instantaneous nor is it prolonged like a mood rather emotion is a brief episode of synchronized changes in mind and body which directly effects employees performance

INTRODUCTION

Employees job performance is effected in numerous way for instance earnings turnover performance awards job attendance and subjective performance impact of workplace education programs can also effect employees job performance on job place some sort of technical education always required to employees it support them to enhance their performance in manufacturing business workplace education has great impact on earning and insignificant impact on service

company Insufficient workplace education will lead to increase turnover more turnover declining the performance of firm Alen et al 1998 Stewart et al 1991 investigate that Managerial behavior and job performance are closely interrelated variables Behavior of managerial practices in different culture and countries has different results on job performance Their results showed that Americans manager performing managerial functions in USA same as Americans manager performing managerial function in Hong Kong It is shown that managers job performance is not effected by diversified culture and different societal values and working environment There is vital role of gender on job performance evaluation job performance attributes and advancements prospects Magid et al 1995 showed that gender differences issues always be problem for organizations because women are perceived not so work hard as men especially in tough working environment Such issues provide less chance to women for advancements in their career which definitely effected their performance also less chances of promotion Working with diversified workforce tends to be a great problem for todays employees Issues of races cultures language or belonging to different religion simply cannot be ignored by organizations Among these employees belonging to different races always facing potential problems providing their best job performance Jeffrey HGreenhause et al1990 showed that Career outcomes for black and white managers from different organization are different It is viewed that black mangers are less acceptable then white managers they perceived themselves as having less rating from their supervisors There promotability also effected They get low career satisfaction it is viewed that race is effected directly and indirectly on job performance On the job learning experience and individual characteristics effects the job performance Finding shows that strong learning effects on job performance If learning programs is given to employees then their job performance will enhance It is examined that turnover negatively effect job performance John H Bishop 1990 showed that when employees are not satisfied with their jobs obviously they think to switch their jobs to somewhere else ultimately effect their job performance There is another variable which effect job performance is wage growth If wage growth is sustained over the period this will affect employ

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