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There can be many consequences for allowing negative emotions to affect your general attitude or mood at work. "Emotions and emotion management are a prominent feature of organizational life. It is crucial "to create a publicly observable and desirable emotional display as a part of a job role." [5]
Some ways include: sharing emotions with peers, having a healthy social life outside of work, being humorous, and adjusting expectations of self and work. These coping skills will help turn negative emotion to positive and allow for more focus on the public in contrast to oneself.
That said, managing your anger doesn’t mean you have to stay quiet. Crockett recommends approaching a co-worker or boss and calmly explaining why their actions or words impacted you.
Bounded emotionality is a communications studies approach to dealing with emotional control in the workplace. [1] Emotional control simply refers to how employers and employees handle the range of emotions that naturally occur in the workplace.
Emotion work is a sociological concept that refers the effort of trying to change in degree or quality an emotion or feeling; it's the work of changing your feelings or displaying feelings that you don't feel. [1] Emotion work includes suppressing strong emotions that you feel, and evoking or producing feelings that you do not feel.
Frequency of experiencing net positive emotion will be a better predictor of overall job satisfaction than will intensity of positive emotion when it is experienced. [44] Emotion work (or emotion management) refers to various types of efforts to manage emotional states and displays. Emotion management includes all of the conscious and ...
Emotional competence and emotional capital refer to the essential set of personal and social skills to recognize, interpret, and respond constructively to emotions in oneself and others. The term implies an ease around others and determines one's ability to effectively and successfully lead and express.
Affective events theory model Research model. Affective events theory (AET) is an industrial and organizational psychology model developed by organizational psychologists Howard M. Weiss (Georgia Institute of Technology) and Russell Cropanzano (University of Colorado) to explain how emotions and moods influence job performance and job satisfaction. [1]