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One way of thinking holds that the mental process of decision-making is (or should be) rational: a formal process based on optimizing utility. [1] Rational thinking and decision-making does not leave much room for strong emotions. [2] In fact, emotions are often considered irrational occurrences that may distort reasoning. [3]
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]
Emotional choice theory posits that individual-level decision-making is shaped in significant ways by the interplay between people’s norms, emotions, and identities. While norms and identities are important long-term factors in the decision process, emotions function as short-term, essential motivators for change.
[17] [19] Work flexibility empowers employees by reducing the incidence of work-family conflicts and engagement in planned quitting to improve overall quality of life. [17] Positive affect is a fringe benefit of work flexibility that pays rich dividends to both employees and their employers, empowering the former and improving the ability of ...
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Regret and disappointment are emotions experienced after a decision. In some cases, regret has created a stronger desire to switch choices than disappointment. [13] Emotions affect different types of decisions. [1] [2] Emotions have a strong influence on economic behavior and decision-making. [14]
Emotional labor is the process of managing feelings and expressions to fulfill the emotional requirements of a job. [1] [2] More specifically, workers are expected to regulate their personas during interactions with customers, co-workers, clients, and managers.
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