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When employees participate in the decision-making process, they may improve understanding and perceptions among colleagues and superiors, and enhance personnel value in the organization. Participatory decision-making by the top management team can ensure the completeness of decision-making and may increase team member commitment to final decisions.
The consequences of emotional states in the workplace, both behaviors and attitudes, have substantial significance for individuals, groups, and society". [1] " Positive emotions in the workplace help employees obtain favorable outcomes including achievement, job enrichment and higher quality social context ". [ 2 ] "
Organizational behavior management (OBM) is a subdiscipline of applied behavior analysis (ABA), which is the application of behavior analytic principles and contingency management techniques to change behavior in organizational settings. Through these principles and assessment of behavior, OBM seeks to analyze and employ antecedent, influencing ...
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.
Organizational behavior has been linked to overall organizational effectiveness, thus these types of employee behaviors have important consequences in the workplace. Organ expanded upon Katz's (1964) original work. [1]
When employees perceive that they are receiving fair treatment in comparison to their coworkers, they perceive more support. The equity theory says that employees feel entitled to what they are given as workers based on their inputs to the job. Therefore, fairness can be perceived even if the rewards differ in size, based on employee rank.
Outputs are defined as the positive and negative consequences that an individual perceives a participant has incurred as a consequence of their relationship with another. When the ratio of inputs to outputs is close, then the employee should have much satisfaction with their job. [citation needed] Outputs can be both tangible and intangible. [13]
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]