Matches in DBpedia 2016-04 for { ?s ?p "Emotions in the workplace play a large role in how an entire organization communicates within itself and to the outside world. “Events at work have real emotional impact on participants. The consequences of emotional states in the workplace, both behavioral and attitudinal, have substantial significance for individuals, groups, and society”. “Positive emotions in the workplace help employees obtain favorable outcomes including achievement, job enrichment and higher quality social context”. “Negative emotions, such as fear, anger, stress, hostility, sadness, and guilt, however increase the predictability of workplace deviance,”, and how the outside world views the organization.“Emotions normally are associated with specific events or occurrences and are intense enough to disrupt thought processes.”. Moods on the other hand, are more “generalized feelings or states that are not typically identified with a particular stimulus and not sufficiently intense to interrupt ongoing thought processes”. 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.” “The starting point for modern research onemotion in organizations seems to have been sociologist Hochschild’s (1983) seminalbook on emotional labor: The Managed Heart”. Ever since then the study of emotions in the work place has been seen as a near science, with seminars being held on it and books being writing about it every year to help us understand the role it plays. (Cynthia D. Fisher)Among the many reasons to be interested in human emotionsin the workplace, foremost is that as applied scientists, one of our aspirations is to increase human welfare. Rather than being objective,welfare is subjectively defined by people in terms of theiraffective reactions to organizational events. Consequently, if wecan find ways to alter organizational practices, social processes, ortask designs in ways that increase positive emotions and reducenegative emotions, the welfare of organizational members is directlyincreased. (http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.116.260&rep=rep1&type=pdf)"@en }
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- Emotions_in_the_workplace abstract "Emotions in the workplace play a large role in how an entire organization communicates within itself and to the outside world. “Events at work have real emotional impact on participants. The consequences of emotional states in the workplace, both behavioral and attitudinal, have substantial significance for individuals, groups, and society”. “Positive emotions in the workplace help employees obtain favorable outcomes including achievement, job enrichment and higher quality social context”. “Negative emotions, such as fear, anger, stress, hostility, sadness, and guilt, however increase the predictability of workplace deviance,”, and how the outside world views the organization.“Emotions normally are associated with specific events or occurrences and are intense enough to disrupt thought processes.”. Moods on the other hand, are more “generalized feelings or states that are not typically identified with a particular stimulus and not sufficiently intense to interrupt ongoing thought processes”. 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.” “The starting point for modern research onemotion in organizations seems to have been sociologist Hochschild’s (1983) seminalbook on emotional labor: The Managed Heart”. Ever since then the study of emotions in the work place has been seen as a near science, with seminars being held on it and books being writing about it every year to help us understand the role it plays. (Cynthia D. Fisher)Among the many reasons to be interested in human emotionsin the workplace, foremost is that as applied scientists, one of our aspirations is to increase human welfare. Rather than being objective,welfare is subjectively defined by people in terms of theiraffective reactions to organizational events. Consequently, if wecan find ways to alter organizational practices, social processes, ortask designs in ways that increase positive emotions and reducenegative emotions, the welfare of organizational members is directlyincreased. (http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.116.260&rep=rep1&type=pdf)".
- Q5373817 abstract "Emotions in the workplace play a large role in how an entire organization communicates within itself and to the outside world. “Events at work have real emotional impact on participants. The consequences of emotional states in the workplace, both behavioral and attitudinal, have substantial significance for individuals, groups, and society”. “Positive emotions in the workplace help employees obtain favorable outcomes including achievement, job enrichment and higher quality social context”. “Negative emotions, such as fear, anger, stress, hostility, sadness, and guilt, however increase the predictability of workplace deviance,”, and how the outside world views the organization.“Emotions normally are associated with specific events or occurrences and are intense enough to disrupt thought processes.”. Moods on the other hand, are more “generalized feelings or states that are not typically identified with a particular stimulus and not sufficiently intense to interrupt ongoing thought processes”. 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.” “The starting point for modern research onemotion in organizations seems to have been sociologist Hochschild’s (1983) seminalbook on emotional labor: The Managed Heart”. Ever since then the study of emotions in the work place has been seen as a near science, with seminars being held on it and books being writing about it every year to help us understand the role it plays. (Cynthia D. Fisher)Among the many reasons to be interested in human emotionsin the workplace, foremost is that as applied scientists, one of our aspirations is to increase human welfare. Rather than being objective,welfare is subjectively defined by people in terms of theiraffective reactions to organizational events. Consequently, if wecan find ways to alter organizational practices, social processes, ortask designs in ways that increase positive emotions and reducenegative emotions, the welfare of organizational members is directlyincreased. (http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.116.260&rep=rep1&type=pdf)".