Chapter Eight – The Importance of Affect and Emotions to Leadership
This chapter starts off with how Sir Richard Branson found his success by choosing ventures that “sounded like fun”. Leaders succeed by motivating their employees by creating a positive, fun-filled atmosphere.
Leaders need to act like mood managers responsible to improve their employees’ moods and morale. I can picture the enthusiastic leaders who can have all these bursts of energy to brighten up a crowd. I am not one of those people. I can be motivated and dedicated to a role, but screaming and jumping for joy is not one of my strong suits. I can be, but I can lose energy so quickly.
One thing I found interesting was seeing the methods for controlling emotion in the workplace. The ones that stuck out to me were prescribing emotion and normalizing emotion. I saw this a lot in my job as an RA for people on my staff. Prescribing emotions are organizational rules and expectations that regulate which emotions employees display to other and the manner in which they display them. This must happen to people in retail. When my staff members are upset at how a resident treated them we cannot talk back to a resident. I tell my staff that they will have a backup, and to just essentially take a deep breath and speak nicely. When the situation is done, then I tell the staff to let it all out with the staff. The feelings are valid from the staff member, but our job is to be helpful to the residents. We cannot do that if we are filled with emotions. I can relate to this method a lot. The other method that I relate to is the normalizing emotion, which are procedures that restore the emotional equilibrium after the expression of disruptive emotions. This can help to rationalize a set of emotions. When I am doing a mediation between two roommates people usually deflect when it comes to the root of the problem. When discussing not trusting each other, then one roommate fires back by saying the other person does not take out the trash. It ends up being that someone talks about how they have been stressed this semester, so that is why they have been acting up. It normalizes what they are doing, and only helps the situation temporarily. It is usually a long process to get things fixed.
There were a few great points on how to use emotion to help in the workplace. One thing that we did was improving job satisfaction. It is important that emotion is used to improve the job satisfaction. If people are satisfied with what is happening at work, then they will work harder. We can do this by creating an inviting atmosphere for the work environment. It said in the book to create a fun atmosphere, and I think that really has to do with the dynamics between the employees. I hope to do that this upcoming year with my staff. Another thing that they said was valuing and rewarding employees. It is important that setting the tone of the workplace is by making sure that employees know they are in a supportive environment. People need to know there can be support and support within the environment, In order to do those controlling emotions in the workplace is crucial. If one person is angry at the moment, then they have to make sure they control their emotion. That way their negative feelings do now get spread to other people. We need to make sure we are all on the same page, and that there is also a space created to talk about feelings about problems.
We read this article because it shows the importance of how dealing with emotions affects how you are as a leader. You not only have to control your own emotions but you have to control the emotions of others. That is why it is important to know the methods on how to manage and control your emotions. They had some good examples of little things that can happen around the workplace, and they show solutions to those situations. I also needed to reflect on how I respond to situations with my emotions. Sometimes I just react instinctively, and I need to make sure I make the best move for the given situation.