The relationship between a manager and his workers significantly affects the workers level of performance in a job. Unfitting management practices often deflate the employees morale. Such practices also cause stress on the workers, which may also result in critical health issues. Moreover, disgruntled and exploited employees often stop caring about how they handle their work. Instead, they may start asking more money for additional tasks, and they may even hurt their place of work through theft. As such, it is essential to conduct a substantial research on how the management department in an organization can handle their workers for a continued improved performance of the organization. This can be attained through an analysis of the attitudes and emotions of stakeholders in an organization, leadership and employees well-being, and appropriate research methods in occupation healthy psychology.
Attitudes and Emotions at the Workplace
Emotions and attitudes in the workplace play a substantial role in how an organization communicates and performs within itself and with the outside environment. Moral emotions at the workplace such as anger, gratitude, and admiration create a substantial emotional impact on the participants and the organizations. Consequently, the impacts of such emotional states at work, both behavioral as well as attitudinal poses a great significance to individuals, groups as well as the society. This is the primary reasons as to why it is essential for managers to promote positive emotions and attitudes when interacting with employees in an organization. Positive emotions and attitudes trigger favorable outcomes such as job enrichment and increased the productivity of workers. On the other hand, negative emotions at work foster fear, stress, guilt, anger, and hostility among the affected stakeholders. Ultimately, negative emotions heighten the predictability of workplace deviance.
There are certain events and conditions that contribute the most to anger, gratitude, and admiration for work. The examples of events that the cause the most anger are those that entail the use of a despotic imposition of rules on the employees by the management department. In such a case, the organization leaders impose their decisions pertaining various issues unilaterally without any consultation with the employees. However, the management techniques, which involve the employees in the decisions making process make such stakeholders grateful and appreciated in an organization. Moreover, events, where there is a direct dialogue between an organization's leaders and employees, enhances the employees admiration of their work and organization. Consequently, such events are marked by a high achievement and excitement of employees in their workplace. Also, the personnel in the organization portrays task persistence, enhanced cognitive functions, self-efficacy and emotional resilience among others.
There are also several ways through which leaders in an organization can create holistic views of group entities when assigning different responsibilities at the workplace. Such ways include the usage of socialized thinking between the leaders and employees, in an effort to unlock the collective potential of different stakeholders in an organization. Also, by structuring a self-empowered workforce, different forms of organizational changes can be driven without much resistance. Individuals at the workplace can also use a personalized approach in tackling various functions in an organization. A personalized approach can be effective because different persons have different emotions and attitudes when executing various functions at the workplace. Such characteristics enable persons to attain unique goals by using individual competencies as well as skill gaps for the attainment of a common organizational goal.
Leadership and Employees Well-Being
It is paramount for leaders to use effective communication skills when addressing workers in an organization. This is because leaders who include their employees in structuring all events in an organization makes such personnel more productive in their job functions. There is a broad range of leader behaviors and KSAOs that are imperative for subordinates well-being. Leaders should be courteous to the subordinates to promote their morale and productivity in their job functions. Moreover, leaders should have effective listening skills and patience to aid them in incorporating the subordinates ideas in major decision-making processes in an organization. Ultimately, readers should be respectful and approachable to facilitate the attainment of good communication between them and their subordinates in an organization. It is also essential for such leaders to have appropriate KSAOs so as to promote the employees well-being. The KSAOs are the human attributes such as knowledge, skills, abilities as well as characteristics that are essential when interacting different stakeholders in an organization.
So as to ensure that the leaders uphold appropriate behaviors and KSAOs at their workplace, there are various methodologies that can be employed such assessments. One of such methodologies is the Essential Behavioral Leadership Qualities (EBLQ) approach that was proposed by Olu (2006). Leaders can also employ the 8 pillars of character that were proposed by Perlis (2012). From Perlis theory, the leaders can evaluate their performance towards their employees by evaluating their fortitude, temperance or responsibility, prudence, justice or fairness and trustworthiness (Perlis, 2012). Others include respect, caring skills and ability to offer the citizenship rights of all the employees. Such skills can also be trained to leaders through attending special management programs such as the human resource management program. Additionally, leaders should adopt multilevel approaches to occupational health that are capable of accounting for the between-group differences in occupational stress. In this approach, various techniques such as hiring counselors to manage the staffs stress levels at the workplace can be employed.
Research Methods in Occupation Health Psychology
From an evaluation of longitudinal designs and analysis of publications, there are numerous inferences that portray that the leadership behavior of leaders in an organization significantly impacts on the performance of employees in an organization. Additionally, the Big Data method can be employed in analyzing the workers attitudes as well as well-being while functioning in a working environment. This method entails the use of large sets of data to forecast patterns, trends as well as associations that relate to human behavior, well-being, attitudes, and interactions. Nevertheless, leaders should be able to identify any biases on various publications employed certain findings as moderators in stressor-strain relations between leaders and employees in an organization. Ultimately, through the knowledge of the Occupation Health Psychology (OHP), organizations can avert occupational accidents that may face the employees due to poor treatment by the leaders. The leaders can also use the OHP strategies to ensure that all staff members feel appreciated in the workplace in order to promote continued organizational performance.
In conclusion, it is evident that the behavior of leaders in an organization has a substantial impact on how their employees perform. Bad leadership practices normally deflate an organizations personnel morale and consequently affect their total performance. Moreover, such practices may cause stress on the workers or even make them develop critical health issues. As such, leaders should be considerate of effective moral emotions in the workplace such as anger, gratitude, and admiration since they have a substantial emotional impact on all the participants and the organizations. Moreover, leaders should use effective leadership behaviors and KSAOs to promote their subordinates well-being.
Olu, O. A. (2006, March ). A Method of Assessing Leadership Effectiveness: Introducing the Essential Behavioral Leadership Qualities Approach. Performance Improvement Quarterly, 19(1), 25-40. Retrieved from https://eric.ed.gov/?id=EJ843495
Perlis, M. M. (2012, September 16). 8 Ways to Assess Leadership. Retrieved from Forbes: https://www.forbes.com/sites/margaretperlis/2012/09/16/inside-excellence-character-8-ways-to-assess-leadership-and-your-candidates/#49d7b09362ff
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