Perhaps the description of such figures is quite familiar to you: coworkers who never have a pleasant words, whether in the regular weekly internal meetings as well as in the chat in the cafeteria for lunch. People like this usually takes the energy in a brainstorming session because his comments are "not important".
Their tendency to easily "bore" is also disturbing. In short, their negativity can contaminate
the life of the office. As affirmed by the Wharton School of Management Professor Sigal Barsade who studied the influence of emotions in the workplace, emotion was contagious. "Various emotions spread from one person to another like a virus," he said. Barsade join the team of writers paper "Why Does Affect Matter in Organizations?" In the study of organizational behavior, "affect" is another word for "emotion". And, answers to written questions from the paper's title: mood, emotions and attitudes of all employees have an influence on performance, decision making, creativity, turnover, teamwork, negotiation and leadership. "Everybody brings their emotions to work," says Barsade.
"You bring your brain to work. You may also bring your emotions when working. The various feelings that stir the performance."
In the paper, Barsade and his team detailing the existence of three different types of feelings:
1. Discrete, is instant emotions, like love, anger, fear and disgust.
2. Mood, namely the long-term feelings and not related to specific causes, such as someone who is gay, or inferior.
3. Dispositional, or personal qualities inherent in a person who 'defines' the relevant overall. We often hear people comment, "He's always happy," or, "He's always been prejudice."
According to Barsade, some people do have better control of his emotions than others. However, it does not mean that the people in surrounding areas not affected by their mood. "You might not realize that you're showing your emotions, but that's reflected in facial expressions or body language. The emotions that we do not realize it could affect our thinking and behavior," he said.
To the managers suggested Barsade transfering positive emotions, such as by saying, "I know you're worried. Things do not look good, but you know we have a way to overcome it and we can work together."
Employees will appreciate honesty like that and can get a sense of comfort to be optimistic.
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