Prince Mohammad Bin Fahd University

College of Business Administration

Business Department

Fall 2018/19

BUSI3312 Organizational Behavior

Section: 106

Dr. Ghayur Ahmad

How Model of Emotion Effect Performance and Attitude

Student’s Name and ID:

Saleh Al sarraf 201600384

Omar Alshallali 201502970

Bassel Alharbi 201501292

Abdulaziz Alsuhaimi 201600373

Hamad Alshtaiwi 201401992

Saud Alzahrani 201600267

Abstract

Our performance and attitude affected be any situation we face. Sometimes we do

not get involve on the workplace or we do not feel comfortable. Usually, people who did

not get involved in the workplace, their performance does not match the required effort.

Therefore, when we feel comfortable and we like the workplace environment, our

performance will increase and could be higher than the required effort. So, our

performance and attitude are affected by our emotion. In this paper we will illustrate how

could emotions effect on the performance and attitude specially on the workplace. If our

emotions are positive, employee performance will be higher and they are willing to

perform more than the required effort. When we our emotions are negatively affected our

performance and attitude would not be as much as the required.

Methodology:

In this paper, we used secondary resources such as journals, books and articles.

And we tried to briefly look for resources that match the subject. However, we found a

high volume of articles that match our topic, so we chose the best we can get.

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Table of Contents

Introduction..........................................................................................................................3Model of Emotions Effects on Performance.......................................................................4Model of Emotions Effect on Attitude................................................................................4Further Performance Influencing Factors............................................................................7

Motivation........................................................................................................................7Competence.....................................................................................................................7Supporting Resources......................................................................................................8Ability & Health..............................................................................................................8Misleading Management.................................................................................................9

Conclusion……………………………………………………………………………….10References..........................................................................................................................11

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Introduction

Attitude and performance are usually affected by any situation we face, whether it

affects positively or negatively. Sometimes we face some problem that affects our

emotions which lead to decrease in our performance and attitude. However, sometimes

when we solve the problem out performance will be better. Our emotions will affect our

performance and attitude. When we are in workplace it could affect our energy that we

put on the work. People who get satisfy on the workplace they are the one who stay on

work and other they usually get out of work or they do not put the required effort that

they must put on work.

Accordingly, emotions can be defined as intense feelings that are directed at

someone or something. Which mean how an individual feel react to something. Our

emotions could be affected based on one event which could be in seconds or minutes.

Also, when our emotion be affected, mood will be affected, because they have direct

relationship. When the emotions get affected, our mood will be either positively or

negatively affected. According to Staw and others (Staw & Barsade, 1993; Staw et al.,

1994; Wright & Staw, 1999), they have found that employees who report more frequent

levels of positive emotions tend to be more socially integrated in the organization, thus

likely leading to higher engagement and citizenship than those who reported fewer

positive emotions.

Model of Emotions Effects on Performance

Human emotions are, to a large extent, subjective and non-deterministic. The same

stimulus may create different emotions in different individuals, and the same individual

may express different emotions in response to the same stimulus at different times.

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Emotions can have both a positive and a negative impact. They impact on the way we

think and act, and affect the way we respond to challenges and how we function under

pressure. They can impact on our judgment and influence how we handle difficult

decisions.

Emotions can have both a positive and a negative impact. Good decision-making

can therefore hinge on our mood and emotions in the moment. There are studies that

provide evidence that a lack of appreciation and engagement fuel absenteeism and

discontent at work. There are studies that provide evidence that a lack of appreciation and

engagement fuel absenteeism and discontent at work. A person’s attitude is a settled way

that he or she think or feel about something. They reflect how we feel about something.

Employee attitudes are the evaluations employees make. There are three major

components of an attitude: 1-Affective attitude like a feeling 2-Behavioral attitude like an

action 3-Cognitive attitude like an evaluation.

Good decision-making can therefore hinge on our mood and emotions in the

moment. Model of emotion can affect performance by negative and positive way. For

example, when you're working in any company your performance will affected by Work

environment can be negative or positive The key is to develop the emotional intelligence

of your employees.

Emotional quotient can be improved by training that can have a positive impact on

both the professional and personal lives of your employee's performance that making the

employees being better in the work. For example, Happy employees are more likely to be

motivated, and to interact more positively with colleagues and customers. There are

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studies that provide evidence that a lack of appreciation and engagement fuel absenteeism

and discontent at work.

Model of Emotions Effect on Attitude

A person’s attitude is a settled way that he or she think or feel about something.

However, they are evaluative statements either favorable or unfavorable about objects,

people, or events. They reflect how we feel about something. It can be literally any aspect

of their life. Whether it is from their personal daily life or educational life. In this report

we will mainly focus on the employee attitude. Employee attitudes are the evaluations

employees make, ranging from positive to negative, about objects, people, or events as it

is arguably amongst the most important out of all three. Because in that certain type of

attitude, it will have an impact on the entire organization as a whole whereas personal

attitude and educational attitude will affect the individual only.

For example, if Apple’s employees had a negative attitude or weren’t charismatic

enough, there would not be any major innovations in the company. As they will all lack

the positive attitude and the desire to drive their company into achieving more success.

Of course, in the real world this is not the case, as apple has one of the best employee-

attitudes in the world. And a huge part of the reason of apple’s success goes back to

them. There are three major components of an attitude: 1-Affective attitude like a feeling

2-Behavioral attitude like an action 3-Cognitive attitude like an evaluation. All three are

closely related. An example of Affective attitude is an employee saying “I dislike my

supervisor”. An example of Behavioral attitude is someone saying “I am looking for

other work, I have complained about my supervisor to anyone who listen”.

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If you turn your attention back to figure 6-2 above, you will notice that there are

four main aspects of how the structure of mood works. First we have high positive effect

which covers emotions like alertness, excitement, elated, and happy. If all these were

used by an employee, they would be a big positive step towards success and

achievements. Second, we have low negative impact which covers emotions such as;

content relaxed and calm. These attitudes aren’t terribly bad to have in an employee. But

still, there is always room for improvement. Third we have low positive affect. This

covers attitudes like sadness, depression, and broadness.

Finally, high negative affect covers attitudes like nervousness, stress, and tenseness.

An employee should never use these attitudes in the work place because it will increase

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the negative feeling with other employees which will make the organization suffer

because they are all directly related to one another.

Further Performance Influencing Factors

However, in general and away from the emotional factors, it is important to

analyze the performance of a workplace. The analyzing of performance can show a

number of factors that affect having a high job performance. The human resources

efforts to find and deal with these factors provide the company more reliability and

effectiveness reaching the goals and vision of the company.

Motivation

It is always the first and most powerful factor that moves performance to higher

levels. In the analysis of human behaviors in general, motivation was found to be the

most powerful engine. Each human being behaves according to a deal of motivation. For

example, you look hard for a job because you are motivated by the need to have money.

However, in a job, higher external and internal motivations can play an effective role

with enhancement of an employee's performance (Nickols, 2012). It joins the employee

in the goal directed behavior that enables him to satisfy different needs. Human resources

always try to provide the strongest motivations to guarantee the greatest job performance.

Competency

However, reaching the highest levels of performance requires an employee to be

competent. Having the right competency enables the employee to get more innovative

with job ideas and more creative with the application of the strategies and techniques of

task doing. In case of the lack of competencies, an employee's job performance will be a

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waste of time and effort. Psychologically, the lack of competence turns an employee into

an unconfident person who cannot trust the results of his performance. As a result, in

many cases, he does not want to go deeper into the task doing to avoid unwanted results.

Human resources can overcome lack of competencies through continual training.

Supporting Resources

Motivation and competencies have to be integrated with the affordance of

resources. It is not normal that a motivated and well competent employee can work on the

preparation of online commerce without having the resources that facilitates his job like

having a laptop, internet connection and certifications of work online (Nag, 2016). Such

organizational resources can be in the form of physical infrastructure as it can also be in

the form of psychological training and job related developments. Lack of resources also

has an effect on the employees' motivation while it does not affect high competence of an

employee.

Ability & Health

The ability to work is a basic cornerstone of having good performance. This

requires an employee to be in good health and having a stable mood. They are both a

good source for high productivity (Bean, 2018). In workplace, an employee is not able to

have good performance result if he persists on frequent absenteeism. Feelings of illness

and health troubles forbid an employee to do his utmost in workplace. In addition,

absenteeism forbids accomplishment of tasks so the results either delay or vanish.

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Misleading Management

Management plays an important role that affects performance of the employees.

The existence of managers and supervisors who do not believe in innovation or

creativeness provide a misleading feedback to the employee (Oldham, & Cummings,

1996). They can provide him with misguidance that swerves the track of the employee

towards a high performance. In addition, poor leadership also uses a corrupt vision which

leads work away from the appropriate performance.

Conclusion:

In conclusion, if employees and managers’ emotions are positive, then,

performance will be outstanding, but if emotions are negative, performance will only

match the required effort or won’t reach the required effort. Therefore, we advise

managers and employees to increase the awareness of emotions and performance. Due to

that, employees and managers will make their attitudes better, and this will affect

positively on organizations and costumers as well.

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References

1. Avey, J. B., Wernsing, T. S., & Luthans, F. (2008). Can Positive Employees Help

Positive Organizational Change? Impact of Psychological Capital and Emotions

on Relevant Attitudes and Behaviors.The Journal of Applied Behavioral

Science,44(1), 48-70

2. Bean, B. (2018). Factors Affecting Employee Performance

3. Oldham, G. R., & Cummings, A. (1996). Employee creativity: Personal and

contextual factors at work. Academy of management journal, 39(3), 607-634.

4. Nickols, F. (2012). Factors Affecting Human Performance

5. Nag, A. (2016). 16 Factors that Lead to Poor Performance at the Workplace

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