Understanding the Behavior of the Employeesâ€Myassignmenthelp.Com

Question: How to Understanding the Behavior of the Employees? Answer: Introduction Organizational behavior is the study of understanding the behavior of the employees and their level of interaction among each other (Huning, Bryant and Holt, 2015). Regulation of workplace emotion defined the situation, where the employees are inclined to hide their emotion for maintaining the norms and demands of jobs. The research essay will describe the impact of workplace emotion on the job satisfaction level of the employees. The research essay will also analyze the role of supervision and leadership towards influencing the level of workplace emotion of the employees. Moreover, some suggestions will also be provided to the organizations towards improving the organizational behavior. Discussion Organizational behavior explores the way organization member interacts with the groups within their organization. Effective organizational behavior is highly required for fostering more efficient business operation. This research paper has highlighted the issues of workplace emotion among the employees. The literature review section of the research has identified that controlling workplace emotion can drive to negative impact on the mind of employees. In this way, it can lead to employee dissatisfaction. According to Whittle, (2015) interaction of the employees with their supervisor can increase the level of anxiety among the employees. Supervisors are the individuals, who directly evaluate the performance of the employees. Moreover, the employees often cannot express their emotions due to fear and job demands. It ultimately leads to dissatisfaction among those employees. On the other hand, Henle and Gross, (2014) opined that direct interaction with the supervisor can make flexible r elation of the employees with the supervisors. Increasing interaction with the supervisors can make strong bonding between them, which can lead to increased job satisfaction. While considering the Maslows Motivational theory, it has been found that employees have some social needs for getting satisfaction in the workplace. As per this theory, employees need high level of kind supervision from the supervisors. Kind supervision can enhance the level of enthusiasm of the employees on their job role. As per Matta et al. (2014) the employees can better interact with the kind supervisors and share their level of dissatisfaction with the supervision. It can foster position emotion within the employees that can lead to high level of satisfaction to the employees. On the other hand, Kaplan et al. (2014) kind supervision often can lead to increasing tendency towards making the work easier. However, such approach can often lead to lower employee productivity as well as organizational productivity. Without proper control, kind supervision can be proved to be ineffective for the employees as well as the whole organization. 6Employees need to have sufficient level of autonomy for their high level of job satisfaction. However, the level of employee autonomy tends to be low in the workplace under direct supervision of the supervisors. As per Sears and Humiston, (2015), under the direct supervision supervisors, employees often feel continuously monitored and controlled. It can lead to the feeling of irritation and undervalued for the employees within the employees. Moreover, Hodges, (2017) opined that the expectation of the supervisors often causes constraints for the employees towards expressing their emotion. In this way, such behavior of the supervisors can lead to negative effect on the mind of employees. Lack of proper autonomy often leads to decreased power of the employees towards handling their own job roles. The research has highlighted that employees are more affected emotionally by their supervisors than their colleagues or customers. On the other hand, Niven, Sprigg and Armitage, (2013) opined that increased level of employee autonomy leads to less control of the supervisor on the employees. It can often lead to increased employee arrogance within the workplace. In this way, it can often suffer interpersonal relationship of the employees. As per the hygiene theory of motivation, providing sufficient responsibility to the employees is highly required for making the responsible employees happy. The supervisors should provide enough ownership to the employees for performing their job roles. It can maintain positive relationship of the employees with their supervisors. Another issue, which has been highlighted in this research paper, is the issue of emotional regulation. Emotional regulation is the process in which the employees select to express their emotion experienced from the workplace either in automatic or in controlled way. According to Hadley, (2014), employees habitually regulate their emotional display and emotion for conforming to the norms and expectation of their workplace. They can also control their workplace emotion for the demands of their jobs. Moreover, Grandey, (2015) opined that emotional regulation often becomes harmful for the employees, as it involved the acting without authenticity. Suppressing emotion has both cognitive and psychological costs, which includes cardiovascular activation and reduced memory for social information. As per free trait theory, compromising with the emotional and physical strains can actually lower the quality of life of the employees (Bowen, 2014). Furthermore, free trait theory also suggests that suppression of emotion is also seriously associated with physical strains of the employees. The employees can face serious issues of job stress, job burnout and emotional exhaustion. In this way, it ultimately increases the dissatisfaction level of the employees and reduces their productivity level. On the other hand, Kim, Bhave and Glomb, (2013) opined that emotion regulation often minimizes the chance of workplace aggression. Moreover, the employees can get less scope to raise unnecessary issues in their workplace. Personality is the most significant role among the employees, which determines the ability of the employees towards performing a specific job. Generally, the personality of the coworkers and managers influence the working situation of an organization. Moreover, the personality of the employees also affects the success of an organization. Therefore, the human resource manager should significantly identify the personality of the employees during recruitment and selection. As per the big five trait theory, there are five types of personality, which can differentiate one employee from others. According to Hodges, (2017), the employees having openness in their personality are more inclined to feel the emotion and are more adaptive. They have good leading power towards managing a perfect team with the organization. On the other hand, the employees having Conscientiousness personality are more hard working and dependable. Therefore, the HR manager often selects such employees for performing any project needing hard working. Apart from that, Hadley, (2014) stated that employees having extraversion personality tend to be in the presence of other people. Therefore, such kinds of employees are not willing to perform any desk job and more inclined to deal people. Hence, HR manager are more likely to select such employees for dealing clients or managing groups. The employees following self-determination theory are more likely to strive for their self-growth in the organization. Moreover, they are more expressive in expressing their emotion. According to Whittle, (2015), employees having regulation on their emotion experience high level of depersonalization with themselves. Moreover, they have a feeling of isolation in their workplace, which can hamper their job satisfaction level. However, Sears and Humiston, (2015) opined that the supervisors having transformational leaders can create positive emotion among the employees. The employees can get high level of support from the supervisors in competing complex jobs. Moreover, transformational leaders are more likely to understand the issues of the employees and feel the same as the emotion of the employees. In this way, such kind of leadership can better link the positive emotion of the employees with employee satisfaction. On the other hand, Hadley, (2014) opined that there is lack of direction and control on the employees in transformational leadership. It can ultimately lead to loss of inspiration of the employees in their job role. Conclusion While concluding the study, it can be said that the success of an organization is highly dependent on the level of perfect organizational behavior. The level of interaction in the workplace creates workplace flexibility, where the employees can have a feel of job satisfaction. Suppression of workplace emotion can drive negative impact on the mind of the employees. It has been found that the employees can feel high level of anxiety during the interaction with the supervisors. Furthermore, the employees often feel under continuous control and monitoring during the interaction with the supervisor. Moreover, emotion regulation in the workplace ultimately leads to job strains among the employees. It can lead to high level of job stress, job burnout and emotional exhaustion. Personality plays a big role among the employees, which determines their ability towards performing specific job role. Therefore, the human resource manager should consider the personality of the employees during the r ecruitment and selection process. However, transformation leadership can create positive emotion among the employees, which can enhance their job satisfaction level. Recommendation Emotional suppression has been considered as an important issue on organizational behavior. It creates negative emotion among the employees by reducing their job satisfaction level. The organizations should follow flexible organizational structure. In such organizational structure, the employees would be better able to communicate their issues with the upper management. Moreover, immediate solution of the employee issues can lead to positive emotion among the employees. On the other hand, the supervisors of the employees should follow transformational leadership. In such leadership, the supervisors should provide some level of autonomy to the employees for performing their job roles by their own. It would enhance the value of the employees in their workplace. Moreover, the reduced level of control and monitoring can also lead to employee satisfaction. Apart from that, the supervisors should follow kind supervision and recognize the employee issues in their job roles. It would minimiz e the level of emotional suppression and enhance the level of employee satisfaction. The supervisors should also be supportive to them in facing any complexity in their job role. Moreover, the performance measurement process of the organization should be in systematic way rather than random way. It would help the employees towards freely interacting with the supervisors. They can be ensured that they are not being monitored during simple interaction with their supervisors. Apart from that, the supervisors should take the initiatives by their own towards understanding the reason behind the negative emotion of the employees and take appropriate remedies for revolving their issues. Reference List Bowen, J.L., 2014. Emotion in organizations: Resources for business educators.Journal of Management Education,38(1), pp.114-142. Grandey, A.A., 2015. Smiling for a wage: What emotional labor teaches us about emotion regulation.Psychological Inquiry,26(1), pp.54-60. Hadley, C.N., 2014. Emotional roulette? Symmetrical and asymmetrical emotion regulation outcomes from coworker interactions about positive and negative work events.human relations,67(9), pp.1073-1094. Henle, C.A. and Gross, M.A., 2014. What have I done to deserve this? Effects of employee personality and emotion on abusive supervision.Journal of Business Ethics,122(3), pp.461-474. Hodges, D.Z., 2017. 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