Demonstrate avoidance of plagiarism through proper use of APA citations and references for all paraphrasing and cited material. Implement editing and revision techniques.
Focusing on employee emotional satisfaction is the most important aspect of success in any type of business organization.
For this reason, they must be satisfied with their work and motivated to remain involved with the company.
You are expected to work towards the emotional satisfaction of your employees, but too much luxury can be detrimental. Emotional satisfaction makes employees feel secure in their organizational policies and convinced that they need to contribute their skills and talents to the growth of the company they work for.
An example of employee satisfaction relates to the sense of security they feel when they are not discriminated against based on class, gender, age or disability.
Emotional support for employees is mainly provided by management to determine strategies and policies for organizational development.
Specific controversies relate to employee time commitments and reduced productivity as companies can no longer pay close attention to individual employee sentiment.
Proponents of this controversy correctly point out how employees’ emotional job satisfaction leads to team building and cohesion, as well as a reliance on high levels of politics and decision-making skills. The downside of this controversy is that the emphasis on employees’ personal feelings can take time to be properly analyzed and management to make decisions based on it.
Employee satisfaction through emotional support leads to a proper personality analysis, enabling management to resolve many behavioral problems and deploy team members more effectively in the production process.
The literature review section discusses the importance of emotional satisfaction for job performance and employee motivation in companies. Two different perspectives are analyzed in this technique. A group of critics support the idea of focusing on and responding to the emotional needs of employees. Another group ignores the importance of emotions in the workplace as the main reason for time. Loss of consumption and productivity.
Emotional intelligence is one of the most important factors in understanding a company’s HR needs and requirements. Different team members come from different cultural and social backgrounds, and therefore have different thought processes and ideologies. According to Shooshtarian, Ameli, and AMINI (2013), emotional intelligence is a combination of psychology and management. This helps determine job satisfaction, commitment to the company, and level of performance at work. The concepts presented by these authors relate to the fact that emotional satisfaction correlates with employee job satisfaction. This is because there is a strong relationship between the emotional understanding between employees and their management, so there is actually room for reassurance about their jobs, and employees are more likely to do what they want with the support of their managers. This is due to the fact that they are confident that they can achieve their goals as well. Or you can effectively overcome any challenge. Emotional satisfaction can also affect problem solving. Therefore, the authors recommend continued focus on employee satisfaction through emotional safety channels.
Emotional satisfaction is also related to team development and team bonding. Modern employees tend to tackle team-oriented tasks and work collaboratively. If your employees don’t feel connected to their colleagues, you won’t achieve the desired average as a team. to Anwar et al. (2017), work pressure is another reason why companies need to focus more on the emotional well-being of their employees. So some critics believe that if employees are mentally healthy, they can handle more work pressure.
Employee mental fatigue leads to low motivation and high turnover. If experienced employees are not mentally satisfied with their work, they cannot survive in the corporate culture. According to Skaalvik and Skaalvik (2017), emotional intelligence is closely related to motivation and job performance. A toxic company culture does not value employees for their skills and experience. For this reason, when many experienced employees find that they are not being respected or are not using their skills properly, they seek other companies or turn to their organization’s competitors.
Conversely, if Lee and Chelladurai (2018) put more emphasis on the individual emotions of large groups of employees, the company’s own time may be wasted. This makes it impossible to test and analyze the emotional intelligence of every employee. According to Yoke and Panatik (2016), Theory X and Theory Y are divided into two parts, one group intending to work and expand their professional skills, while another group intends to acquire new skills, etc. I’m not going to learn and contribute to growth. So these people are totally unmotivated and their emotional intelligence seems to be an excuse to waste time for the organization.
From this we can conclude that emotions play an important role for members of our community in the development of relationships between members and at higher levels. This determines whether employees are motivated and connected to the organization. With high employee social satisfaction, an organization can overcome any hurdle and achieve any goal. However, a lack of emotional satisfaction can lead to high turnover and lower company productivity. According to some critics, it is difficult to analyze the needs of each employee in an organization to determine emotional satisfaction. Therefore, it is more effective and practical to classify according to skill. However, in many companies, employees spend most of their time at work and therefore expect authorities to be aware of their emotional needs, so they are happy in their work lives. It has been proven time and time again that it is necessary.
Anwar, M., Chandralin, G., Darsono, J.T., Respati, H. (2017). Job Performance Survey for Lecturers: Assess motivation, emotional intelligence, organizational culture, and transformational leadership, with job satisfaction as an intermediate factor. IOSR Business and Management Journal, 19(6), 1-9.
Lee, Y.H. & Chelladurai, P. (2018). Emotional Intelligence, Emotional Work, Coach Burnout, Job Satisfaction, and Turnover Intentions in Sports Leadership. European Sports Administration Quarterly, 18(4), 393-412.
Shushtarian, Z., Amelie, F., Amini, L. M. (year 2013). Impact of workers’ emotional intelligence on job satisfaction, job performance and engagement.
Skalvic, E. M. & Skaalvik, S. (2017). Are you motivated for the lesson? Associations with school goal structure, teacher self-efficacy, job satisfaction, and emotional fatigue. Education and Teacher Training, 67, 152-160.
York, L.B. and Panatic, 2016. Emotional intelligence and job performance. International Business Administration, 10(6), S. 806-812.
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