Discuss the below;
Affective events theory.
According to the affective events theory, emotions are critically important to how employees handle work place situation. The model expresses that there is a relationship between workers' internal influences and their reactions to occurrences that happens during their work day that influences their performance, work commitment and long-term satisfaction.
Therefore, affective events theory offers two important messages. To begin with, emotions give significant insights into understanding employee behavior. The model shows how daily uplift and hassles impact employee satisfaction and performance. Second, emotions in organizations and the events that cause them ought to be disregarded, even when they appear to be minor. This is on the grounds that they accumulate. It's not the force of uplifts and hassles that prompt to emotional reactions, however more the rate with which they come about.
How to Use Affect Theory to discuss improving job satisfaction and job performance
To determine if employees are actually satisfied with the work they do, firms usually carry out surveys to measure workers' level of job satisfaction and to identify areas-on-boarding, employee incentive programs, job training etc- for improvement and job enrichment. Since employment fulfillment varies for every person, administration teams use several different strategies to help the majority of employees within an organization feel satisfied with their place in the organization. One demonstrated approach to improve work satisfaction is rewarding employees based on performance and positive behavior.
These constructive changes in behavior demonstrate that individuals learn from their surroundings and that corporate culture plays a large part in creating job satisfaction. Managers are tasked with dealing with this positive culture and seeing how every worker is influenced by social influences in the work environment. No two individuals are the same; this is the place managers become possibly the most important factor. Administrators must be observant and insightful, identifying what motivates high levels of job satisfaction in each individual and ensuring employees get what they require. A manager's customers are their subordinates in some ways. Understanding this dynamic is an important component of the role of management.
Discuss how you can use emotional intelligence to create a positive work environment
Manager has to put into consideration the welfare of other especially the employees. As leaders, we need to be more compassionate and show maturity along with our passion in order to balance what the job requires with the human spirit. Workers don't want to feel like a group of steers - but as individuals who are being acknowledged for their diligent work and effort. Generally, employees don't need a boss that holds their hand; they just need to be reminded of what is anticipated from them. People will perform, if this is done with proper tact and good heartedness.
Also, as a manager I will help employees experience significance. Leaders ought not to become involved with changing over their employees to be more like them - but instead in motivating workers with how the employment can advantage their life, not simply the bottom line. Permit your workers to acknowledge and experience the human side of what achievement can bring to their families and life outside of work.
It critical for manager to be responsible like others in the organization. Simply on the grounds that you are in-control doesn't imply that you can't be an equal. This implies that as a leader you must consider yourself equally accountable and implement the same rules of engagement that you anticipate from your workers. The best leaders always do - but in today's work environment this behavior must be more deliberate. Workers acknowledge leaders who share their perks and privileges. They need their leaders to be a more integrated of the group; more accessible and less mysterious.
Being mindful of their needs it a factor that can also help to create positive work environment. One will not be doing his or her job as a leader if your workers are not close to or working at their capacity. Your sensitivity radar should dependably be on. This implies that you are reaching their maximum capacity as you are about yourself. Everyone has the ability to improve and increase their productivity and performance. On the other hand, improvements are a consequence of continuous recommendations suggestions and feedback.
Explain how you can make changes in the job characteristics and job demands to increase job satisfaction and performance.
According to the job characteristic model, workers can react differently to the same occupation. Under the model, it's conceivable to modify the position to increase satisfaction and motivation, which leads to better performance. Types of job attributes that I will change include autonomy, variety, task significance, task variety and job based to feedback. I will also ensure I match the employees to jobs with characteristics that best meet their individual attributes. This will definitely increase the employee desire to perform well.
Based on the Job Demands-Resources model, I will encourage the employees to craft their own jobs so that they become more engaged and satisfied. Job crafting refers to changes employees can proactively make in their own job demands and resources. It can take the form of decreasing one's hindrance job demands, increasing one's challenges, or increasing one's job resources.