Imagine you are the branch manager of a large bank. You want to improve both job

Question

Imagine you are the branch manager of a large bank. You want to improve both job satisfaction and job performance in your branch. Using the affective events theory as your framework that you previously practiced in the Learning Activity, create a 10-slide PowerPoint presentation and either add audio or notes below your slides which addresses the following:

Describe the affective events theory and explain how work events impact job satisfaction and job performance.
Describe how you might use emotional intelligence to control mood and create a positive work environment in your branch.
Explain how you might change job characteristics and job demands to improve job satisfaction and performance.

Explanation / Answer

The Affective Events theory is mainly concerned with how employees feel while working, the events that cause these feelings and how in turn these feelings impact the organizational attitudes and behaviors. This theory is well known as an important addition to the discussions related to the employees emotional experiences at the workplace.

Emotional intelligence (EI) refers to an assortment of non-cognitive skills, capabilities, and competencies that influence a person’s ability to succeed in coping with environmental demands and pressures.

a.  Self-awareness: Being aware of what you are feeling.

b.  Self-management: The ability to manage one’s own emotions and impulses.

c.  Social skills: The ability to handle or detect the emotions of others.

d.  Several studies suggest EI may play an important role in job performance.

e.  EI is controversial and the pros and cons are as follows:

Affective events theory states that an event in the work environment triggers positive or negative emotional reactions. AET recognizes that emotions are a response to an event in the individual work environment. The environment creates work events that can be hassles, uplifts, or both. These work events trigger positive or negative emotional reactions that are moderated by the employee’s personality and mood. AET offers two important messages. First, emotions provide valuable insights into understanding employee behavior. Second, emotions in organizations and the events that cause them shouldn’t be ignored, even when they appear to be minor. This is because they accumulate. It’s not the intensity of hassles and uplifts that leads to emotional reactions, but more the frequency with which they occur. Current and past emotions can affect job satisfaction.

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