Manage Your Emotional Culture by Sigal Barsade and Olivia A. O’Neill…
Manage Your Emotional Culture
by Sigal Barsade and Olivia A. O’Neill
how employees think
how employees behave
How customer-focused, innovative, team-oriented, or competitive employees are or should be
important to an organization’s success
Affective values, norms, artifacts, and assumptions of employees
Which motions to express
Which emotions to suppres
How people perform on different tasks
Negative emotions lead to negative outcomes
How to express the emotions at works
Organizations lack emotion
Leaders pay little attention to their emotional culture
customers have fun too
Improve customer service
This is the degree of affection, caring, and compassion that employees feel and express toward one another.
units with strong cultures of companionate love had lower absenteeism, less burnout, and greater teamwork and job satisfaction than their colleagues in other units.
Can lead to poor financial performance, burnout, and low job satisfaction.
“threat rigidity” (the tendency
to narrow one’s focus under threat)
More confident if the fear is low
Some companies have begun to explicitly include
emotions in their management principles
Facial expression and body language
the most deeply entrenched elements of organizational culture are the least visible.
Create an Emotional Culture
Ineffective to cover employees emotions
employees can fake the emotions
Mimic the emotions
Extended venting can lead to poor performance
Feelings are contagious