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Forces that aggravate emotions in your workplace .pdf

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By Jody Urquhart

There are forces in your workplace that could be causing negative emotions to build up and affect
performance and morale:

Rules that Mask Emotion: Rules and policies can strangle employees. Some work can also be
sterile, technical and at times not fulfilling. Repetitive work, especially tends to engender
complacency. Humans need to express their emotions. Since most full-time employees spend
the bulk of their day at work, you would expect them to take ownership and pride in something
that consumes so much of their time. If that ownership is threatened (by other employees,
changing policies, re-assigned projects, etc.), they may revolt and emotions will flare.
Controlling Managers: Management style really affects emotions. Autocratic styles don’t fare
well because these managers demand obedience and expect employees to do only as they are
told. If employees feel they are under constant surveillance, they learn to react and become
defensive about their work.
Robbing Employees of Positive Recognition: Employees aren’t at their best at all times. If they
are caught in the act of doing less-than-average work, when normally their standards are
higher, they may lash out in defense. Since many jobs aren’t project-based, they have no
beginning and no end; therefore, they offer no regular feeling of accomplishment on
completion. Employees may feel cheated of recognition and support from management.
Guarding Information: Information is power. Some employees may guard information as a
form of control. Again, if this information is threatened, they may revolt. This may show up in
anger, resentment, defensiveness, pleas for attention, and emotional outbursts. Employees
who don’t have access to information also resent the being left out of knowledge given to
others. Employees may feel they are victims rather than team members.
When People Don’t Feel Heard: If employees feel their ideas aren’t important or respected
then negative emotions will fester. Staff members may decide that they will just do the bare
minimum because anything above this will not be appreciated. When people do a good job and
don’t get recognized, resentment builds.
This is a small part of book “All work and No Say” by Jody Urquhart. You can go through the
whole book by visiting: All Work and No Say by Jody Urquhart

Thank You!!!
Jody Urquhart

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