Slideshare to discuss emotions in the workplace using examples from text book and the company Zappos.

1. Chapter 11:
Processes of Emotion in the Workplace
by Carlita Jones

3. The Happiness Culture:
Zappos Isn't a Company — It's
a Mission
by Steven Rosenbaum

4. Article review:
- The article begins to explain how Zappos is an
innovative company thanks to its significant
difference from most other companies:
It focuses solely on the culture of the company
-Even more so than the actual products being sold
and customer satisfaction

5. Article review:
-The article goes into depth on Tony Hsieh (CEO of
Zappos) his life and the different choices he made
which led him to Zappos
The article then continues to discusses the core
values that employees follow at work and talk more
on their worklife

6. “When people talk about their work and their
feelings they rarely speak about what they do on
the job or the meaning of the job. They talk
almost exclusively about their involvement in the
life of the group…”
(Sandelands & Boudens, 2000, p. 52)

7. - More than often work relationships are largely emotional
- Relationships with coworkers, managers, and experiences
lead to such
- These emotions can vary from upset, happy, elated, or
frustrated

8. Waldron(2000) argues these four points are what causes
potential intense in emotion in work relationships:
-The tension between the public and private in relationships
-Relational networks and emotional “buzzing”
-Conflicting allegiances
-Emotional rights and obligations at work

9. -Emotion is a central part of the worklife
“Some scholars have recently looked across
these areas by trying to understand the
emotional rules for emotional display in the
workplace and by understanding the role
emotional intelligence plays..”

10. Kramer and Hess (2002) surveyed workers to learn about these perceived rules
Emotional Display Rules:
“Express emotions in a professional way”
“Express emotions to improve situations”
“Express emotions to the right people”
“Express emotions to help individuals”
“Do not manage emotions for personal benefit to the detriment of others”
“The expression of certain emotions is always inappropriate”

11. Zappos is a great example of how
emotions are central in the workplace
because they mainly focus on their
employees and their happiness, instead
of being more straight to the book with
rules on how to get the job done.

12. Two of Zappos culture values include:
- Build Open and Honest Relationships with Communication
- Build a Positive Team and Family Spirit
These can lead to more emotions being brought out within the company because
once emotions start to create, which is inevitable in the workplace employees
have to central rules which are telling them to create these strong relationships
and maintain them with have “honest relationships” and to have a “family spirit”
which can lead to stronger bonds with even more emotion.

13. "There's a lot of talk about work life separation or balance and so on, our whole
thing is about work life integration. It’s just life. And so the ideal would be if you
can be the same person at home as you are in the office, and vice versa. And
when people actually feel comfortable being themselves, so much creativity
comes out of that." -Hsieh
A lot of emotional rules could apply here in this organization,
mainly because they have so much freedom and input on
decisions made and a lot of these come from the person that
they have grown to become which would include adding
emotion to the job because they are basing decisions off of
life experience and morals.

14. "It's about giving employees permission and
encouraging them to just be themselves," says
Hsieh.
-Hsieh is all for creativity and giving employees opportunities to use their own
minds in the workplace
This might fall under the emotional rule:
“Express emotions to improve situations”

15. Questions/thoughts on
solutions:
-Are companies looking at changing the rules and
bylaws to include more planned events to sway
away from emotions?
-Are companies handling current emotions properly
that will not cause large problems within the
organization?

16. More questions:
-Is emotion is the workplace a bad thing or a great
thing?
-Should there be different rules for emotion is
different organizations?
-How do rules differ in different organizations and
why?

17. Thoughts:
-Currently beginning to look into emotions at my
current workplace and see where the emotional
rules apply
-Determining whether it is too much involvement
with emotions at my place of work or too less.

18. Future research ideas:
- Find an organization to monitor, get information
on how much emotional impact is applied to the
job, where, and how to make sure it is positively
affecting the organization.
- Monitoring things like arguments, employment
decisions, big decisions for the workplace, and
relationships between all types of workers.

19. Future research ideas cont.
-If they do find emotional imbalances, find a way to
avoid more of these from happening.
-Find a way for the organization to base more
professionally on growth within

20. Works Cited:
Rosenbaum, Steven. "The Happiness Culture: Zappos Isn't a
Company -- It's a Mission." Fast Company. N.p., 04 June
2010. Web. 03 Mar. 2016.