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Job Conditions and Leadership Initiatives

1. Show the impact emotional labor has on employees.
2. Describe affective events theory and identify its applications.
3. Contrast the evidence for and against the existence of emotional intelligence.
4. Contrast the three components of an attitude.
5. Summarize the relationship between attitudes and behavior.
6. Summarize the main causes of job satisfaction.
7. Describe the Myers-Briggs Type Indicator personality framework and assess its strengths and weaknesses.
8. Identify the key traits in the Big Five personality model.
9. Understand the implications of employee engagement for management.
10. Compare and contrast goal-setting theory and management by objectives.
11. Describe the job characteristics model and evaluate the way it motivates by changing the work environment.
13. Show how flexible benefits turn benefits into motivators.
14. Identify the motivational benefits of intrinsic rewards.

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Leadership

1. Show the impact emotional labor has on employees.

Emotional labor is defined as the degree of manipulation of one's inner feelings or outward behavior to display the appropriate emotion in response to display
rules or occupational norms. Examples of employees that include emotional labor as a part of their daily duties include waitstaff, valets, and hotel concierges.
There are three types of emotional labor: surface acting (where there is a high level of difference between how the employee acts and how he feels);
deep acting (when the employee uses a degree of his own emotions); and genuine acting (when there is little difference between how the employee acts and how he feels)
In the dissertation "The EFfects of Emotional Labor on Employee Work Outcomes," it was found that both surface acting
and deep acting associate positively with job satisfaction and negatively with emotional exhaustion. Genuine acting was found to associate positively with emotional exhau
stion and negatively with job satisfaction. (Kay-Hei-Lin-Chu, 2002, p 1)

Kay-Hei-Lin-Chu. The Effects of Emotional Labor on Employee Work Outcomes. Dissertation. (May 23, 2002) Virginia Polytechnic Institute and State University. Blacksburg, VA.
http://scholar.lib.vt.edu/theses/available/etd-06302002-164031/unrestricted/Chuetd.pdf

2. Describe affective events theory and identify its applications.

http://education-portal.com/academy/lesson/affective-events-theory-aet-definition-applications.html#lesson

3. Contrast the evidence for and against the existence of emotional intelligence.

The ability to express and control our own emotions is important, but so is our ability to understand, interpret, and respond to the emotions of others.
Components:
Perceiving Emotions: The first step in understanding emotions is to accurately perceive them. In many cases, this might involve understanding nonverbal signals such as body language and facial expressions.

Reasoning With Emotions: The next step involves using emotions to promote thinking and cognitive activity. Emotions help prioritize what we pay attention and react to; we respond emotionally to things that garner our attention.

Understanding Emotions: The emotions that we perceive can carry a wide variety of meanings. If someone is expressing angry emotions, the observer must interpret the cause of their anger and what it might mean. For example, if your boss is acting angry, it might mean that he is dissatisfied with your work; or it could be because he got a speeding ticket on his way to work that morning or that he's been fighting with his wife.

Managing Emotions: The ability to manage emotions effectively is a key part of emotional intelligence. Regulating emotions, responding appropriately and responding to the emotions of others are all important aspect of emotional ...

Solution Summary

This is a discussion of job conditions and leadership initiatives to improve them intrinsically and extrinsically

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