Publication details
Emotional Literacy in Organizations. On the intersection of sociological and psychological phenomena
| Authors | |
|---|---|
| Year of publication | 2015 |
| Type | Article in Proceedings |
| Conference | 18TH INTERNATIONAL CONFERENCE ENTERPRISE AND COMPETITIVE ENVIRONMENT |
| MU Faculty or unit | |
| Citation | |
| Web | https://ece.pefka.mendelu.cz/sites/default/files/ece_2015_final.pdf |
| Keywords | emotions; economics; sociology of emotions; expectation; rationality; emotional literacy |
| Description | The theoretical framework is focused on sociological dimension of emotions. Managerial world is traditionally supposed to be entirely rational, whereas emotions were considered as psychological or physiological phenomena. Research shows that emotion in the sociological perspective of the organizations can become a key success concept of the organization. Moreover, the intercultural background may be an influential issue related to emotional behaviour of managers, employees or businessmen. The theoretical framework is based on the theory of emotions as a social phenomena, as mentioned by R. Collins or T. D. Kemper. The paper also presents concepts of organizational sociology as mentioned by A. Hochschield. Emotions from the sociological perspective seem to be an important aspect which has influence on a key success of people in organizations. The second part of the paper presents an empirical research, based on the in-class behavioural experiments (n = 157), showing which emotion-related behavioural aspects correlate with the tendency to be a manager/leader (we call them "fixed" behavioural aspects or "ingredients"). On the other hand we have identified other set of emotion-related behavioural aspects that do not correlate with the preference to be a leader (and we call them "optional" aspects or "organizational flavours"). Consequently, based on the findings, we call for the need to establish an "emotional literacy" as a part of the HR management, so that the leaders can to create emotionally healthy and well functioning organizations. |