Emotions, Motivation, and Performance

Emotions, Motivation, and Performance

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Emotions affect motivation and performance. Employees’ emotions affect their motivation which in turn affects performance. The emotional experiences in the workplace determine if an employee will be satisfied or not which will affect their motivation and performance. Positive emotions such as satisfaction, fulfillment, and joy have a positive association with motivation and performance (Güven, 2013). Similarly, negative emotions such as failure, dissatisfaction, and frustration are negatively associated with motivation and performance. Therefore, the emotional climate within an organization can influence motivation and performance (Latham, 2011). Managers should concern themselves with individual moods as well as workplace emotional states to enhance motivation and performance.  

For example, in the workplace, employers can facilitate positive emotions to enhance motivation as well as performance. This can be done by creating a climate of positive emotional experiences such as hope, confidence, and optimism (Güven, 2013). Such a climate can be achieved by facilitating cooperation, consideration, and freedom of speech. Through the positive emotional experiences, emotional fatigue, stress, and tension would be reduced associated with higher levels of motivation and improved performance.

However, according to Popa & Salanta, (2013), motivation can also impact emotions and performance. Activities in the workplace aimed at enhancing performance such as motivation strategies can elicit various emotions that correlate with employees’ preferences or targets and may have negative or positive impacts on performance. For example, an employee would experience negative emotional reactions if they realize that a motivational strategy is not significant to their wellbeing. This would harm performance. Therefore, emotions, motivation, and performance are linked together. They influence each other leading to various outcomes. Managers should not separate the three concepts when working on performance enhancement strategies.

References

Güven, G. (2013). Using emotion management for motivation in educational organisations:      Construction of meaning, experiences and reflections. Procedia – Social and      Behavioral Sciences 89, 129-132.

Latham, G. (2011). Work Motivation: History, Theory, Research, and Practice. SAGE           Publications, Inc.

Popa, M. & Salanta, I. (2013). The Emotions’ Role in the Motivation Process, 42-47.