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Interview with Dr. Sara Fazzin Dean, Faculty of Business and Management at NCIUL . Dr. Sara Fazzin is the author of the book: Emotion-Based Approaches to Personnel Management: Emerging Research and Opportunities.

Why emotions in the workplace?

Emotions in the workplace are nowadays one of the most difficult thing to tackle in order to improve the strategic directions of a company. If we think for a moment, we are in an economy that is highly social, where social means we put ourselves out there and we expect others, from family to colleagues, from friends to perfect strangers, to consider our social identity. We are what I like to call an ‘emotional hub’. So it seems only fitting that an organisation’s interest should shift towards its employees’ emotional states and their implications.

If you could summarise your book in a few words, what would they be?

First of all, writers are very unfamiliar with the concept of summarisation – or at least I am! Jokes aside, I would probably say that employees should be seen as the real asset of a company, because they implement and make organisational culture alive, which in turn ignites the company’s drive to innovation and competitive advantage. Without employees – and I do not mean only what we consider talent – an organisation is nothing.

So where should managers apply the concept of the emotional hub?

Potentially in every area of the organisation. We are used to think of the implications of emotions in marketing, for example, or consumer behaviour. Human resource management is another area where it is easier to see the importance of employee’s emotion, how to properly engage with job performance, change management initiatives, or hiring processes. On top of that, emotions have implications also in a new perspective when it comes to the workplace. Technologies have a huge impact in the way we work, form smart working to virtual team projects. You might be able to deal with your colleagues via Skype, emails, social media, and any other mobile meaning. Dynamics change, and everything gets even more complicated when you add into the mix a form of artificial intelligent machine. Whether your organisation employs emotional analytics solutions in different areas of the supply chain, we all need to start thinking about the emotional implications of having an artificial intelligent machine as colleague, and how to deal with their new form of emotional intelligence.

 

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