Emoii

i comportament n organizaii
Raluca Tomsa
semestrul II 2014/2015

Spring

15
6

Emoii i comportament n organizaii

Evaluare .................................................................................................................................................. 3
Articole pentru prezentrile de la seminar ........................................................................ 5
2. Emoii i comportament la locul de munc: importana diversitii culturale
i demografice ................................................................................................................................. 5
3. Rolul diferenelor interindividuale n predicia comportamentului
organizaional: triada personalitate-emoii-atitudini ................................................... 5
4. Coaching-ul: dezvoltare psiho-comportamental i profesional n
organizaii ......................................................................................................................................... 5
5. Mentoratul: optimizarea comportamentului i performanei la locul de
munc ................................................................................................................................................. 6
6. Managementul stresului: intervenii orientate spre emoii i comportament
............................................................................................................................................................... 6
7. Abiliti de comunicare: tehnici de gestionare a emoiilor i a
comportamentului ........................................................................................................................ 6
8. Conflict i negociere: strategii organizaionale i psihocomportamentale ..... 7
9. Gestionarea echipelor: emoii, cogniii i comportament de grup ...................... 7
10. Comportamentele contraproductive orientate spre individ: Cazul hruirii
la locul de munc ........................................................................................................................... 7
11. Managementul timpului: intervenii n vederea optimizrii performanei la
locul de munc ................................................................................................................................ 8
12. Gestionarea emoiilor i starea de bine ........................................................................ 8
13. Echilibrul via personal - via profesional: un pilon al sntii i
eficienei individuale i organizaionale .............................................................................. 8

Evaluare

o analiz critic (ppt) pe baza unui articol de specialitate -2 p

Not: prezentarea i rezumatul vor fi trimise pe email -
raluca.tomsa@fpse.unibuc.ro cu 24 de ore naintea susinerii (vezi
planificare)


I. n ceea ce privete suportul powerpoint (0,20x5 = 1p )
1. Se va puncta prezena urmtoarelor detalii:
Autor, tema, sursa biblliografic (cu consemnarea datelor de
date de identificare, conform APA): - primul slide
Rezumat de maximum 300 de cuvinte n care sunt specificate:
obiectivul lucrrii, contribuia la cunoaterea problemei
abordate document word
2. Identificarea i precizarea ideii principale a articolului;
3. Listarea ideilor i argumentelor utilizate de autorul articolului;
4. Aprecieri asupra organizrii i calitii surselor bibliografice
utilizate;
5. Aprecierea personal asupra congruenei dintre informaiile
prezentate i concluziile autorului.

II. n ceea ce privete susinerea prezentrii (0.25x4 =1p) vom puncta :
Calitatea formatului;
Logica prezentrii secvenelor;
Claritatea, coerena, comprehensibilitatea discursului;
Calitatea rspunsului/explicaiilor la ntrebrile auditoriului.

o activitile de la seminar - 2 p

minim 4 participri = feedback prezentri sau fie activiti atunci
cnd este cazul (0.5x 4 = 2p)
poate fi compensat printr-o analiz critic suplimentar (vezi mai sus)

o o aplicaie practic sub forma conceperii i prezentrii unui plan de
training/ intervenie organizaional(tema este aleas la seminar) 5 p

Not: Documentaia aferent i prezentarea vor fi trimise pe email -
raluca.tomsa@fpse.unibuc.ro cu 24 de ore naintea susinerii (vezi
planificare)


Analiza i identificarea nevoii de formare/ intervenie (Ex: De ce este
necesar implementarea unui program de training de gestionare a
emoiilor la locul de munc?) 0.5 p

Prezentarea constructului propus (o analiz a literaturii de
specialitate-minim 10 surse de specialitate-articole i cri;
Ex: 1. Cum definim emoiile la locul de munc?
2. Care sunt principalele clasificri ale emoiilor la locul de munc?

3. De ce sunt importante emoiile n viaa organizaional?

4. Consecine ale emoiilor la locul de munc (relaia emoii i stare de
sntate, emoii i performan, emoii i comportamente extrarol,
emoii i atitudini la locul de munc, emoii i intenia de a prsi
organizaia) 1.75 p

Obiectivele programului de training/ intervenie 0.5p

Structura i coninutul programului (tipuri de exerciii, exemple) 0.5p

Planul de training i desfurtor 0.5 p
Resurse necesare 0.5 p

Buget 0.25 p

Beneficii obinute n urma desfurrii training-ului 0.5p

Un bonus de 1 punct va fi oferit celor care vor concepe i l

ivra o secven de training colegilor (10 min)

Portofoliul - va fi predat n persoan sau electronic pana pe 1 iunie i va conine:

1. Rezumatul analizei critice
2. Prezentarea ofertei de training si a planului de training/intervenie
organizaional
3. Cei care nu vor oferi feedback la seminar pot anexa fie de activitate de la
seminar sau rezumatul analizei critice 2.

 Articole pentru prezentrile de la seminar

2. Emoii i comportament la locul de munc: importana diversitii
culturale i demografice

1. Slater, S. F., Weigand, R. A., & Zwirlein, T. J. (2008). The business case for
commitment to diversity. Business Horizons, 51, 201209.
2. Umphress, E. E., Simmons, A. L., Boswell, W. R., & Triana, M. C. (2008).
Managing discrimination in selection: The influence of directives from an
authority and social dominance. Journal of Applied Psychology, 93, 982
993.

3. Rolul diferenelor interindividuale n predicia comportamentului

organizaional: triada personalitate-emoii-atitudini

1. Erdogan, B., & Bauer, T. N. (2005). Enhancing career benefits of employee

proactive personality: The role of fit with jobs and organizations.
Personnel Psychology, 58, 859891.
2. Morgeson, F. P., Campion, M. A., Dipboye, R. L., Hollenbeck, J. R., Murphy,
K., & Schmitt, N. (2007). Are we getting fooled again? Coming to terms
with limitations in the use of personality tests for personnel selection.
Personnel Psychology, 60, 10291049.
3. Ones, D. S., Dilchert, S., Viswesvaran, C., & Judge, T. A. (2007). In support of
personality assessment in organizational settings. Personnel Psychology,
60, 9951027;

4. Coaching-ul: dezvoltare psiho-comportamental i profesional n

organizaii

1. Kim, S., Egan, T. M., & Moon, M. J. (2014). Managerial Coaching Efficacy,
Work-Related Attitudes, and Performance in Public Organizations A
Comparative International Study. Review of Public Personnel
Administration,34(3), 237-262.
2. McDermott, M., Levenson, A., & Newton, S. (2007). What coaching can and
cannot do for your organization. Human Resource Planning, 30(2), 30.
3. Neenan, M. (2008). From Cognitive Behaviour Therapy (CBT) to Cognitive
Behaviour Coaching (CBC). Journal of Rational-Emotive & Cognitive
Behavior Therapy, 26(1), 3-15.

5. Mentoratul: optimizarea comportamentului i performanei la

locul de munc

1. Allen, T. D., Eby, L. T., & Lentz, E. (2006). The relationship between formal
mentoring program characteristics and perceived program
effectiveness.Personnel Psychology, 59(1), 125-153.
2. Freedman, S. (2009). Effective mentoring. IFLA journal, 35(2), 171-182.
3. Kahle-Piasecki, L. (2011). Making a mentoring relationship work: what is
required for organizational success. Journal of Applied Business and
Economics, 12(1), 46-56.

6. Managementul stresului: intervenii orientate spre emoii i

comportament

1. Keller, A., Litzelman, K., Wisk, L. E., Maddox, T., Cheng, E. R., Creswell, P. D.,
& Witt, W. P. (2012). Does the perception that stress affects health
matter? The association with health and mortality. Health Psychology,
31(5), 677.
2. Rafferty, A. E., & Griffin, M. A. (2006). Perceptions of organizational
change: a stress and coping perspective. Journal of Applied Psychology,
91(5), 1154.
3. Richardson, K. M., & Rothstein, H. R. (2008). Effects of occupational stress
management intervention programs: a meta-analysis. Journal of
occupational health psychology, 13(1), 69.

7. Abiliti de comunicare: tehnici de gestionare a emoiilor i a

comportamentului

1. Keyton, J., Caputo, J. M., Ford, E. A., Fu, R., Leibowitz, S. A., Liu, T., Polasik, S.
S., Ghosh, P., & Wu, C. (2013). Investigating verbal workplace
communication behaviors. Journal of Business Communication, 50(2), 152-
169.

8. Conflict i negociere: strategii organizaionale i

psihocomportamentale

1. Bear, J. B., Weingart, L. R., & Todorova, G. (2014). Gender and the
Emotional Experience of Relationship Conflict: The Differential
Effectiveness of Avoidant Conflict Management. Negotiation and Conflict
Management Research, 7(4), 213-231.
2. Doucet, O., Poitras, J., & Chnevert, D. (2009). The impacts of leadership
on workplace conflicts. International Journal of Conflict Management,
20(4), 340-354.

9. Gestionarea echipelor: emoii, cogniii i comportament de grup

1. Campbell, C. (2014). Interprofessional Communication and Teambuilding

Using Applied Improvisational Exercises. Creative nursing, 20(2), 116-
121.
2. Klein, C., DiazGranados, D., Salas, E., Le, H., Burke, C. S., Lyons, R., &
Goodwin, G. F. (2009). Does team building work?. Small Group Research,
40(2), 181-222.
3. Zimmermann, A. (2011). Interpersonal relationships in transnational,
virtual teams: Towards a configurational perspective. International
Journal of Management Reviews, 13(1), 59-78.

10. Comportamentele contraproductive orientate spre individ: Cazul

hruirii la locul de munc

1. Crawshaw, L. (2009). Workplace bullying? Mobbing? Harassment?

Distraction by a thousand definitions. Consulting Psychology Journal:
Practice and Research, 61(3), 263.
2. Lutgen-Sandvik, P., Namie, G., & Namie, R. (2009). Workplace Bullying.
Destructive Organizational Communication: Processes, Consequences,
and Constructive Ways of Organizing, 10, 27.
3. Pars, M. (2010). The conflict in mobbing. Triggers and resolution. Journal
of Conflictology, 1, p.54-61.

11. Managementul timpului: intervenii n vederea optimizrii

performanei la locul de munc

1. Hfner, A., Oberst, V., & Stock, A. (2014). Avoiding procrastination
through time management: an experimental intervention study.
Educational Studies, 40(3), 352-360.
2. Claessens, B. J., Van Eerde, W., Rutte, C. G., & Roe, R. A. (2010). Things to
do today...: A daily diary study on task completion at work. Applied
Psychology, 59(2), 273-295.
3. Mishra, S. (2014). TIME MANAGEMENT: A critical analysis. Social Science
International, 30(1), 153-164.

12. Gestionarea emoiilor i starea de bine

1.

de Bloom, J., Geurts, S. A., & Kompier, M. A. (2013). Vacation (after-)

effects on employee health and well-being, and the role of vacation
activities, experiences and sleep. Journal of Happiness Studies, 14(2), 613-
633.
2. Champe, Julia, Jane E. Atieno Okech, and Deborah J. Rubel. "Emotion
Regulation: Processes, Strategies, and Applications to Group Work
Training and Supervision." The Journal for Specialists in Group Work 38.4
(2013): 349-368.
3. Jazaieri, H., Jinpa, G. T., McGonigal, K., Rosenberg, E. L., Finkelstein, J.,
Simon-Thomas, E., ... & Goldin, P. R. (2013). Enhancing compassion: A
randomized controlled trial of a compassion cultivation training
program.Journal of Happiness Studies, 14(4), 1113-1126.
4. Jazaieri, H., McGonigal, K., Jinpa, T., Doty, J. R., Gross, J. J., & Goldin, P. R.
(2014). A randomized controlled trial of compassion cultivation training:
Effects on mindfulness, affect, and emotion regulation. Motivation and
Emotion, 38(1), 23-35.

13. Echilibrul via personal - via profesional: un pilon al
sntii i eficienei individuale i organizaionale

1. Emslie, C., & Hunt, K. (2009). Live to Workor Work to Live? A

Qualitative Study of Gender and Worklife Balance among Men and
Women in Mid-life. Gender, Work & Organization, 16(1), 151172.
2. Guillaume, C., & Pochic, S. (2009). What Would You Sacrifice? Access to
Top Management and the Work-life Balance. Gender, Work &
Organization, 16(1), 1436.

Jang, S. J., Park, R., & Zippay, A. (2011). The interaction effects of
scheduling control and work-life balance programs on job satisfaction and
mental health: Scheduling control. International Journal of Social Welfare,
20(2), 135143.