The role of emotion in the workplace
According to emotions in the work place play an outsized role in the way a firm communicates itself not only to the outside world, but also within itself. All the happenings at work have real sensitive impact on partakers. Both attitudinal and behavioral emotional states consequences have substantial connotation for persons, groups, and the public. Work emotions can either be positive or negative. Positive workplace emotions are very useful as they help employees achieve positive outcomes. Some of the good outcomes that result from positive workplace emotions include achievements, high social context, and job enrichment. On the other hand, negative workplace emotions are very destructive as they bring fear, guilt, anger, sadness, stress, and hostility. However, negative workplace emotions also increase the predictability of deviance in an organisation. In addition, they also show how the external world views the organization. Negative emotions at the workplace are caused by things such as work overload, lack of incentives and rewards, and other social relations, which could be stressful (Abraham, 1999, P. 215).
Legal and ethical boundaries in the employment relationship
In workplaces, there are many problematic situations can involve ethical violations by bosses against staffs, by workers against bosses, or by both. The question of legal and ethical boundaries could involve trivial questions of relational dynamics or serious legal infractions. In many cases, some of these legal infractions include assault, fraud, and abuse. As a result of this, many organizations have come up with written regulations that are envisioned to control interactions between workers and employers. Some of the legal and ethical boundaries set by many companies to ensure smooth running include Exploitation – in many cases, working conditions is the major point of debate in many workplaces. Unscrupulous employers sometimes may fail to offer safe working conditions. This could either be due to negligence or deliberately leading to higher rates of injuries and illnesses among the workers. Exploitation could be due to rates of payment. In cases where payment rates have gone below minimum wage, this practice becomes unethical. Theft – workers theft can cost a company a lot of money. Some of the reasons, why workers steal include a desire to get something without paying, revenge for exploitation by an organisation, anger at low wages, and addictive stealing behavior. Stealing from any company is not only unethical but also illegal. Companies can stop this cat by either improving employee morale or terminating those workers who have no reason for stealing. Other forms of ethical and legal boundaries are concerned with acts such as misuse of power and revealing company secrets (Wood, 2004, p. 256).
Right of due process
Usually, when the government decides to take someone of property, liberty or life, they are entitled to due process. In this case, due process is understood as a right to be treated justly, professionally and efficiently by the admin of justice. Due process rights place limits on legal proceedings and laws and thus guaranteeing fundamental justice and fairness. In other words, due process can be interpreted as the procedures administered by courts of justice in agreement with conventional and authorized, legal procedures and principles and procedures, and with safety measure for the defense of individual rights. If right to due process was not there, the government would deprive its people their life, property, and liberty without justice (Bernstein, 2011, p. 116)
References
Abraham, Rebecca. (1999). Emotional Intelligence in Organizations: A Conceptualization. Genetic, Social, and General Psychology Monographs, 125(2), 209-224. Retrieved from PsychINFO database.
Wood, Jack M. (2004). Organisational Behaviour: A Global Perspective (3rd ed.). Milton, Qld: Wiley. pp. 355–357.
Bernstein, David. (2011). Rehabilitating Lochner: Defending Individual Rights against Progressive Reform. Chapter 1. Chicago: University of Chicago Press.
