What is emotion?

Management Dictionary
Human Resources Management, Organizational Theory

1827 vues

Emotions, are very common words used in both personal and professional contexts. It is a process that it starts with a stimulus leads us to cognitive and physiological responses and then take us to behavior or action tendancies. They may arrive for a variety of reasons and the cause or stimulus is not always obvious. Sometimes it’s a characteristic of the environment that makes us feel emotionally aroused. They also need to be differentiated from related terms like moods, dispositional feelings or affect.

Liens et ressources

Mots clés

Affect, émotion, Mood

Auteur.e(s)

GONZÁLEZ-GÓMEZ Hélena
Professor
NEOMA Business School

Institution(s)

Vidéos de la même institution

04:02

Rebooting One’s Professional Work : The Case of French Anesthesiologists Using Hypnosis

15ème Prix académique de la recherche en management – Prix Syntec Conseil 2024 Professionals tend to strongly resist breaking from their professions’ core cultural tenets and it is unclear how some may voluntarily break from deeply ingrained views. Through our study of French anesthesiologists who practice hypnosis, we aim to better understand this little-explored phenomenon. Adopting hypnosis, a technique that many anesthesiologists consider subjective, contradicted a core tenet of their profession: the need to only use techniques validated by rigorous scientific-based research. Drawing on interviews and observations, we analyze how these anesthesiologists were able to change their views and reinvent their work. We find that turning inward to oneself (focusing on their own direct experiences of clients) and turning outward to clients (relying on relations with clients) played critical roles in anesthesiologists’ ability to shift their views and adopt hypnosis. Through this process, these anesthesiologists embarked on a voluntary internal transformation, or reboot, whereby they profoundly reassessed their work, onboarded people in adjacent professions to accept their own reinvention, and countered isolation from their peers.

BOURMAULT Nishani - NEOMA Business School |

Research
Health Sector Management, Organizational Theory

03:36

The paradoxical faces of Coffee: Idealism and pragmatism in tension

Our study explores historical paradoxes in the coffee industry, focusing on the persistent tension between pragmatism and idealism. Paradoxes are defined as persistent conflicts between opposing yet complementary forces. For example, organizations must balance stability with the need for change. We analyzed the coffee industry in the United States over a century, from the 1910s to the 2020s, using archives from Harvard Business School's Baker Library and other specialized sources. Our research highlights the paradox between pragmatic concerns (such as coffee supply during wartime) and ideological values (like sustainability concerns in the early 2000s). This tension, influenced by historical contexts, is ever-present. For managers, it is crucial to adapt strategies to cultural trends while balancing practical and idealistic goals. Understanding this dynamic helps navigate the complex landscape of the coffee industry, and this lesson is applicable to other sectors as well.

LE Patrick - NEOMA Business School |

Research
Strategic Management, Sustainable Development and CSR

03:26

What is shame?

La honte est une expérience émotionnelle qui survient lorsque vous ne répondez pas aux attentes des autres et que vous vous retrouvez avec une image négative de vous-même qui vous fait percevoir que vous paraissez inférieur ou faible aux yeux des autres. La honte ne survient pas uniquement lorsque nous faisons une action devant les autres, mais elle peut également survenir lorsqu'une personne de notre groupe agit d’une façon qui donne une mauvaise image de nous-même. La honte peut survenir pour des actions individuelles ou collectives.

GONZÁLEZ-GÓMEZ Hélena - NEOMA Business School |

Management Dictionary
Human Resources Management

02:33

What is impostor phenemenon?

Le syndrome de l'imposteur est un phénomène bien étudié par les psychologues. Il est prédominant chez les personnes aux compétences exceptionnelles, et également très courant chez les femmes. Cela peut survenir pour diverses raisons mais deux facteurs semblent très importants : la dynamique familiale et la pression pour performer au travail. Le syndrome de l'imposteur peut avoir des conséquences importantes non seulement pour la personne qui en souffre, mais aussi pour ceux qui l'entourent. Lorsque la personne souffrant du syndrome de l'imposteur se trouve dans un environnement favorable, elle peut surmonter plus facilement ses sentiments et donner le meilleur d’elle-même.

GONZÁLEZ-GÓMEZ Hélena - NEOMA Business School |

Management Dictionary
Human Resources Management

Vidéos de la même thématique

The impact of legal uncertainties on innovating HR practices in developing countries

This study explores the influence of legal uncertainties on the process of innovating human resources (HR) practices in developing countries. Through a case study focused on introducing remote work within Kazakhstan’s Technical Gas Industry during a healthcare crisis, we examine the multifaceted challenges and opportunities that emerge when navigating a complex legal landscape. Our findings reveal that legal uncertainties, stemming from inadequacies in legislation and the tightness of norms, significantly impede the ability to adapt and modernize HR practices during crises. Furthermore, the criticality of the company’s position within the industry, combined with a low degree of legal enforcement, underscores the concept of ‘responsibilization’ among HR professionals. This phenomenon compels HR practitioners to assume greater responsibility and make strategic decisions that occasionally push the boundaries of existing laws and regulations. In this context, we propose a novel conceptualization of responsibilization, distinct from empowerment, as it involves embracing negative legal consequences associated with proactive decision-making during crises. This study contributes significantly to our understanding of how legal uncertainties influence the process of HR innovation in developing countries, highlighting the intricate interplay between regulatory frameworks, crisis management, and organizational transformation.

NAVAZHYLAVA Kseniya - EMLV |

Research
Digital Transformation, Human Resources Management

Menopause in Organizations : Education for All

Drawing from women's testimonials in The Guardian and from contributions of feminist writers, Virginia Woolf, Julia Kristeva, and Margaret Mead, we start a conversation on the positive and energizing aspects of menopause in the workplace. We propose a social interpretation of menopause that challenges a pervasive perspective of medical decline: A theorization of “the dialectic of zest,” as inspired by the writings of Margaret Mead. By problematizing the experiences of women going through this transition in the workplace, we reveal how well-intentioned awareness campaigns can lead to further stigmatization. We thus encourage organizations to not only favor an approach of “education for all” but also extend their social imaginaries beyond medicalized perspectives and coping views.

QUENTAL Camilla - EM Normandie |

Trends
Human Resources Management, Management of Social and Solidarity Organizations, Strategic Management

The effect of sanctions on macro talent management

The purpose of our study is to examine how the sanctions influence macro talent management. To do so, we review the macro talent management (MTM) framework alongside the literature on sanctions. Using the case of Russia we have collected data from 419 media publications discussing the effects of sanctions and analyzed them using critical discourse analysis. Our findings highlight the predominantly negative nature of the sanctions’ impact on MTM ecosystems, theoretically yielding closer links between the sanctions and the MTM framework, and human capital more specifically.

LATUKHA Marina - EMLV |

Research
Human Resources Management

Rebooting One’s Professional Work : The Case of French Anesthesiologists Using Hypnosis

Professionals tend to strongly resist breaking from their professions’ core cultural tenets and it is unclear how some may voluntarily break from deeply ingrained views. Through our study of French anesthesiologists who practice hypnosis, we aim to better understand this little-explored phenomenon. Adopting hypnosis, a technique that many anesthesiologists consider subjective, contradicted a core tenet of their profession: the need to only use techniques validated by rigorous scientific-based research. Drawing on interviews and observations, we analyze how these anesthesiologists were able to change their views and reinvent their work. We find that turning inward to oneself (focusing on their own direct experiences of clients) and turning outward to clients (relying on relations with clients) played critical roles in anesthesiologists’ ability to shift their views and adopt hypnosis. Through this process, these anesthesiologists embarked on a voluntary internal transformation, or reboot, whereby they profoundly reassessed their work, onboarded people in adjacent professions to accept their own reinvention, and countered isolation from their peers.

BOURMAULT Nishani - NEOMA Business School |

Research
Health Sector Management, Organizational Theory

Human Resources Management

Organizational Theory

What is emotion?

Auteur.e(s)

Institution(s)

Vidéos de la même institution

Vidéos de la même thématique

S'abonner aux vidéos FNEGE MEDIAS