Affective Events Theory (AET) is a psychological framework that explores how emotional events impact individuals in the workplace. According to AET, emotions play a significant role in influencing employee engagement and performance.
Emotional labor is a term that refers to the effort exerted by individuals to manage their emotions in order to meet the emotional display rules of a particular job or profession.
Goleman’s Emotional Intelligence framework provides a comprehensive understanding of how emotions impact our behavior and interactions in the workplace.
Self-perception theory suggests that people come to understand their own attitudes, emotions, and internal states by observing their own behavior and the context in which it occurs.
Idealized influence is a leadership behavior where leaders serve as role models for their followers. They gain respect and admiration from their team members by exhibiting high moral and ethical standards, demonstrating a strong work ethic, and consistently acting in the best interests of the organization.
Intellectual stimulation refers to the practice of encouraging employees to think creatively, challenge assumptions, and approach problems in innovative ways.
Authentic leadership refers to a leadership style that emphasizes the genuine and transparent behavior of leaders.
Cognitive Resource Theory, developed by Fred E. Fiedler and Joseph E. Garcia, focuses on how individuals allocate their cognitive resources in the workplace.
In businesses, groupshift refers to the tendency of a group to make more extreme decisions than an individual would make alone.
The framing effect is a cognitive bias which suggests that people’s decisions are influenced by the way information is presented to them.