Emotions and leadership in organization

Čustva so temeljni del našega vsakdanjega življenja, kamor sodita tudi delovno mesto in učinkovit proces vodenja. Študije so pokazale, da je vodenje najbolj učinkovito takrat, ko vodja uspe vzpostaviti čustveno povezavo s svojimi zaposlenimi. S tem besedilom sem želela prikazati kompleksen položaj vodij kot menedžerjev lastnih čustev in čustev zaposlenih ter čustveno razsežnost v organizaciji, ki se razteza vse od vrha organizacije, kot rezultat čustvene klime do najbolj temeljne ravni, kot so vsakodnevne čustvene izkušnje posameznikov. Najprej sem na kratko opredelila čustva in preučila njihov vpliv v organizacijskem kontekstu. V naslednjem poglavju sem se osredotočila na vodenje ter predstavila pomembne socialne in čustvene sposobnosti vodij. Teoretični del zaključujem s petravenskim modelom čustev v organizaciji in vodenjem, kajti če želimo razumeti vlogo čustev ob vodenju in učinkovitost vodenja kot procesa, je potrebno, da razmišljamo o celotnem obsegu organizacijske analize. V ta namen sem opravila in analizirala intervjuje petih vodij različnih podjetij v Ljubljani. Raziskava je pokazala, da se vsi vodje v določeni meri zavedajo pomembnosti svojih čustev in čustev zaposlenih in z njimi skušajo upravljati na različne, svojevrstne načine.Emotions are a fundamental part of our everyday life, including the workplace and an effective leadership process. Studies have shown that leadership is most effective when a leader succeeds in establishing an emotional connection with his employees. My goal was to portrait the complex position of leaders, as managers of their own emotions and emotions of their employees, as well as emphasize the emotional dimensions within an organization that spreads from the top of the organizations as a result of the emotional climate to the most primary level, such as daily emotional experience of individuals. First, I briefly defined emotions and explored their impact within an organizational context. The next chapter is focused on leadership, where I outlined the importance of social and emotional competences of the leaders. The theoretical part concludes with a five-level model of emotions in the organization and leadership. If we want to understand the role of emotions and the effective leadership as a process, it is necessary to think about the entire scope of organizational analysis. For this purpose, I conducted and analysed the interviews of five leaders from differenet organizations in Ljubljana. The results demonstrated that to an extent all leaders are aware of the importance feelings and emotions represent to both themselves and their employees and they are trying to manage them in different, own ways