Proposed Model of Organizational Mood

An organization is a group of people working together in a structure and co-coordinated fashion to achieve a set of goals; goals may be profit maximization or service giving. The organization uses four basic resources financial, human, and physical, and information resources. Let’s know about the proposed model of organizational mood.

Human and environmental resources are important components of an organization and these two-component influence organization mood. Human resource is a term used to describe the individuals who make up the workforce of an organization.

Human resources are also the name of the function within an organization charged with the overall responsibility for implementing strategies and policies relating to the management of individuals.

So top to the bottom level employee (both male and female) is called human resources they have an influence on organization mood that depend on the background, the personality of the employee, internal (Internal environment consist of conditions and forces within the organization, Internal Environment including current employees, management, and especially corporate culture, which defines employee behavior.

Factors that are frequently considered part of the internal environment include the organization’s mission, statement, leadership styles, and organization culture.), the external environment (External environment is everything outside an organization’s boundaries that might affect it.

External environments are two types-general environments and task environments. For university examples, technological issues, social issues, cultural issues, and political issue, demo-graphical issue, an economic issue is the component of the external environment.).

The activity of employee personality, internal, external environment produces a good or bad outcome. The bad outcome means weak and negatives moods towards the organization. When a bad outcome the organization tries to develop the organization wants to be satisfied with employee work.

The emerging importance of moods in social and organizational settings leads us to the conclusion that this is an area where there are exciting prospects for research in the future.

Nonetheless, we propose that the most exciting new work will be the areas where researchers move away from the study of affect as mood, which is a more diffuse, broad-based state, and instead turn to the study of discrete emotions and their precipitation events, such as anger, jealousy, and love in the workplace.

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