The Organizational Behavior

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The organizational behavior is important when employees working in the field. Emotions can drive employees' thought and behavior to positive and negative ways. Employees want to have the positive working behavior they should find the correct attitude to their satisfaction of job performance. (David, 2001) At the first, it is important to know what is emotional intelligent; emotional intelligent can influence most workplace in management development, customer relations, and human resources planning. (Cynthia, 2000) Emotional intelligent refers to EQ, which is emotional quotient relatively to behavioral model, and contains the feel, communicate, describe, manage, recognize from the innate. (Barry, 1986) In the organizational development, managers are using the principles of emotional intelligence to evaluate employees' behaviors, attitude, interpersonal skills and management style. It is important for people to know the emotional intelligence has powerful relevant to the workplace. (Mayer, 1999)

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The ability of emotional intelligence is to monitor employees' feelings and emotions, and also guide them to think about the action by using the information. () This can be result in self-awareness, self-management, social awareness and relationship management. (McShane, 2010)

? Self-awareness is the ability to understand your own emotions; this will lead you to understand the message and also more sensitive to the emotional response to events. This is the lowest level of emotional intelligence because if you are not good at knowing yourself emotions, you cannot reach to self-management, and social awareness, then it is hard for you to figure out relationship management. (McShane, 2010)

? Self-management is defined as a person has the ability to regulate emotions, (McShane, 2010) for example, people try to feel and express their emotions in a positive effort.

? Social awareness is the ability to understand emotional to other people. People lead to have an understanding and sensitivity of feelings on their own, and know how to put your position to others, through this; you will know how they feel and what they need, also experience other's emotion.( McShane, 2010)

? Relationship management, this is the highest level of emotional intelligence because the three dimensions, self-awareness, self-management, and social awareness are all required to it. Expect for it, the definition of relationship management is the ability of managing people's emotion. (McShane, 2010)

The main purpose of the four dimensions in work placement is to motivate coworkers' work and creative their job more efficiency. The emotional intelligence is important to manager who have higher emotional intelligence in the workplace, because they should manage their own emotion as well as others' and deal with the strategic decision making, as long as their job aspect them to do so.

Job satisfaction is an attitude in organizational behavior and it is defined as the affective reaction when people get to work, and the evaluation of employees' job. (John, 2000) The satisfaction of work depends on the person how much they are satisfied and it will reflect to the performance. According to this, the theory of happy workers is more productive workers can be approved by American psychological association. It is stated that the job satisfaction is linked to job performance; also, happiest and productivity can be brought together. For example, an intelligence musician has a good voice in nature, without to know the music theory and singing from heart tend to the attitude of studying; he or she cannot reach the successful line. In addition, the musician should have a positive emotion when he or she is performing; otherwise, the negative emotion may lead him to a negative result or influence his voice to sad if he or she supposes to sing a happy song.

The way to perform well in the organization is to change the attitude to the work. Attitude usually contains two components, which are an affective component and a cognitive component. (Abraham, 2005) The affective component includes the emotional and feeling; cognitive component include belief, judgment and comparison. These two components both affect your presentation to your work, also, the different components will lead people have different behaviors. Another theory from American psychological association stated that emotions play an important role to form and change employees' attitudes. This should be true which has been taken by the simple example: if employee has an excited, enthusiastic emotion, which they will get high activation and positive emotions to their work, they will perform their work more efficiency. On the other hand, employees who do feel the job is bored like usual, he or she always tire to work, which means they have low activation and negative emotions, and an inefficiency work. If the emotions are found relevant to others for job satisfaction, then people need to modify the work environment with two ways; reduce the incidence of negative emotions related to the job satisfaction; and increase the incidence of positive emotions related to satisfaction.

Most concepts are stated to deal with emotions in the work place for an individual, which named the individual's emotion intelligence. As we all know that people are worked as a team in most organization, team emotions are so important to a work place. Unfortunately, there are fewer concepts for the team emotions and obviously, the team work is more effectively to a project, so to group a successful team is an important task for the manager. (Vanessa, 2001)The group can identify the need for cooperation and the goals easily, but cannot represent the team members all have a positive emotion. Group members should trust each other, work among others, share information, and have a sense of efficacy, besides, not all the team will do like this, some of them will look back and not fully involve in the job, this all lead to the low effort of attitude and habitual through their emotions. Indeed, target for the group need to add some attitude toward both positive and negative emotions, which means teams have to carry some useful information to respect to job satisfaction. (Vanessa, 2001)For example, as a group project with ten people, seven people have the strongly positive emotion to their job, but three of them are feeling depressed or unhappy, this may not secure the job satisfaction, the bad performance occurred. In this situation, manager needs to improve the motivation to the group and make them get into job involvement while they are in the job performance.

Emotional intelligence can be measure in different ways. When institute emotional intelligence, people will mention the mood first and state why the mood is important to our life, how it affect to our job performance. Mood can be divided to high, low, negative, and positive, such as enthusiastic, cheerful, relaxed, distressed, stressed, happy, and sad. (David, 2001)Take stress as the example, the stress is an extremely complex emotion to people, which describes a negative experience. When employees get stress, they have lack of energy to their job, tiredness and also experienced to prolonged exposure to stressors. (Barry, 1986) The stress caused from environmental conditions

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