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Humans Research Are Driven By Emotions Samples For Students

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Discuss about the Imperative to Say that Human are Driven by Emotions ?

Answer :


It is very imperative to say that humans are driven by emotions.  Dealing with people is not based on dealing with the creatures of logic but it is the creatures of emotions. The positive emotions make people help others. The key emotions like feeling valued, confident, inspired, and enthused & empowerment lead to engagement.  Feeling valued is important for the employees.  Feeling valued enables for more positive emotions of the others.  Feeling valued & confident empower people to make decisions to work with full of enthusiasm and this inspires people to work harder. In an organisation, employees want to be a part of the organisation and they want to feel proud of themselves.  Employees become energised due to the feeling pride.  This makes the workers put extra efforts for the success of the organisation (Atkinson, Nazarian, & Greaves, 2015).

Research objectives

The objective of the study is to find out the impact of The impact of emotional stages in employees’ engagement which leads to efficiency with reference to Dubai FMCG industry, Far  Way General Trading LLC.

Research questions

The research questions will highlight the importance of emotional stages in employees’ engagement that leads to contribute to the efficiency of the employees. The emotional responses to the questions that employees ask to find out about the organisation they work for.

  1. Do the employees fell that they are valued?
  2. Do the employees value the company where they work?
  3. Do the employees feel that they belong to the organisation?
  4. What drive the emotions?
  5. What is the importance of emotional stages in employees’ engagement that leads to contribute to the efficiency of the employees?
  6. How does Far Way General Trading LLC, Dubai work for the development of the emotional stages of the employees of the organisation for the growth of their efficiency?

Literature Review

Emotions make the employees personalise their jobs. Through the emotions, the employees feel about the actions of the organisation and about the supervisors under whom they work.  The supervisors in the workplace worm as the important driver in the workplace.  The actions of the managers reflect how the employees feel about the organisation they work for. The only emotion is feeling happy and that is driven by the organisation (Velsor, McCuley, & Ruderman, 2010).  There is a link between the emotion felt by the workers and their satisfaction level with the supervisors of the organisation they work for. There is a strong sense of satisfaction is fostered by the managers who encourage positive emotions. The managers feel satisfied when they find that their employees feel inspired, enthusiastic, happy & excited (Reynolds, 2015)

                                                        Figure 1: The power of positive emotion

                                                                  (, 2012)

The actions of the company should be felt through emotion by the employees and this will personalise employees in their work.  The employee who is emotionally connected in a positive way with the organisation he or she works for feel a sense of ownership. This will make him or her stay with the organisation.  This will contribute to the superior work in the less time. This will also contribute to the reduction of the turnover costs. Thus the organisation has to build the effective interpersonal skills in order to develop the positive emotion. This is essential to for an environment which is very productive. This will also lead to the development of the engagement of the employees in the organisation (Earl, 2011).

The research focuses on studying the importance of the emotional stages of the engagement of the employees for the growth of the organisation. The Far Way General Trading LLC was established in the year 2001 and it is an ISO certified company.  The company is committed a zero error interface business process. It is taking the larger responsibility for the delivery of the appropriate results. The company focuses on performing high standard with the able and inspired team. The positive emotion augmented by the leaders of the organisation reflects the growth of the organisation and the satisfaction of the employees who own the organisation (, 2017).



The researcher will make an empirical study of the research work. The qualitative research methodology will be adopted by the researcher. The data of the research will be collected from secondary sources. The data from the secondary sources like website information, journals, periodicals and other publications will be taken into consideration for the research.  The research will make an analysis of the data collected and will focus on how the stages of emotions of the employees’ engagement contribute to the development of their efficiency.  The research data will be evaluated to find out the answers to the research questions. The researcher will also make a quantitative analysis of the research questions. A set of the questionnaire will be prepared and the questionnaire will be asked to the employees of the case study organisation. The findings of the quantitative research will also be taken into account for the analysis of the data.

Research ethics

The researcher will not violate the ethics of the research. The questionnaire prepared by the researcher will not breach any ethical rules. No pain or criticism will be there during the time of taking the interview. The researcher will focus on not making any issues to hamper the values of the employees of the organisation.


The research will take 60 days to complete the research work. The entire planning and final research work will take sixty days. For the conduct of the research work, $100,000 will be spent. This will be the entire costs for the conduct of the research work.


References (2017). Far Way General Trading LLC. Retrieved from

Atkinson, P., Nazarian, A., & Greaves, L. (2015). Impact of Organisational Size on the Relationship between Organisational Culture and Organisational Effectiveness. Organisational Cultures: An International Journal, 1-16. (2012). EMOTIONAL DRIVERS OF EMPLOYEE ENGAGEMENT. Retrieved from

Earl, M. (2011). Knowledge Management Strategyies. Journal of managemrnt Information Systems, 181, 215-223.

Hoption, C. (2014). Learning and Developing Followership. Journal of Leadership Education, 129-137. (2017). HR PHILOSOPHY. Retrieved 04 23, 2017, from

Reynolds, B. (2015, 06 18). Why followership is as important as leadership. Retrieved 03 18, 2017, from

Velsor, V., McCuley, & Ruderman. (2010). Developing of Leaders. In The Center for Creative Leadership handbook of leadership development. San Francisco,: Jossey Bass.

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