Essay - Role of Emotions and Personality in the Workplace Organizational Behavior...

Role of Emotions and Personality in the Workplace

Organizational Behavior

Introduction

The significance ***** personality and emotions ***** the workplace today continues to be actively debated within the academic and practitioner professional communities. Previous generations of management ********** discounted the validity of studying emotions, stating instead that business pr*****essionals need to ***** logical, reasoned and rational decision makers and at best, emotions ***** to be sublim*****ed ***** the greater needs of the organization. From the 1980s on ***** are increasingly seen as a cognitive process (Bono, Foldes, (Vinson, Muros, 2007) that can provide useful insights into managing employees to higher levels of performance (Miller, 2002). The progression ***** management theorists to define and fine-tune ***** frameworks in studying the effects of personality and emotions in the ***** h***** generated a we*****lt***** of research. The intent of this paper is to evaluate two ***** these articles, one from (Muchinsky, 2000) and the second from (Lieberman, 2006). ********** articles will be summarized, compared, ***** conclusions *****d for each.

Summary of Each Article

The first article by ***** (2006) provides a glimpse into how m*****naging emotions from a mediations standpoint in human resources and labor relations corresponds to a ro*****dmap of transform*****g negative to positive emotions in any work environment. The analysis presented also shows how through the use ***** effective bridg*****g techniques, mediation ***** successfully occur, specifically illustrating ***** example how moving from adrenaline to awareness is critical (Lieberman, *****). ***** progression from feelings of anxiety and combativeness through the adrenaline to fight for a given perspective are well defined in ***** article as Lieberman (2006) illustrates how quickly mediation processes can degenerate into long-term conflicts and aggression. The ***** to awareness and acknowledgement, which are clearly pivotal from the perspective of ***** author to resolving *****, ***** well ***** ***** the necessary "bridging" aspect of any ***** activity. Finally the ***** ***** through ***** of emotions managed *****ly ***** the mediation process that reconciliation is possible and where each side of an argument can emerge with an acceptable solution.

The ***** article excellently describes the progression of *****oretical ***** cognitive theories relating to the impact ***** emotions *****d personalities in the workplace (Muchinsky, 2000). Beginning with a brief introduction ***** ***** highly logical and often passionateless approach to ***** as exemplified in purely operational research-based approaches implied in the author's ***** comments, then progressing through the development of theoretical and conceptual models that define the determinants of job satisfaction versus job stress, the author successfully defines a c*****use-and-effect series ***** workflows. ***** ***** argues that ***** are the legitimate domain of scientific inquiry, and ***** in analyzing response to stimuli, there are empirically verifiable models ***** response that can be derived. The author also defines a taxonomy of five dominant emotion types and includes implications for managers to alleviate ***** implications, while working to accentuate the positive behaviors that are aligned with ********** including empathy and the ability to identify with others and contribute to their success as well. (Muchinsky, 2000)