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


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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 *****orists discounted the validity ***** studying emotions, stating instead that business *****s need to be logical, reasoned ***** rational decision makers and at *****st, emotions ***** to be sublimated ***** ***** greater needs of the organization. From ***** 1980s on emotions 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 ***** has generated a wealth of research. The intent of this paper is to evaluate two of these articles, one from (Muchinsky, 2000) and the second from (Lieberman, 2006). *****se articles will be summarized, compared, and conclusions ********** for each.

Summary of Each Article

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

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

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