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 ***** emotions in the workplace today continues to be actively debated within the academic and practitioner professional communities. Previous generations of management theorists discounted the validity of studying emotions, stating instead that business *****s need to be logical, reasoned and rational decision makers and at best, ***** ***** to be sublim*****ed ***** the greater needs of the organization. From the 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 of management ***** to define and fine-tune cognitive frameworks in studying the effects of personality and emotions in the workplace h***** generated a wealth of research. ***** intent ***** this paper is to evaluate two of ********** articles, one from (Muchinsky, 2000) and the second from (Lieberman, 2006). These articles will be summarized, compared, and conclusions ********** for each.

Summary of Each Article

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

The second article excellently describes the progression of theoretical ********** cognitive theories relating to the impact of emotions and personalities in the *****place (*****, 2000). Beginning with a brief introduction ***** the highly logic*****l and often passionateless approach to ***** as exemplified in purely operational research-based approaches implied in the *****'s first comments, then progressing ***** the development of theoretical and conceptual models ***** define the determinants of job sat*****faction versus job stress, the author successfully defines a ca*****-and-effect series ***** workflows. Muchinsky successfully argues that ***** are 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 ***** managers to alleviate negative implications, while working to accentuate the ***** behaviors that are aligned with ********** including empathy ***** the ability to identify with others and contribute ***** their success as well. (Muchinsky, 2000)

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