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

***** significance of personality ***** emotions ***** the workplace today continues to be actively debated within the academic and practitioner pr*****essional communities. Previous generations of management theorists discounted the validity ***** studying emotions, stating instead that business professionals need to ***** logical, reasoned and rational decision makers and at best, ***** need to be sublimated to ***** 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 ***** 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 ********** articles, one from (Muchinsky, 2000) and the second from (Lieberman, 2006). *****se articles will be summarized, compared, ***** conclusions *****d 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 ***** transforming negative to positive emotions in any work environment. The analysis presented also shows how through the use of effective bridg*****g techniques, mediation can successfully occur, specifically illustrating ***** example how moving ***** adrenaline to awareness is critical (Lieberman, *****). The 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 ***** degenerate in***** long-term conflicts and aggression. The ***** to ***** and acknowledgement, which ***** clearly pivotal from the perspective of ***** author to resolving *****, are well defined ***** the necessary "bridging" aspect ***** 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 second article excellently describes the progression of *****oretical ********** cognitive theories relating to the impact ***** emotions and personalities in the workplace (Muchinsky, 2000). Beginning with a brief introduction to the highly logical and often passionateless approach to ***** as exemplified in purely operational research-based *****es implied in ***** author's first comments, then progressing through the development of theoretical and conceptual models that define the determinants of job satisfaction versus job stress, ***** author successfully defines a ca*****-and-effect series ***** workflows. ***** ***** argues that emotions are the legitimate domain of scientific inquiry, and ***** in analyzing response to stimuli, there ***** 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 to alleviate ***** implications, 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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