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 cont*****ues to be actively debated within the academic and practitioner professional communities. Previous generations of management theorists discounted the validity ***** studying emotions, stating instead that business professionals need to ***** logical, reasoned ***** rational decision makers and at best, ***** need to be sublim*****ed ***** ***** 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 cognitive frameworks in studying the effects of personality and emotions in the ***** has generated a we*****lth of research. ***** intent of this paper is to evaluate two of ********** articles, one from (Muchinsky, 2000) and the second from (Lieberman, 2006). These articles will be summarized, compared, ***** conclusions ********** for each.

Summary of Each Article

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

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

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