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


The significance of personality and emotions ***** 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 professionals need to be logical, reasoned ***** rational decision makers and at best, ***** need to be sublim*****ed to the 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 ***** in the ***** h***** generated a wealth of research. ***** intent of this paper is to evaluate two ***** these articles, one from (Muchinsky, 2000) and the second from (Lieberman, 2006). These articles will be summarized, compared, ***** conclusions *****d for each.

Summary of Each Article

The first article by Lieberman (2006) provides a glimpse ***** 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 of effective bridg*****g techniques, mediation can successfully occur, specifically illustrating through 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 (2006) illustrates how quickly mediation processes can degenerate in***** long-term conflicts and aggression. The ***** to aw*****ness and acknowledgement, which are clearly pivotal from the perspective of the author to resolving conflicts, ***** well ***** ***** the necessary "bridging" aspect ***** any mediation activity. Finally ***** author ***** through ***** of emotions managed *****ly ***** 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 *****oretical ********** cognitive theories relating to the impact ***** emotions and personalities in the *****place (*****, 2000). Beginning with a brief introduction ***** ***** highly logic*****l and often passionateless approach to business as exemplified in purely operational research-based approaches implied in the *****'s first comments, then progressing through the development of theoretical and conceptual models ***** define the determinants of job satisfaction versus job stress, ***** author successfully defines a c*****use-and-effect series ***** workflows. Muchinsky successfully argues that ***** are the legitimate domain of scientific inquiry, and that in analyzing response to stimuli, there ***** 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 negative *****, while working to accentuate the ***** behaviors that are aligned with *****s including empathy and the ability to identify with o*****rs and contribute to their success as well. (Muchinsky, 2000)


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