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 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 ***** rational decision makers and at best, emotions need 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 cognitive frameworks in studying the effects of personality and ***** in the ***** has generated a wealth of research. ***** intent of this paper is to evaluate two of *****se 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 ***** (2006) provides a glimpse in***** how manag*****g 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 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 adrenaline to fight for a given perspective are well defined in the article as Lieberman (*****) illustrates how quickly mediation processes can degenerate in***** long-term conflicts and aggression. The progression to aw*****ness and acknowledgement, which are clearly pivotal from the perspective of ***** author to resolv*****g *****, are well defined ***** the necessary "bridging" aspect ***** any mediation activity. Finally the ***** ***** through ***** of emotions managed effectively through the mediation process that reconciliation is possible and where each side ***** an argument can emerge with an acceptable solution.

The second article excellently describes the progression of theoretical ********** cognitive theories relating to the impact ***** emotions and personalities in the *****place (Muchinsky, 2000). Beginning with a brief introduction ***** the highly logical and often passionateless approach to business as exemplified in purely ope***** 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 c**********-and-effect series ***** workflows. Muchinsky successfully 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 ***** alleviate negative implications, while working to accentuate the ***** behaviors that are aligned with *****s including empathy ***** the ability to identify with others and contribute to their success as well. (Muchinsky, 2000)

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