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


***** significance of personality and 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 ***** studying emotions, stating instead that business professionals need to ***** logical, reasoned ***** rational decision makers and at best, ***** ***** to be sublim*****ed to the greater needs of ***** 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 ***** management theorists to define and fine-tune cognitive frameworks in studying the effects of personality and emotions in the ***** h***** generated a we*****lt***** of research. The intent of this paper is to evaluate two of these articles, one from (Muchinsky, 2000) and the second from (Lieberman, 2006). These articles will be summarized, compared, and conclusions defined for each.

Summary of Each Article

The first article by Lieberman (2006) provides a glimpse ***** how managing ***** from a mediations st*****point 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 ***** effective bridg*****g techniques, mediation can successfully occur, specifically illustrating through example how moving ***** adrenaline to awareness is critical (Lieberman, *****). ***** progression from feelings of anxiety and combativeness through the adrenaline to fight for a given perspective are well defined in the article as Lieberman (2006) 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 ***** perspective of the author to resolving *****, ***** well defined as the necessary "bridging" aspect of any mediation activity. Finally ***** author ***** 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 ***** of *****oretical ***** cognitive theories relating to the impact ***** emotions *****d personalities in the workplace (*****, 2000). Beginning with a brief introduction ***** ***** highly logic*****l and often passionateless approach to ***** as exemplified in purely operational research-based *****es implied in the author's ***** comments, ********** progressing through the development of theoretical and conceptual models that define the determinants of job sat*****faction versus job stress, the author successfully defines a c*****use-and-effect series ***** workflows. Muchinsky successfully argues that ***** are ***** legitimate domain of scientific inquiry, and ***** in analyzing response to stimuli, there are 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 emotions including empathy and the ability to identify with o*****rs and contribute ***** their success as well. (Muchinsky, 2000)


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