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 ***** personality ***** emotions in the workplace today cont*****ues to be actively debated within the academic and practitioner professional communities. Previous generations of management ********** discounted the validity of studying emotions, stating instead that business *****s need to be logical, reasoned and rational decision makers and at *****st, ***** ***** 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 of management theorists to define and fine-tune cognitive frameworks in studying the effects ***** personality and ***** in the ***** h***** generated a we*****lth of research. The intent ***** 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 defined 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 roadmap ***** 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 ***** successfully occur, specifically illustrating ***** example how moving ***** adrenaline to awareness is critical (Lieberman, 2006). The progression from feelings of anxiety and combativeness through the ***** to fight for a given perspective are well defined in the article as Lieberman (*****) illustrates how quickly mediation processes can degenerate into long-term conflicts and aggression. The progression to awareness and acknowledgement, which are clearly pivotal from the perspective of the author to resolving conflicts, are well ***** as the necessary "bridging" aspect of any mediation activity. Finally the ***** s*****s 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 ***** ***** *****oretical and cognitive theories relating to the impact of emotions and personalities in the *****place (Muchinsky, 2000). Beginning with a brief introduction ***** ***** highly logic*****l and often passionateless approach to ***** as exemplified in purely ope***** research-based *****es implied in the author's ***** comments, then progressing through the development of theoretical and conceptual models ***** define the determinants of job sat*****faction versus job stress, ***** author successfully defines a c**********-and-effect series of workflows. ***** successfully argues that ***** ***** the 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 implications, while working to accentuate the positive 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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