Reference no: EM131224547
Please provide substantial in your own word answers to the following questions. Word count must be 50 or more.
1. The Good and Bad of Anger at Work Andrew Cornell, CEO of Cornell Iron Works, understands the days of the screaming boss are numbered. He deals with anger towards his employees by holding frequent and brief meetings, "rather than ‘waiting until the end, throwing a nuclear bomb and leaving blood all over the wall.'" Screaming takes other forms too. At work you might receive a hostile e-mail berating you, copied to coworkers, in ALL CAPS. Science supports the many people who believe that "yelling" via e-mail or face-to-face is inappropriate and counterproductive. You may have been in a group meeting when someone was so angry he or she began to scream and bully another person. Bullying and yelling are unprofessional, are uncalled for, and damage the reputation of the perpetrator.
COSTS OF NEGATIVE EMOTIONSGrowing research evidence supports the undesirable outcomes from negative emotions that we all suspect. Negative emotions due to organizational change, for example, are linked to more sick time used and employee turnover.
UNHAPPY CUSTOMERS MAY SUFFER TWICECustomers' negative emotional displays (e.g., verbal aggression) have been shown to negatively affect employee job performance. Specifically, receivers of the aggression made more mistakes recalling and processing the customers' complaints! You may want to think twice before venting on a customer service representative.
WHAT ABOUT THE BENEFITS OF ANGER?Expressing your anger sometimes can actually solve the problem. Your message is communicated, albeit forcefully, which can lead to better understanding. Displays of anger also are more likely to be beneficial if they are directed at organizational issues and problems instead of individuals. Being angry at the problem rather than the person is likely to be perceived more constructively and less defensively.
Provide your thoughts to the following questions?
1. What advice would you give to managers on how to handle their own anger and other negative emotions at work?
2. What advice would you give to managers on how to handle the anger and negative emotions felt (and expressed) by their direct reports?
3. What has been the most productive way for you to deal with your negative emotions?
2. What type of assessments and evaluations might you use to determine the characteristics of your employees? Does the type of tool make a difference? Why or why not?
How might an individual employee's personality affect the performance of an organization? If the effect is negative, how might you change this? If the affect is positive, how can you capitalize on this?
As a manager, how can you use your knowledge of employee characteristics to improve organizational performance? Provide specific examples to support your response.
3. How do you think perceptions impact the manager/employee relationship? Do you have any examples?
How might the topics of this chapter impact the communication process? As a manager, what factors do you think should be considered when determining the most effective way to communicate a message?
4. What are the most common barriers to implementing successful diversity programs in organizations?
5. Provide thoughts on attached reading of "Predictors of approach: Personality traits, self-esteem and academic self-efficacy. International Online Journal of Educational Sciences, 6(1), 91-102."
6. Provide thoughts on attached transcript "Individual Differences, Perception, and Diversity Transcript."
7. Provide thoughts on attached transcript "Can a person be Type A and Type B"?
8. Provide thoughts on attached transcript "Can You Change Behavior Without Extrinsic Rewards"?
Articles:
1. Question: Can a Person be Type A and Type B? by Angelo Kinicki.
2. Predictors of Approach/Avoidance Achievement Goals: Personality Traits, Self-Esteem and Academic Self-Efficacy by Mehmet Kandemir.
3. Individual Differences, Perception, and Diversity Transcript by Angelo Kinicki.
4. Question Can You Change Behavior Without Extrinsic Rewards Transcript by Angelo Kinicki.