Individual Moods and Emotions in the Workplace

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Introduction

The emotions, moods, and general dispositions indeed have an effect on the job performance of employees. Different aspects such as decision-making, creativity, disengagement, collaboration, and negotiation skills, as well as their ability to lead are all affected by moods and emotions (Shockley et al., 2012). As such, it is crucial for one to know his or her personality. Through the big five project personality test, I have been able to learn my moods and emotions in the workplace. In terms of description, there exist five dimensions in which the human personality can be described. The five dimensions are open mindedness, conscientiousness, extraversion, agreeableness, and negative emotionality (Rushton & Irwing, 2009). They describe an individual’s state of mind given their environment and personal characteristics.

Test results and application

With regards to the first dimension, I scored low in terms of open mindedness. This, according to the Outofservice (2016), means that I am a person who is uncreative, conventional and down to earth with narrow interests. I may use this learning to improve on this dimension in the workplace. Open-mindedness is essential for professional success, and open-minded folks do not care if they are correct or wrong; instead, they concentrate on comprehending. They can tolerate more since they can think about things from different perspectives. To become an open-minded person in the work place, I will Regularly communicate ideas with my co-workers and colleagues, accept constructive criticism without resentment, recognize and applaud other folk’s accomplishments. I will also work on being adaptable when it comes to changing responsibilities, tasks, or timetables, request feedback from employees as well as clients, partners, and service suppliers and urge others to be open-minded. I may also patience, be cheerful, comfortable, and easy-going at workplace, in my personal relationships, and all other aspects in my life.

In terms of the second dimension, the results came out that I am neither disorganized or organized, but somewhere in between the two. Nevertheless, I ought to work a little bit harder on this dimension in order to become an organized individual in the workplace since these are individuals tend to be reliable, self-disciplined, careful and well organized within the workplace. Being organized means that one can save time and spend more time in working on vital activities if he or she stays organized. Being organized in the workplace means more productivity in the workplace as it improves and allows a better flow of communication between team members through structure. Improved communication, admittedly, translates into better and improved performance in the workplace.

In relation to the third dimension, that is extraversion, the results were also neural as it indicated that I am neither reserved or social. This is another area that I ought to work on and be more sociable and talkative. Being sociable increases the likelihood of creating strong social connections with colleagues in the workplace and this has been found to have other benefits. Workers who have co-worker friendships or social contacts tend to be more invested and committed. This is mainly due to the fact that solid work relationships contribute to the development of a strong business culture that values respect, dedication, and trustworthiness. In the workplace, social connections foster a sense of belonging, which is critical for nurturing creativity, collaboration, and teamwork. Workers that have good relationships are more committed and driven to do their best work.

A work atmosphere that encourages social interaction may also have effective recruitment and selection results. Interactions among employees are improved when they are more sociable in the workplace since these characteristics aid in the effective management and resolution of conflict. When one is I are involved in a workplace conflict or debate, negotiation skills might assist the individual in finding a common ground. Employees with social skills are more likely to get along with one another because they encourage team engagement through tolerance and collaboration. Workers who exhibit these characteristics operate within the group culture in order to attain objectives in the most effective way.

The other dimension is agreeableness. In this case, the results indicated that I am an individual who easily express dissatisfaction or irritation with others. This is an area that I surely need to improve on and become a person that is empathetic, courteous and forgiving. Empathy enables people to form social bonds with other people. Individuals can respond correctly in social circumstances if they comprehend what others are thinking and experiencing. Kansky and Diener (2017) found that social relationships are vital for both physical and mental well-being. Empathy encourages people to help others. When one show compassion for other individuals, he or she is more inclined to engage in helping activities, and other folks are more willing to come to the assistance of the individual when s/he feels empathy. Unfortunately, empathy is among the soft skills that are often overlooked as a performance indicator. Nonetheless, empathy is a useful soft skill in the workplace particularly among leaders since this means the ability and capacity of comprehending the needs of the followers, their thoughts as well as feelings.

Lastly, negative emotionality is the last dimension of the test. I scored high in negative emotionality and this implies that I am an individual with a high sense of insecurity, nervousness and worrying. Anxiety has a negative impact on every part of a person’s life, including their ability to works. A considerable portion of employees can admit that anxiety has a negative impact on their job performance and it may also have a negative influence on the relationships with colleagues and peers (Jensen, Patel, and Messersmith, 2013). Other negative impacts include; reduced job satisfaction, reduced confidence, taking fewer risks and career growth will likely to stagnate, and reduced goal setting.

Conclusion

Understanding one’s personality type can have a profound impact on life in a variety of ways. One will be able to identify the place where he or she belongs and what s/he ought to do in order to become successful in studies, relationships, finances, and other aspects of your life as well. Checking one’s personality type may not appear to be a major concern at first glance. Those who are extremely successful in life, nevertheless, are well-known for having identified their own personality type and being able to communicate effectively with others.

References

Jensen, J. M., Patel, P. C., & Messersmith, J. G. (2013). High-performance work systems and job control: Consequences for anxiety, role overload, and turnover intentions. Journal of Management, 39(6), 1699-1724.

Kansky, J., & Diener, E. (2017). Benefits of well-being: Health, social relationships, work, and resilience. Journal of Positive School Psychology, 1(2), 129-169.

Outofservice. (2016). The Big Five Project: Personality Test. Available at https://www.outofservice.com/bigfive/

Rushton, J. P., & Irwing, P. (2009). A general factor of personality in the comrey personality scales, the minnesota multiphasic personality inventory-2, and the multicultural personality questionnaire. Personality and Individual Differences, 46(4), 437-442.

Shockley, K. M., Ispas, D., Rossi, M. E., & Levine, E. L. (2012). A meta-analytic investigation of the relationship between state affect, discrete emotions, and job performance. Human Performance, 25(5), 377-411.

Appendix 1: Personality test 1- The big five project

Appendix 2: Personality test 2- Stress-O-Meter