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I have attached the document with 2 discussions and I need to reply to each one them in 200 words each. APA format and references sashi_ob_replies.docx Unformatted Attachment Preview Reflection- Initial Post: Emotions and their role in workplace emotional culture C OLLA PSE In this week’s reading of the assigned chapters for reading what had the most impact on me was the classifications of emotions and understanding their sources, function and effect on events at the workplace. Under the more broader term “Affect”, the authors classify emotions and moods. These three are interrelated. Emotions are fleeting and more action based, whereas moods tend to be active for longer periods of time and may be less intense (Robbins & Judge, 2018). While in theory these classifications work, emotions and moods may be harder to distinguish between in real life. There is much ambiguity regarding identifying what basic emotions are underlying in the fabric of human nature, however, there is some clarity about positive and negative emotions and the impact they can have on the workplace environment (Robbins & Judge, 2018). These positive and negative emotions and moods lead to perceived positive and negative states of being which in turn greatly influence behavior and desired workplace traits. It is important, both as individuals and as part of a company, to learn to recognize the factors that play a role in emotions and moods in order to better manage oneself professionally as well as lead to a more holistic personal growth. Due to recent consideration for workplace values, there has been a lot of research into workplace emotional culture. Just as an individual employees’ emotions and moods can affect a workplace situation or environment, every workplace has an emotional culture. Building a positive emotional culture can cultivate a sense of organizational citizenship behavior (OCB). As the focus of the workforce toward wellness increases, of which emotional wellness is an integral part, more and more companies are cognizant of the type of brand they establish with regards to culture. Not only is management and policy key to cultivating this but hiring employees with a higher emotional quotient and utilizing various tools to assess this during the hiring process can contribute to the ongoing brand development at a company. This is also important because as suggested by the authors in the text employees with better emotional intelligence are shown to be better decision makers and performers (Robbins & Judge, 2018). It is obvious that a good emotional culture can foster a better environment and welcoming emotions instead of suppressing them can indeed build a progressive organization that increases the perceived organization support in employees. Similarly, it is obvious that a negative emotional culture such as a culture of fear or authority can have an inverse impact. However, sometimes, desirable emotions in excess can also have a negative impact on the workplace. For example, in a culture of friendliness and companion love, conflicts can often go unresolved and in turn result in lower productivity. I can benefit from the understanding of the intricacies of emotional regulation by implementing the habit of recognizing not only my own emotional bad habits but also those of my coworkers. This can in the future, help me as a manager to retain productive employees by encouraging a positive emotional and mental well-being. I can help my current organization by working with management to improve mental health related policies such as offering employees behavioral health benefits and mental health days. Since this is not an exact science, it falls equally upon individuals and companies to have a good foundation of moral emotions and have open emotional understanding, be it positive or negative. Human beings are complex, and everyone experiences emotions differently. It is imperative that the mental health of employees be considered at the same level of importance as physical health. Corporate culture can be stressful and can lead to burnout, especially in today’s times where life is fast paced and can often get overwhelming. Promoting a sense of belonging, a sense of worth and mindfulness at work can make employees exhibit citizenship behavior and lead to better retention rates. In fact most negative emotions originating at work such as frustration, anger, insecurity and dislike, if dealt with healthy coping mechanisms can lead to problem resolution and a positive environment for all parties involved. It is hence important for the industry and society to respect emotions and make a change toward hiring more emotionally adept employees to encourage such a culture worldwide. Organizations are already tending toward placing importance on mental health and efficiently and actively regulating emotions is a crucial part of this trend. References Robbins, S., & Judge, T. (2018). Essentials of Organizational Behavior. Boston: Pearson. 18 hours ago Naga Naresh Babu Jasti Week 2 Forum C OLLA PSE Organizational Behavior: Reflection and Discussion Forum Week 2 Organization behavior deals the individuals personality and emotions. On one hand, personality is the manner in which an individual behaves while interacting with other people (Robbins & Judge, 2018). The authors uses measurable traits to determine an individual’s personality. For instance, they state that some people are shy, aggressive or ambitious (Robbins & Judge, 2018). Moreover, we have those possessing lazy, loyal or timid traits. On the other hand, we have the individual’s emotions. The authors starts by investigating the disparity between emotions and moods (Robbins & Judge, 2018). They claimed that both the emotions and moods are both forms of affect. Affect deals with the feelings that the individuals experience. Regarding emotions, they result for events and usually take a short time (Robbins & Judge, 2018). They are specific and several, and the individuals exhibit identifiable facial expressions. Examples include anger, fear and sadness. Individuals who are happy, disgusted and surprised could also be having emotions (Robbins & Judge, 2018). The study claims that they are action oriented. On the contrary, moods results from general or unclear factors (Robbins & Judge, 2018). They are likely to last long extending beyond hours and days. They are general, in that they comprise of several specific emotions. However, the authors can rank them as either positive or negative (Robbins & Judge, 2018). They claim that the individual illustrates no distinct expression. The individuals could also demonstrate moral emotions. They class of emotions tend to possess moral implications. The instant judgment after being evoked determines whether the emotion will be moral (Robbins & Judge, 2018). It can lead to individual to experience moral disgust if the event hurts him. The human resource department focuses on the employees’ personality as opposed to emotions. Therefore, the human resource department has to take personality traits (Robbins & Judge, 2018). It believes that the individuals’ performance can be assessed using the tests. The employees may also undertake self-report surveys to determine their qualities (Robbins & Judge, 2018). Even though, the approach is common, it is vulnerable to errors due to the researcher bias. The study argues that different factors influence once personality. Some of the factors are genetics and the environment (Robbins & Judge, 2018). Previous studies shows that genetics have more influence on an individual’s personality as compared to parents. They are fail to find association between personality and environment (Robbins & Judge, 2018).. Therefore, individuals should ensure that the environment only offers them positive personality traits. Reference Robbins, S. & Judge T. (2018). Essentials of Organizational Behavior. 14th. Boston,MA:Pearson. ISBN 13: 978-0-13-452385-9 ... Purchase answer to see full attachment