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Article
Publication date: 1 April 2002

Decanta Geddes

Flourtown Farms is a salary negotiation simulation developed to demonstrate the importance of obtaining a good ??TNA (Best Altentative to a Negotiated Agreement) prior to…

Abstract

Flourtown Farms is a salary negotiation simulation developed to demonstrate the importance of obtaining a good ??TNA (Best Altentative to a Negotiated Agreement) prior to engaging in negotiation with one's counterpart. This exercise teaches quickly and effectively that well defined, reasonable, and in‐place BATNA s are both strategically and emotionally beneficial to the negotiator. Individuals attempting to negotiate without one will do so to their own disadvantage.

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International Journal of Conflict Management, vol. 13 no. 4
Type: Research Article
ISSN: 1044-4068

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Article
Publication date: 1 January 2003

Deanna Geddes, Kimberly Merriman, Gerald Ross and Denise Dunlap‐Hinkler

Individuals in two separate studies participated in a self‐appraisal activity in which they were randomly assigned to three conditions promising different levels of…

Abstract

Individuals in two separate studies participated in a self‐appraisal activity in which they were randomly assigned to three conditions promising different levels of potential influence on the evaluation of a written assignment. Self‐report data regarding perceptions of voice impact, voice appreciation, and procedural and distributive justice were analyzed. Results of MANOVA and regression suggest voice appreciation, measuring value expressive effects, was positively and significantly related to perceptions of justice, while the self appraisal's perceived impact on a valued outcome was not. However, the impact of value expressive effects on perceptions of fairness was reduced somewhat with higher instrumental possibilities for voice among undergraduate students. Implications for ongoing research and practical applications are discussed regarding the use of various forms of self appraisal.

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International Journal of Conflict Management, vol. 14 no. 1
Type: Research Article
ISSN: 1044-4068

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Book part
Publication date: 26 June 2012

Deanna Geddes and Lisa T. Stickney

This study is a preliminary effort to examine “muted anger” in the workplace. Muted anger is a unique interpersonal and organizational phenomenon, incorporated in the Dual…

Abstract

This study is a preliminary effort to examine “muted anger” in the workplace. Muted anger is a unique interpersonal and organizational phenomenon, incorporated in the Dual Threshold Model (DTM) of workplace anger (Geddes & Callister, 2007). Characterized as a form of suppressed workplace anger, muted anger occurs when angry organizational members intentionally keep their anger hidden from management and those responsible for the problematic situation, and instead express their emotions to colleagues (and others) unrelated to the initial anger-provoking incident. Using the DTM framework, we surveyed 296 full-time employees regarding their experience with an angry colleague who vented to them after an infuriating event. Our findings indicate that whether or not muted anger episodes can lead to productive communication practices depends on the anger intensity of both the actor and the sympathetic responder as well as the responder's level of organizational commitment. Those who themselves felt moderate anger intensity after hearing their colleague's plight and those with high organizational commitment were more likely to advocate on behalf of their angry colleague and approach management or someone in a responsible position to help address the problematic situation. Those with lower anger intensity and organizational commitment typically discussed the situation with one or two additional, but unrelated persons – expanding the muted anger episode.

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Experiencing and Managing Emotions in the Workplace
Type: Book
ISBN: 978-1-78052-676-8

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Book part
Publication date: 26 June 2012

Angela Zenteno-Hidalgo and Deanna Geddes

This chapter presents a compassionate response model of workplace anger. The model incorporates an interpersonal feedback loop to show how compassionate responses to…

Abstract

This chapter presents a compassionate response model of workplace anger. The model incorporates an interpersonal feedback loop to show how compassionate responses to workplace anger have the potential for generating gratitude within the angry individual. Both reactions should ultimately result in more favorable organizational outcomes from anger episodes. In addition, the model identifies message, individual, relational, and organizational factors moderating the likelihood that an anger expression, compassion, and gratitude progression take place. The model proposes that anger expression is not inherently negative for individuals and organizations, but may initiate a series of potentially positive exchanges of emotion and caring.

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Experiencing and Managing Emotions in the Workplace
Type: Book
ISBN: 978-1-78052-676-8

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Book part
Publication date: 26 June 2012

Neal M. Ashkanasy, Charmine E.J. Härtel and Wilfred J. Zerbe

The chapters in this volume are drawn from the best contributions to the 2010 International Conference on Emotion in Organizational Life held in Montreal, Canada in August…

Abstract

The chapters in this volume are drawn from the best contributions to the 2010 International Conference on Emotion in Organizational Life held in Montreal, Canada in August of that year, complemented with invited chapters consonant with the theme of this volume. This highly successful conference, founded by the editors of this volume, and first held in 1998, is fondly referred to by many as the “Emonet” conference, after the email discussion listserv set up to support the conference and all those interested in advancing knowledge in emotions in organizational settings. We are especially grateful to the conference paper reviewers and acknowledge their service in the appendix of the book.

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Experiencing and Managing Emotions in the Workplace
Type: Book
ISBN: 978-1-78052-676-8

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Book part
Publication date: 7 July 2015

Abstract

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New Ways of Studying Emotions in Organizations
Type: Book
ISBN: 978-1-78560-220-7

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Book part
Publication date: 13 July 2017

Abstract

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Emotions and Identity
Type: Book
ISBN: 978-1-78714-438-5

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Book part
Publication date: 26 June 2012

Abstract

Details

Experiencing and Managing Emotions in the Workplace
Type: Book
ISBN: 978-1-78052-676-8

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Book part
Publication date: 24 September 2018

Abstract

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Individual, Relational, and Contextual Dynamics of Emotions
Type: Book
ISBN: 978-1-78754-844-2

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Book part
Publication date: 7 June 2016

Abstract

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Emotions and Organizational Governance
Type: Book
ISBN: 978-1-78560-998-5

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