Tag Archives: personality

Emotions and Personality


Maccoby (2005, p.58) and Hayes & Kleiner (2001, p.81) demonstrate the different types of emotions and personality that can exist in the workplace and how such insubstantial factors can be empirically measured. Emotions and personality are both difficult to describe and measure as they are not concrete things: they are feeling and based upon behaviours. Many analysts have attempted to measure emotions and personalities in the workplace since these non-concrete things definitely do have an effect. These feelings, emotions, behaviours and personalities have been defined in terms such as emotional intelligence (Christie, et al., 2007, p.212) and emotional labour. Maccoby (2005, p.58) has identified a new personality guideline beyond the earlier Freudian personality types which is known as the interactive, gamer personality. This personality is an extension of Freud’s work and incorporates the work of Erich Fromm. Such a personality is found in the younger generation and is a result of the highly-interactive nature of society today. Hayes & Kleiner (2001, p.81) describe three types of work: physical, mental and emotional. Here, emotional labour takes its toll on the personality and emotional endurance. Some jobs require a high degree of emotional labour (ie. psychiatrists, trauma surgeons, ambulance attendants, police) where personality often comes into play. Both sets of authors demonstrate that emotions and personality play key roles in the successful accomplishment of work in the job environment.

Emotional Intelligence

Emotional Intelligence

Emotional intelligence are characteristics that workers and employers bring innately into the working environment involving their personality or emotions. Each person has their own individual set of behavioural traits and attributes that can either hinder or assist in the workplace. In the emerging field of emotional intelligence, two examples that can be observed are those based upon theories like that of Wong, et. al. (2007) who believe empirical results concerning emotional intelligence can be found through testing and there are those such as Singh (2007) who see emotional learning as key to the vertical-and horizontal-integration of learning in organizations.