Organizational Behaviour - Emotional Stability

Over the past years, many have related emotional stability with one’s ability to perform in work. This essay will review emotional stability as one of The “Big Five” Personality Model in relation to the workplace and work behavior. In order to further reinforce the concept, different academic journals from recent years will be used to deliver ideologies on the definition of emotional stability, ways to encourage emotional stability, how it affects the workforce both as employees and managers while contrasting with people with neurotic behavior. Emotional stability means having a calm behavior, whether a certain project in work has been deemed a success or a failure. It is the ability to control his or her emotional expressions while still maintaining the right mind to make rational and professional decisions. Teng, Chang & Hsu (2009: 2088) states that a person having good emotional stability is less likely to display strong emotional reactions to stressful situations. Teng also adds that these people lean more towards being pro-active and successful in problem-solving. Neuroticism would be the other end of the scale where one will have the buoyancy to experience negative emotions. Neuroticism includes characteristics of excessive worry, pessimistic and low confidence (Bozionelos 2004: 70). People who are neurotic may find it difficult to think clearly, cope with stress or being in a bad mood under normal circumstances. As a result, it is clear that firms are more likely to favor employees who are emotionally stable because he or she will not be too emotionally involved in a certain situation and will find it much easier to move on. As an employee, having good emotional stability is important in the process of learning and understanding a task. An important aspect of the learning is curve is learning from errors and being emotionally stable has shown to help an individual learn from mistakes (Zhao 2010: 438). While it is false that negative emotions