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The theory says that frustration causes aggression, but when the source of the frustration cannot be challenged, the aggression gets displaced onto an innocent target. For example, if a man is disrespected and humiliated at his work, but cannot respond to this for fear of losing his job, he may go home and take his anger and frustration out on ...
Some psychologists, however, such as Bushman and Anderson, argue that the hostile/predatory dichotomy that is commonly employed in psychology fails to define rage fully, since it is possible for anger to motivate aggression, provoking vengeful behavior, without incorporating the impulsive thinking that is characteristic of rage.
(2007). Workplace Emotions: The Role of Supervision and Leadership. Journal of Applied Psychology, 92(5), 1357–1367. Retrieved from PsycINFO database. Brescoll, V.L. and Uhlmann, E.L. (2008). Can an angry woman get ahead? : Status conferral, gender, and expression of emotion in the workplace. Association for Psychological Science, 19(3) 268 ...
Crowd psychology (or mob psychology) is a subfield of social psychology which examines how the psychology of a group of people differs from the psychology of any one person within the group. The study of crowd psychology looks into the actions and thought processes of both the individual members of the crowd and of the crowd as a collective ...
Emotion classification, the means by which one may distinguish or contrast one emotion from another, is a contested issue in emotion research and in affective science. Researchers have approached the classification of emotions from one of two fundamental viewpoints: [ citation needed ]
They may also have an innocent facial expression and act excessively friendly to conceal their anger or frustration. [1] People on the receiving end of passive-aggressive communication are usually left confused, angry, and hurt. [1] They tend to be alienated from others because they elicit these unpleasant feelings. [2]
Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict in the workplace. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.
The theory of constructed emotion (formerly the conceptual act model of emotion [1]) is a theory in affective science proposed by Lisa Feldman Barrett to explain the experience and perception of emotion. [2] [3] The theory posits that instances of emotion are constructed predictively by the brain in the moment as needed.