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For feedback, be it positive or negative, to be at the level where it can push, inspire, and positively challenge people, it needs to meet the following criteria: Specific and factual : Do not ...
Negative emotions at work can be formed by "work overload, lack of rewards, and social relations which appear to be the most stressful work-related factors". [17] "Cynicism is a negative effective reaction to the organization. Cynics feel contempt, distress, shame, and even disgust when they reflect upon their organizations" (Abraham, 1999).
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Hyperbolic discounting leads to choices that are inconsistent over time—people make choices today that their future selves would prefer not to have made, despite using the same reasoning. [52] Also known as current moment bias or present bias, and related to Dynamic inconsistency. A good example of this is a study showed that when making food ...
Affective events theory model Research model. Affective events theory (AET) is an industrial and organizational psychology model developed by organizational psychologists Howard M. Weiss (Georgia Institute of Technology) and Russell Cropanzano (University of Colorado) to explain how emotions and moods influence job performance and job satisfaction. [1]
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The negativity bias, [1] also known as the negativity effect, is a cognitive bias that, even when positive or neutral things of equal intensity occur, things of a more negative nature (e.g. unpleasant thoughts, emotions, or social interactions; harmful/traumatic events) have a greater effect on one's psychological state and processes than neutral or positive things.
High self-efficacy can affect motivation in both positive and negative ways. In general, people with high self-efficacy are more likely to make efforts to complete a task, and to persist longer in those efforts, than those with low self-efficacy. [18] The stronger the self-efficacy or mastery expectations, the more active the efforts. [19]