The Philosophy Of Teaching And Teaching - 817 Words

Teaching is among the most intricate, eternal and beautiful professions and as a visionary and cultural leader I know that education transcends time and place, deriving much from both social, cultural context and individual style. I am committed to continuously improve my practices with the desire that my leading example instills in my students and colleagues the passion and enthusiasm for learning and teaching. I am a dedicated, resourceful educational professional who consistently take part in training opportunities designed to strength and improve educator’s pedagogical skills, monitor policies and practices that promote a safe learning environment. As a managerial leader, collaboration and good communication in the school setting is very important to me because â€Å"Effective principals are effective managers. They must communicate, develop relationships, and coordinate efforts of teachers, assistant principals, custodians, secretaries, counselors, librarians† (Alby Robbins, 1998, P. 16). In my district I lead for two years the Language Acquisition PLC for middle schools and became an active member of the Building Leadership Team, Standards Reference Grading Building Implementation Team, Educational Equity Committee. State wide, I am a member of the Collaboration for Kids Oversight Team, World Languages Culture Team, Iowa State University STEM Equity Team and Outstanding Educators of Iowa Committee. All these opportunities enabled me to help, learn from and lead myShow MoreRelatedMy Philosophy Of Teaching For Teaching932 Words   |  4 PagesWhen I was learning about teaching in college classes my philosophy of educa tion was different than when I actually started doing my student teaching. As soon as a teacher enters the classroom, it should be his/her second home. Teaching is a field of occupation where teacher needs have these two personality traits: patience and flexibility. Not all teachers are same thus each has their unique way of teaching students. My philosophy for teaching is very simple and fair. I would like to incorporateRead More Teaching Philosophy1032 Words   |  5 PagesTeaching Philosophy Cicero said, What noble employment is more valuable to the state than that of the man who instructs the rising generation? He was correct in saying this because the young people of today will become the world leaders of tomorrow. The educators that instruct these children are important to this society because they will help shape the lives of these young people. When deciding upon a philosophy of education, I was torn between two: Progressivism and EssentialismRead MoreTeaching On Deck Philosophy And Teaching3604 Words   |  15 Pages Teaching on Deck Philosophy Latoya Deas L 2662298 Professor Dr. Parker Education 504 April 21, 2017 Abstract When you hear the word â€Å"teaching†. You may think about school and student. Teaching I realized it is not an easy job, however it is a blessing when your students that were struggling are now succeeding it is very rewarding. Teachers have an important role everyday and it is important that teachers should know that they are the guiding to all student’s development, intellectualRead MorePhilosophy And Philosophy Of Teaching999 Words   |  4 Pages Philosophy of Teaching Essay Assignment Mohsin Rasho Valparaiso University NUR 641 â€Å"I have neither given nor received, nor have I tolerated others use of unauthorized aid.† Mohsin Hussein Rasho Philosophy of Teaching Essay Assignment There are many students thinking about their future because they desire to be the great teacher or professor in the future. It is necessaryRead MorePhilosophy And Philosophy Of Teaching942 Words   |  4 PagesPhilosophy of Teaching By: Tambra Reynolds Every August, a group of second graders enter my classroom. I teach them how to read and write, tie their shoes, and by June, make sure they are prepared for third grade. In the middle of last school year, I received a new student. She was a beautiful, bubbly little girl. I soon learned she was terminally ill and one of her last wishes was to return to school. I was incredibly humbled her parents were entrusting their daughter into my care and sharingRead MoreMy Teaching Philosophy : My Personal Philosophy Of Teaching932 Words   |  4 Pages This is my personal philosophy of teaching. This is my belief about teaching and learning and how I will put my beliefs into classroom practices. First and foremost, the purpose of education is to educate students so that they can be ready for the real world. It should prepare students for life, work, and citizenship. To do this, education should teach one to think creatively and productively. In addition to preparing students for the real world, all students should be able to read and comprehendRead MoreMy Philosophy Of Teaching Philosophy911 Words   |  4 PagesTeaching Philosophy When I think about my teaching philosophy, I think of a quote by Nikos Kazantzakis, Greek writer and philosopher. Kazantzakis states, â€Å"True teachers are those who use themselves as bridges over which they invite their students to cross; then, having facilitated their crossing, joyfully collapse, encouraging them to create their own.† In my classroom, I will provide an environment that shows I am a â€Å"true teacher.† Philosophy of Discipline I believe that children learn best andRead MoreLearning Philosophy And Teaching Philosophy765 Words   |  4 Pagesinstruction around the vocabulary that stems from those experiences is the foundation of my teaching philosophy. From daily exposure and continuous personal research I know that poverty means more than a lack of money; it means a lack of resources-financial, relational, neurological, social-emotional, experiential, and linguistic. It was from this list of necessary resources that I developed my teaching philosophy and the strategies to reinforce it. Currently, I collaboratively teach Pre-K with anotherRead More Philosophy of Teaching Essay1107 Words   |  5 PagesPhilosophy of Teaching Twelve years ago, I was not interested in becoming a teacher. I was content with my life. Then, I had two wonderful children. As they became school age, my opinion of teachers was immensely altered. I have spent countless hours within my children’s school, became personally connected to the wonderful individuals who were their teachers, and developed a respect for these tireless workers. These individuals have created a desire within me to enhance children’s lives andRead MoreTeaching Philosophy : My Philosophy1100 Words   |  5 PagesTeaching Philosophy: Lauren Gross EDUC 120 Learn to Teach, Learn to Learn. / Use the past to teach the future ( That is my philosophy) Theory helps teachers think about what we experience and furthermore to teach and learn about how we, as educators, learn. Teachers should be supportive and cooperative, teachers should play the role of a friend, but also stealthily act in the role of advisor or guide for students. Teachers should live by existing educational theories, but also be able to create

Analysis Of The Movie Orange Is The New Black - 880 Words

I was nervous before reading Orange is the New Black because I have never read a book where the setting is prison showcasing the bleak life of an inmate. The reason I decided to read this book is because I have never watched the TV-series that everyone is obsessed with, and I wanted to learn the true story behind the famous show before I decided to watch or not watch the series. The show based on a book is written by an actual convict, about her actual time in prison. Piper Kerman is a drug smuggler who was caught trying to smuggle heroine into the United States from Belgium, is an actual real person, who wrote a book about her actual real life. Piper Kerman was a heroine smuggler, 10 years clean prior to her conviction. She pled guilty, and that she deserved to be in jail but being engaged made it extremely tough process overall. However, with the support of friends, family, and her fiancà ©, she managed to survive the tremulous process of being incarcerated. In the book, we see several moments where Piper describes people who truly do not deserve to be in prison, unlike here mistake. Piper comes to a realization that prison life is generalized, that woman follow in their families footsteps. She begins to realize that there are many circumstances that force multiple generations into following the same footsteps into the life of crime. In the book, we see many people who failed to conform to societal norms leading to their imprisonment. I found it particularly odd when theShow MoreRelatedAnalysis Of The Movie Orange Is The New Black1423 Words   |  6 PagesThe Netflix original series, Orange Is the New Black takes a â€Å"consumerist approach to sexuality,† by repetitively featuring sexual relations among inmates as a way to attract viewers. (Schwan) Orange Is the New Black neglects to explore emotional attachment beyond a need to fulfill sexual needs and minimize loneliness while in prison. Bisexual female characters, if given the opportunity, often leave their female partner for a relationship with a male, downgrading the realism of an actual bisexualRead MoreEssay on Finding Meaning in For Color Girls1232 Words   |  5 PagesTyler Perry adapted and transformed it into a movie in 2010. For colored girls is centered on nine women as they encounter their fair share of neglect, abuse, pain and harassment both physically and emotionally. They slowly but surely recover from such abuse and discover joy in themselves. The movie begins with the characters as strangers but at the end, they become good friends. I watched this movie because it was directed by Tyler Perry. I thought the movie was about women and their struggles to overcomeRead MoreThe Circles Analysis : Streaming Technology Essay1092 Words   |  5 PagesThree Circles Analysis Streaming technology has reformed the way people view entertainment today. Online streaming gives viewers control over when and how they watch their favorite TV shows and movies. Over half of smartphone and tablet owners use at least one television type of application at least once a month (Page, 2015). Services like Netflix, Hulu, and Amazon Prime offer access to shows via TV, gaming systems, smartphones, and tablets from any location with wifi. 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This gender neutral toy is advertised as a shape learning toy for any infant. The package shows a Caucasian non gender specific baby with neutral colored clothing on, smiling and playing. The finalRead MoreCase Analysis : New Coke1130 Words   |  5 PagesCase Analysis: New Coke Situation Analysis Founded in 1892, the Coca-Cola Company is known to have created the â€Å"world’s best-selling soft drink.† However, in the 1970s, Coca-Cola was rivaled by Pepsi-Cola, a competitor offering a substitute product. Coca-Cola had been winning the war for over 87 years when consumers began to prefer Pepsi-Cola’s product. Even loyal Coca-Cola consumers admitted to desiring Pepsi over traditional Coke. These confessions, combined with Pepsi’s own research findingsRead MoreFemale Writers : Mean Girls ( Tina Fey ) And Clueless ( Amy Heckerling ) Essay1497 Words   |  6 Pageswomen?; Do they talk to each other?; About something other than a man?† (Kusina, 2015). It is very clear that all of the movies about teenaged girl cliques are passing the Bechdel Test based on these three questions. It would improve the feminist analysis of film if there were to be a proposition to adding one more question to the Bechdel Test. When watching films that have a female do minated cast, a fourth question could be; â€Å"Are the women talking about each other?† It would be interesting to seeRead MoreE Commerce Web Design1619 Words   |  7 Pages E-COMMERCE WEB DESIGN MET MG448 HOW A 10-YEAR-OLD COMPANY REINVENTED ITSELF THROUGH ECOMMERCE â€Æ' TABLE OF CONTENTS Table of Contents 2 Introduction 3 Business / Client Description 4 Netflix’s history business 4 Netflix’s customers 5 SWOT Analysis 7 Strengths 7 Weaknesses 8 Opportunities 8 Threats 9 Strategy Management Factors 10 Ecommerce Business Model 11 Conclusion 12 References 13 â€Æ' INTRODUCTION In many ways, Netflix is an amazing company to analyze. 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(In this part Sarabi seems happy and excited for her son and that one day he will become the and new rightful king of pride rock) As the young simba grows up Mufasa explains the circle of life to him and also that he will

Organizational Behavior for Groups and Teamwork- myassignmenthelp

Question: Discuss about theOrganizational Behavior for Groups and Teamwork. Answer: Introduction Report is prepared to show the experience of the team members while working in the Group Case Assignment. Experience of the team members will be described by applying concepts of team, conflicts and leadership. First part of the report will involve five stage model of group development to explain the efforts of the team members and how they achieved success in completing the assignment. Three characteristics of effective team will be discussed to relate it will the team. Second part of the report will discuss about the conflicts faced within the team between the team members and how those conflicts were solved by discussing Conflict Handling Strategies and effectiveness of the strategies. Third part of the report will explain a leadership theory and leadership will be described within the group and its effectiveness. In the fourth part of the report experience of the team members will be discussed while working in the Group assignment, lesson they learned with their experience and la stly the recommendation for the proposed changes in the assignment. Groups and Teamwork Five Stage Model Forming Our team was formed by the professor who assigned us a Group assignment. Our group is consist of four members i.e. Member A, B, C and D and our assignment was to develop a performance measurement system for any department of the organization. First all the team members came together and met with each other (Rutan, Stone, Shay, 2014). In the initial stage all the members were bit uncomfortable as we have not worked together before. Here, we all were trying to understand each other behavior. There were no conflicts between the team members at this stage but all were making opinions about each other. In this stage we were trying to understand the assignment topic. Storming At this stage all the members of our group have the idea about the assignment and we were discussing about the important points and issues to be involved in the performance measurement system. At this stage many conflicts arise as we were discussing about the roles and responsibilities of the team and of each group member. Structure, responsibilities, authority and leadership were discussed in this stage which was providing more clarification about the assignment (Hartzell, 2017). Norming At this stage we were clear about our assignment. We had that feeling that we are a single team and have to work together for the results. Moral of all the team members was high as everyone knows about the skills, talent and experience of each other. We all were focused and were discussing about the performance measurement system. Trust between the members was building and were becoming interdependent (Tutorials points. 2017). Everyone shared their point of view and were sharing their leadership. Performing At this stage we gave our full dedication and hard work to frame a performance measurement system. At this stage everything was going very smooth and easy (Toggl. 2017). Five stages were included in the performance measurement system after the long discussion between the members of the team. Stages of the system are Define the objective, Aligning performance key indicators, Performance measurement, Scope of improvement and Corrective actions. Adjourning In the final stage our assignment was complete and all the members were happy with the results as everyone given their best for preparing this assignment (Morgan, 2010). Characteristics of Effective team Informal atmosphere Effective team has informal atmosphere in which team members feel relaxed, comfortable and tension free environment (Tom La Force. 2017). While working on the assignment at the stage of norming all the team members were very comfortable as the discussion about the assignment was informal, all the members were familiar with each other and were clear about the topic. Members participation Effective team involve participation of all the members while discussing about the event or activity (Root, 2017). All the members of our team were involved in the discussion and decision making process about the performance measurement system. Freedom for expressing opinions Effective team provide freedom to their members to provide their idea and opinions in the decision making process (Management study guide. 2017). All the members of our team provided their ideas and point of view for the assignment. When we were deciding the stages to be involved in the performance measurement system each member provided their points with reason. Conflict While working on the assignment we faced conflicts between the team members. All the members were told to provide the options for the stages to be involved in the performance measurement system. Conflict arise when members have different opinion about the stages to be involved and it lead to the formation of two teams out of one team. Both the teams had different choices of the stages. To solve this problem we decided to follow Compromising strategy of conflict management. In this all the team members came together and discussed each other points. After the discussion, we came to know that both the sides are correct at their point so we decided to opt the stages of both the team and combined them together and formed our performance measurement system. Compromising strategy of conflict management was adopted because it was the best option to solve the conflict. Compromising strategy of conflict management was very effective as all the conflicts got clear and all the members were happy . If we would have not adopted this strategy then all of us would have not be able to prepare our performance measurement system (Dontigney, 2017). Leadership Trait theory of Leadership- Trait theory focuses on the features of an effective leadership in different situations and recognizing different personality attribute (Cherry, K. 2017). This theory was formed because of the early research on leadership that was focused on finding the heritable attributes that provide the difference between the leader and non-leaders. Effectiveness of a leader can be identified by its influencing skills, how much individual or group get influenced by the leader and follow him/her. It is been said that some people are born with leadership traits and successful leaders are different from other people with special traits. These traits are very important and it has been seen that person possessed with leadership traits help organization in operations. As Trait theory of leadership is a modern theory it became very popular in the twentieth century. Trait theory states that some inborn traits are common to leaders. Even though the acknowledged trait differ, co mmon traits are intelligence, confidence, willpower, honesty and friendliness (Leadership central. 2016). Members of our group possess different leadership traits, all the team members were confident, honest and intelligent. While working on the assignment two of the team members i.e. team member A and C showed their excellent leadership skills by managed the group bringing all the team members together. We were able to see their leadership skills at the time when conflict arise in the group. Both the leaders brought all of us together and initiated the discussion by asking all the members about their point of view. They were the one who suggested and applied the Compromising strategy of conflict management and considered suggestions of all the members. They combined the ideas of all the members and brought five stages of performance measurement system. The leadership was very effective because everyone was influenced with their suggestions and it resolved all the conflicts between the team members with the best results. Our assignment received good marks what we were expecting. In Retrospect All the members of our group enjoyed a lot while working on the assignment of developing performance measurement system. I did not enjoyed the part of conflict between the team members. I learned about the team work and how to work in a team effectively to get the best results. I learned about the performance measurement system as I have never worked before on this type of assignment and came to know about my team members skills, knowledge and talent. According to me all the members did well and given their full efforts but I feel some changes could have been done by us like the financial aspects of the performance measurement system. We only worked on the non-financial part of the system. We could have added the budget of preparing and installing performance measurement system in the organization because budget provide the clear image of the system that this system will be beneficial to install in the organization or not and how much they have to spend in this. Conclusion In the conclusion it can be said that teamwork, leadership and conflict management are very important for working on group assignment. This report is linked with the group assignment which was done before. In that assignment a performance measurement system was developed. In this report teamwork between the group member is explained how that team worked together for developing the performance measurement system by using five stage model. Characteristics of effective team are also linked with the characteristics of the group worked on developing performance measurement system. Compromising strategy of conflict management is also explained in this report which was used in the performance measurement system assignment. Besides this leadership theory is explained that helped group to resolve their conflicts. References Cherry, K. (2017). What Is the Trait Theory of Leadership? Retrieved from: https://www.verywell.com/what-is-the-trait-theory-of-leadership-2795322 Dontigney, E. (2017). 5 Conflict Management Strategies. Retrieved from: https://smallbusiness.chron.com/5-conflict-management-strategies-16131.html Hartzell, S. (2017). Group development. Retrieved from: https://study.com/academy/lesson/stages-of-group-development-forming-storming-forming-performing-adjourning.html Leadership central. (2016). Leadership Theories. Retrieved from: https://www.leadership-central.com/leadership-theories.html#axzz4wDQJBmid Management study guide. (2017). Characteristics of a Good/Effective Team. Retrieved from: https://managementstudyguide.com/characteristics-good-team.htm Morgan, J. (2010). Forming, Storming, Norming, Performing, Adjourning and Transforming. Retrieved from: https://thefutureorganization.com/forming-storming-norming-performing-adjourning-and-transforming/ Root, G. (2017). Characteristics of Effective Teamwork. Retrieved from: https://smallbusiness.chron.com/characteristics-effective-teamwork-691.html Rutan, J. S., Stone, W. N., Shay, J. J. (2014). Psychodynamic group psychotherapy. Guilford Publications. Toggl. (2017). 5 Stages of team development. Retrieved from: https://toggl.com/stages-of-team-development Tom La Force. (2017). 20 Characteristics of Effective Teams. Retrieved from: https://tomlaforce.com/20-characteristics-of-effective-teams/ Tutorials points. (2017). Five Stage Model of Group Development. Retrieved from: https://www.tutorialspoint.com/individual_and_group_behavior/five_stage_model_group_development.htm

Impact of Sadness and Anxiety on Individuals-Myassignmenthelp.Com

Question: What Is The Impact Of Sadness And Anxiety On Individuals? Answer: Introduction Several studies reveal that an estimated five percent of the working population have emotional disorders linked to depression or anxiety (Sanderson Andrews, 2006). There is evidence that these disorders impair the ability of individuals to perform better at work (Lagerveld et al., 2010). Ashkanasy, Zerbe Hrtel (2000) notes that in most cases, people a to think so much about work at the expense of those people with emotional problems, or thinking rationally and in unemotional economic terms concern the interaction between the people and the organization. In a study conducted by Westen, Burton Kowalski (2006), it is noted that though not some people experience emotional problems, everybody experience varied emotions, in fact, various and different emotions in a single day. Several perspectives have explored how emotions influence decision-making (Brief Wiess, 2002). Critical Review This review intends to assess the potential impact of depression and anxiety on how people make decisions and interactions that are critical to organizational behavior. As such, this review is focused on differences in sadness and anxiety experienced by many workers, instead of emotional disorders. This review starts by giving an outline of theories about emotions and moods, specifically sadness and anxiety which affects the decision-making and judgments of individuals in an organization. Further, the review intends to examine the effect of sadness and anxiety on interpersonal interaction, interpersonal perception, and decision-making. Relevant Theories Numerous psychological theories posit that when individuals feel anxious or sadness, it impairs their judgment, decision-making, and evaluation regarding affect-congruent direction (Bower, 1991). In this regard, the decisions made will be related to the general valence of an individual's mood (Clore Gasper, 2000). Evidence has shown that when people are sad, they tend to make bad or negative decisions. For instance, if a company offers a reward, an individual who is sad can view it in a negative manner as opposed to a happy person (Forgas George, 2001). The affect-congruent factors that are used to evaluate how a result is valued may influence employees decisions to pursue rewards in an organization (Vroom, 1964). The affect-congruency perspective has an inherent limitation because it effectively makes an assumption that every emotion of similar valence, for example, sadness and anxiety leads to same outcome (Raghunathan Pham, 1999). Studies done by Learner, Small Loewenstein (2004) have negated this assertion by revealing that disgust and sadness have varied impact on an individual regarding decisions made for economic reasons. Gino, Brooks Schweitzer (2012) argued that anger and anxiety have varied effects on how people acquire and use of advice to inform their decisions. Thus, if affect-congruity denoted an overall effect, as posited by Mayer, Gaschke, Braverman Evans (1992), then all bad moods ought to lead to similar outcomes. There are other theories that explain the how decision-making is influenced by sadness and anxiety. The Different Affect Different Effect model, posits that that sadness and anxiety lead to various ways of thinking, that ends up in different outcomes in a similar situation as far as decision-making is concerned (Ragunathan Corfman, 2004). The DADE argues that when individuals feel anxious, they get motivation to be keen to the surrounding and avoid eminent risks and threats (Maner et al., 2007; Raghunathan Corfman, 2004). According to Eysenck, Payne, Santos (2006), there is need to worry about a threat or something that is about to go wrong somewhere. Unfortunately, when people feel sad, it means that something bad has already happened (Essence et al., 2006). As a result of this, based on DADE, people are motivated to be happy again and strive to seek pleasure and results instead of paying attention to threats and risks. While affect-congruity maintains that sadness and anxiety strongly affect the outcome of a particular decision, the DADE model posits that anxiety and sadness affect the outcome in different measures and direction. Several theorists have that anxiety affects an individuals information-processing capacity because they often focus much of their attention on negativity hence ending up with inadequate cognitive resources (Darke, 1988; Eysenck, 1992). Evidence suggests that sadness and anxiety might interfere with an individuals ability meaningful judgments (Mui, Heilman, Houser, 2008). Recent studies have proposed that when individuals experience anxiety, they get the motivation to counteract the limitations placed on their cognitive resources (Eysenck, Derakshan, Santos Calvo, 2007). An issue that arises out of this argument is that the additional effort meant to overcome these cognitive limitations is more often questionable. This is so particular in circumstances where the task is m entally demanding such as a complex decision-making. Some scholars have argued against the notion that anxiety impairs decision-making and information-processing by positing that sadness may as well contribute to enhanced decision-making and information-processing (Bless, 2001). There are also scholars who support the arguments of the DADE model by arguing that sadness signals to think deeply whenever there is something happening or about to happen a so as to fix it (Lerner et al., 2004). Darke (1988) argues that whereas sadness limits an individuals information-processing, (Bless, 2001) sadness does not. Forgas (2002) opines that sadness motivates thorough, deep, and analytical information-processing. Impact of Anxiety on Interpersonal Perception Interaction among people in an organization is very crucial. Additionally, efficient communication and prudent interpersonal decision-making promote smooth running of an organization (Ivancevich, Konopaske Matteson, 2011). It suffices to point out that there are several ways sadness and anxiety systematically affect interpersonal interactions, decisions, and perception in an organizational contexts. People have been found to engage in negative evaluation of their colleagues, and this is consistent with the arguments of affect-congruity (Forgas, 1990). On the contrary, some findings have shown marked inconsistency. In a study done by Lambert, Khan, Lickel Fricke (1997) sad people showed a positive evaluation of their colleagues at work. Sad people are believed to focus more on negative thoughts and hence influence the decisions that they make (Forgas, 1995). Furthermore, in circumstances where people develop an accurate impression of others, the deep thinking by sad individuals may lead to a less accurate evaluation on a second guess (Ambady Gray, 2002). Anxiety leads to inaccurate decisions and biased judgments as one may rely heavily on stereotypes (Curtis Locke, 2005, 2007). The influence of sadness and anxiety on interpersonal perception has far reaching consequences on work-performance and decision-making. Decisions made by the human resource management may be influenced by sadness and anxiety (McCarthy Goffin, 2004; Nguyen Ryan, 2008). The attitude and fair judgment of colleagues by their abilities and inabilities may be biased (Forgas Bower, 1987). Suffices to mention is the fact that chronic depression and anxiety that leads to incessant negative or stereotypic evaluations and expectations leads to negativity in an organization (Ivancevich et al., 2011). Impact of Sadness and Anxiety on Negotiation Ivancevich et al. (2011) point out that bargaining and negotiation are crucial in every organization for better results. Negotiation is a kind of decision-making that entails proper planning and preparation; all which are necessary for attaining optimum mutual result in an organization (Ivancevich et al., 2011). Several types of research have examined the impact that sad and anxious people have on negotiation and the results. It is vital to point out that these studies have unanimously agreed that both sadness and anxiety affect negotiation negatively. Studies on sadness have revealed that it reduces cooperation and subsequently, raises the level of competition during negotiations (Forgas, 1998). Forgas (2002) that sadness leads to pessimism hence the difficulties in negotiations. In this regard, pessimistic people of lack the self-drive to create specific negotiation plans and often exhibit high expectations in a negotiation process (Forgas, 1998). Anxiety also affects negotiation process and performance (Brooks Schweitzer, 2011). Anxiety is believed to enhance peoples desires to accept deals that are offered to them while sad people are associated with reduced deal-making. According to Brooks Schweitzer (2011), anxiety influences an individuals first offers because will tend to give a lower initial offer during negotiations. Studies have shown motivation that underlies poor negotiation performance is understood in the context of the external environment and the individual. According to Forgas (1998), the influence of sadness on negotiation is purely driven by pessimism as a result of negative ideas. On the other hand, anxiety influences negotiation through a reduction in self-confidence (Brooks Schweitzer, 2011). Effect of Sadness and Anxiety on Requests and Advice It is worth noting that requests and advice are critical in interpersonal interaction in an organization because they enhance information acquisition for making informed decisions (Gino et al. 2012). Some studies have revealed that sadness and anxiety influence how individuals seek advice and make requests in an organization. How people frame their requests and seek for advice can influence others in the organization as they determine whether or not the actions are valid (Yukl, Seifert Chavez, 2008). Requests ought to be direct and polite as this makes it easier for one to get what one wants with relative ease (Forgas, 2002). Numerous studies have shown that sadness has an influence on framing of a request (Forgas, 1999a, 1999b). The mood is associated with the enhanced extent to which individuals come up with polite and elaborate, but requests that are less direct (Forgas, 1999a, 1999b). This assertion is consistent with the DADE model where individuals who are sad get the motivati on to seek for pleasure (Ragunathan Corfman, 2004; Ragunathan, Corfman Pham, 2006). Given this, such individuals avoid unpleasant interactions with impolite (Forgas, 1999a). This behavior shows that there is often avoidance of unpleasant interactions which results in a wider effect on organizational behavior. According to Behfar, Peterson, Mannix, Trochim (2008), such effects may be felt in times of conflict resolution and management in an organization. There is a plethora of literature that shows that sadness may lead to a situation where people fail to make a request but anxiety enhances individuals propensity to seek for advice or advice others in an organization (Gino et al., 2012). Numerous of research conducted by Gino et al. (2012) on the multidimensional analysis on how anxiety influences advice-seeking behavior, they found out that anxiety increases the tendency to seek advice. Risky Decisions According to Bernstein (1996), good perception and risk management is paramount in contributing to proper organizational functioning. It is worth noting that there is the need to calculate risks as to come up with improved production, making huge profits, and acquisition of a bigger market share (Bernstein, 1996). On the other hand, when employees in an organization ignore risks, negative consequences are bound to be experienced (Bernstein, 1996). Given this, it is vital for employees tasked with making decisions to be accurate in their judgments. The ability to make a sound judgment is affected by sadness and anxiety due to biases. As it was pointed out, Ragunathan et al. (2006) note that the DADE model opines that anxious people are synonymous with risk avoidance. Epstein (1998) points out that in this context, risks are construed to challenges, opportunities, or threats. There is sufficient evidence that anxiety causes individuals to avoid risks as a result of the perception of risk as threats (Eysenck, Mogg, May, Richards, Mathews, 1991). Furthermore, anxiety has been linked the perception of risks as more like in an organization or their private lives. Gasper Clore (1998) noted that people who suffer from anxiety often believe that unpleasant events are likely to occur always. MacLeod Rutherford (1992) argues that anxiety can redirect peoples attention to potential threats. This view is countered by (Matthews, Panganiban Hudlicka, 2010) who contend that this situation does not always take place in the work environment and decision-making circumstances. Most recently, there are studies that have examined how anxiety influences decision-making more so on the risk-sensitive work environment. Anxiety has been associated with risky decisions. This is in contrast to the common notion that anxiety contributes to risky decision-making. Effect of Sadness and Anxiety on Economic Decisions It is imperative to note that making the prudent financial decision is a determinant of success in any organization. It suffices to point out that affective state may have the influence on such decisions. There are studies that have supported the notion that sadness and anxiety can impact on economic decisions that are set to be made in popular behavioral economic realms. Learner et al. (2004) showed that sadness reverses the endowment effect. According to Kahneman, Knetsch Thaler (1990), endowment effect has described a state in which an individual proposes lower buying price as compared to the selling price for the same product. This view is contradicted by Learner et al. (2004) that indicate that sad people lowered selling prices of their products while increasing the buying price. There are studies that effectively linked anxiety to loss-framing. Anxious people appear will rather take the risk so as to avoid losses instead of waiting to make profits or gains (Belsky Gilovich, 1 999). It suffices to mention that anxiety increases loss-framing effect (Kahneman Tversky, 1979; Hartley Phelps, 2012). Reducing the effect of Mood Several studies have pointed out the dimension and magnitude of the negative effects of sadness and anxiety on decision-making and organizational behavior. As a result of this, it is imperative to seek for solutions to reduce the effects of sadness and anxiety on performance and organizational growth. Going by the available literature, there are two main strategies that can be applied in reducing the negative effects of sadness and anxiety on performance and organizational growth. In the first place, all interventions are often aimed at stress reduction in an organization contribute a lot to less sadness and anxiety because stress can lead to these moods (Cotton, 1995). Secondly, Clore et al. (2001) argues that increasing self-awareness among people is said to be a strategy in reducing sadness and anxiety which have the negative impact on decision-making and judgment. Schwarz Clore (1983) argues that in circumstances where individuals are made to know specific reasons that make them feel they way they do, they may deem it not relevant at all and consequently expunge it. Conclusion There is a plethora of empirical literature on the impact of anxiety and sadness on the organizational behavior. From the ensuing discussion, it is very clear that sadness and anxiety have great influence on organizational behavior. Anxiety and sadness have been determined to affect judgment and decision-making within an organization. Further, there is sufficient evidence that people in one way or another experience changes in their mood. It is worth noting that every organization is competing to be productive. 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