However, whatever your own tendenci

However, whatever your own tendencies, you may in fact prefer working around people who do experience, and express, more positive than negative emotions. You probably like to be around people who are usually in a good mood and the positive atmosphere might just give your own mood a bit of a boost.

What you may be less aware of is that there’s a chance that working with someone high on positive affectivity could not only be a preferable experience, but it might even improve your work performance.

Your positive colleague’s good mood may extend to overt appreciation of you and the work you do, leading you to feel good about your abilities and your role and that in turn could inspire you to achieve more. And if your positive colleague also happens to be your team leader then so much the better: they may well influence you further to improve your performance through engaging in more helping and encouraging behaviours around you.

If this sounds fanciful, research specifically into customer service teams by Jennifer George suggests exactly that. As measured by their mood at work, team leaders who are higher in positive affectivity tend to have higher performing customer service teams.

Paraphrasing George’s reflections on positive affectivity and job performance, perhaps positive affectivity is one of the “silent drivers” of team performance, explaining why some leaders achieve much greater results than others, when their skills, abilities and methods seem to be similar.

Given that the concept of positive affectivity largely doesn’t seem to have made the trip out of the ivory towers, let alone been widely tested in an applied setting, there is clearly great scope to learn more about the concept in the spheres of work and productivity. But these resarch results point to significant potential in terms of real world application if we can find opportunities to use and test the concept in practice.

The dedication and insight of the few positive affectivity thought leaders like David Watson and Jennifer George (apologies to those not mentioned) has significantly advanced our understanding of the construct and its potential. However, their work highlights that this characteristic promises much more than it has delivered at this point.

Perhaps the semantically correct but less than catchy title hasn’t helped in the world of busy practitioners. The significance of positive affectivity is probably easier to grasp when we talk about working with people who are generally in a good or a bad mood. But that is a question for another time.

In the current economic climate, with every inch of performance and competitive advantage counting, now is the time to take positive affectivity to task and fully explore the consequential difference it could make to the workplace, to team performance and the quality of customer service provision.

Results (English) 2:

However, whatever your own tendencies, you may in fact prefer working around people who do experience, and express, more positive than negative emotions. You Probably like to be Around People Who are usually in a good mood and The positive atmosphere Might Just Give your own mood a bit of a Boost. What You May be less Aware of is that there's a Chance that Working with someone High on positive affectivity. could Not only be a preferable Experience, but it Might Even Improve your Work Performance. Your positive Colleague's good mood May extend to Overt Appreciation of You and The Work You do, Leading You to Feel good About your Abilities and your role and that in turn. could inspire you to achieve more. And IF your positive Colleague also happens to be your team leader then So much The Better: they May Well influence You Further to Improve your Performance Through engaging in more Helping and encouraging behaviors Around You. If this sounds Fanciful, Research specifically Into customer Service Teams. by Jennifer George suggests exactly that. As measured by their mood at Work, team leaders Who are Higher in positive affectivity Tend to Have Higher Performing customer Service Teams. paraphrasing George's Reflections on positive affectivity and Job Performance, Perhaps positive affectivity is One of The "Silent Drivers" of team Performance,. Why some explaining leaders Achieve much greater results than others, When their Skills, Abilities and methods SEEM to be similar. Given that The Concept of positive affectivity Not largely does SEEM to Have Made The Trip out of The Ivory Towers, let alone been widely. tested in an applied setting, there is clearly great scope to learn more about the concept in the spheres of work and productivity. But these Resarch results Point to significant Potential in terms of Real World Application IF we Can Find opportunities to Use and test The Concept in Practice. The Dedication and Insight of The few positive affectivity Thought leaders like David Watson and Jennifer George (Apologies to those Not. mentioned) has significantly advanced our understanding of the construct and its potential. However, their Work Highlights that this characteristic Promises Delivered much more than it has at this Point. Perhaps The Correct semantically but less than catchy title has helped Not in The Busy World of practitioners. The significance of positive affectivity is probably easier to grasp when we talk about working with people who are generally in a good or a bad mood. But that is a question for another time. In The current Economic Climate, with Every inch of Performance and Competitive Advantage Counting, now is The time to Take positive affectivity to Task and Fully Explore The consequential difference it could Make to The Workplace, to team. performance and the quality of customer service provision.