be clarified. Other examples in her article include: Stopping gossip before it makes its rounds, confronting employees about changes at work yourself instead of having a rumor mill, report drama if there is a regular instigator. McQuerrey goes on with saying that if situations go on, there should be a meeting held where management mediates the people who gossip. It is also important to follow up with your policy and give warnings about the consequences. Employees may be unaware of how their actions impact their coworkers, bringing in a behavioral expert into your business is usually a positive reinforcement when there's nothing else you can do. Conclusion Being able to not only control your emotions, but gauge the emotions of those around you and effectively influence them is imperative to success in the workplace. "Toxicity in the workplace is a regular occurrence and an occupational hazard. That is why the success of many projects, and the organization itself, depends on the success of "handlers," the people (usually managers) whose interventions either assuage individuals' pain from toxicity or eliminate it completely. " "One can conclude that the ability to effectively deal with emotions and emotional information in the workplace assists employees in managing occupational stress and maintaining psychological well-being. This indicates that stress reduction and health protection could be achieved not only by decreasing work demands (stressors), but also by increasing the personal resources of employees, including emotional intelligence. The increasing of EI skills (empathy, impulse control) necessary for successful job performance can help workers to deal more effectively with their feelings, and thus directly decrease the level of job stress and indirectly protect their health". References Works cited Abraham, Rebecca. (1999). Emotional Intelligence in Organizations: A Conceptualization. Genetic, Social, and General Psychology Monographs, 125(2), 209–224. Retrieved from PsycINFO database. Anand, N., Ginka Toegel, and Martin Kilduff. (2007). Emotion Helpers: The Role of High Positive Affectivity and High Self-Monitoring Managers. Personnel Psychology, 60(2), 337–365. Retrieved from PsycINFO database. Ben-Zur, H. and Yagil, D. (2005). The relationship between empowerment, aggressive behaviours of customers, coping, and burnout. European Journal of Work and Organizational Psychology, 14(1) 81–99. Retrieved from PsycINFO database. Bono, Joyce E, Hannah Jackson Foldes, Gregory Vinson, and John P. Muros. (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?