Chapter 4: Emotions and Moods
Differentiate between Emotions and Moods
Affect:
A broad range of feelings that people experience, including emotions and moods
Emotions:
Intense, discrete, and short-lived feeling experiences, often caused by a specific event
Moods:
Feelings that tend to be longer-lived and less intense than emotions and that lack a contextual stimulus
Positive: excitement, enthusiasm, and elation at the high end
Negative: nervousness, stress, and anxiety
Basic Emotions
Anger
Fear
Sadness
Happiness
Disgust
Surprise
Moral Emotions
emotions that have moral implications because of our instant judgement of the situation that evokes them.
Moral emotions are developed during childhood.
Positivity Offset:
The tendency of most individual to experience a mildly positive mood at zero input
Sources of Emotions and Moods
Personality
Affect intensity:
Individual differences in the strength with which individuals experience their emotions
Moods and emotions have a trait component
Time of Day
Happier in the midpoint of the daily awake period
Day of the week
Happier toward the end of the week
Weather
Illusory Correlation:
The tendency of people to associate two events when in reality there is no connection
Stress
low levels of constant stress can worsen moods
Social Interactions
Negative interactions at work not only can affect your emotions at work, they can “spill over” into family life
Sleep
Poor sleep quality increases negative affect
Exercise
Does improve mood, especially for depressed peopl
Gender Identity
Stereotypical perceptions of women as ‘emotional’ and men as ‘angry’ persist in the workplace
Impact of Emotional Labor has on Employees
Emotional Labor:
an employee’s expression of organizationally desired emotions during interpersonal transactions at work
Felt Emotions:
Actual emotions
Displayed Emotions
Surface acting:
hiding feelings and foregoing emotional expressions in response to display rules
Deep acting:
trying to modify true inner feelings based on display rules
Emotional Dissonance:
Inconsistencies between the emotions people feel and the emotions they project
Affective Events Theory
Workplace events cause emotional reactions on the part of employees
Influences job performance and satisfaction
Employees and managers shouldn’t ignore emotions or the events that cause them, even when they appear minor, because they accumulate
Emotional Intelligence
A person's ability to
Perceive emotions in the self and others
Understand the meaning of these emotions
Regulate one’s emotions accordingly in a cascading model
Four Dimensions
self- awareness
self-management
social awareness
relationship management
Strategies for Emotion Regulation
identifying and modifying the emotions you feel.
Diversity in work groups may help us to regulate our emotions more consciously and effectively
Techniques
Surface Acting
Deep Acting
Emotional Suppression
Cognitive Reappraisal
Social Sharing
Ethics
unethical because it requires a degree of acting.
emotions should be controlled so you can take a dispassionate perspective.
OB Applications
Selection:
E I should be a hiring factor, especially for social jobs
Decision Making:
Positive emotions can lead to better decisions
Creativity:
Positive mood increases flexibility, openness, and creativity
Motivation:
Positive mood affects expectations of success
Leadership:
Emotions are important to acceptance of messages from organizational leaders
Negotiation:
Emotions can affect negotiations
Customer Service
Influences repeat business and customer satisfaction
Emotional Contagion:
People's emotions are caused by the emotions of others
Work-Life Conflict:
A good day at work tends to be followed by a good mood at home and vice versa
Unethical Workplace Behaviors:
Actions that violate norms and threaten the organization
Safety and Injury at Work:
Don’t do dangerous work when in a bad mood