Chapter 4 Emotions and Moods Essentials of Organizational Behavior, 10/e Stephen P. Robbins & Timothy A. Judge Chapter 4 Emotions and Moods

After studying this chapter, you should be able to: Differentiate emotions from moods and list the basic emotions and moods. Identify the sources of emotions and moods. Discuss the impact emotional labor has on employees. Contrast the evidence for and against the existence of emotional intelligence. Apply the concepts of emotions and moods OB issues. Contrast the experience, interpretation, and the expression of emotions across cultures.

Why Were Emotions Excluded from OB Study? Myth of rationality – emotions were the antithesis of rationality and should not be seen in the workplace Belief that emotions of any kind are disruptive in the workplace

Emotional Terminology Affect A generic term that encompasses a broad range of feelings that people experience Emotion Intense feelings that are directed at someone or something Short termed and action-oriented. Mood Feelings that tend to be less intense and longer-lasting than emotions and often lack a contextual stimulus

Affect, Emotions, and Moods

The Spectrum of Basic Emotions Happiness Surprise Fear Sadness Anger Disgust Classifying Moods: Positive and Negative Affect Mood States: General groupings of affective emotions Positivity Offset: Generally, at zero input, people are in a positive mood

The Functions of Emotions Emotions and Rationality Emotions are critical to rational thought: they help in understanding the world around us. Evolutionary Psychology Theory that emotions serve an evolutionary purpose: helps in survival of the gene pool The theory is not universally accepted

Sources of Emotions and Moods Day of Week and Time of Day More positive interactions will likely occur mid-day and later in the week

More Sources Weather Stress Social Activities Sleep No impact according to research Stress Increased stress worsens moods Social Activities Physical, informal, and epicurean activities increase positive mood Sleep Lack of sleep increases negative emotions and impairs decision making

Even More Sources Exercise Age Gender Mildly enhances positive mood Older people experience negative emotions less frequently Gender Women show greater emotional expression, experience emotions more intensely and display more frequent expressions of emotions Could be due to socialization

Emotional Labor An employee’s expression of organizationally desired emotions during interpersonal transactions at work Emotional dissonance is when an employee has to project one emotion while simultaneously feeling another

Felt vs. Displayed Emotions Felt Emotions: the individual’s actual emotions Displayed Emotions: the learned emotions that the organization requires workers to show and considers appropriate in a given job Surface Acting is hiding one’s true emotions Deep Acting is trying to change one’s feelings based on display rules

Emotional Intelligence A person’s ability to: Be self-aware (to recognize his or her own emotions as experienced), Detect emotions in others, and Manage emotional cues and information. Moderately associated with high job performance

Emotional Intelligence on Trial The case for: The case against: Intuitive appeal – it makes sense EI predicts criteria that matter –positively correlated to high job performance Study suggests that EI is neurologically based EI is too vague a concept EI can’t be measured EI is so closely related to intelligence and personality that it is not unique when those factors are controlled

OB Applications of Emotions and Moods Selection – Employers should consider EI a factor in hiring for jobs that demand a high degree of social interaction Decision Making – Positive emotions can increase problem-solving skills and help us understand and analyze new information Creativity – Positive moods and feedback may increase creativity

More OB Applications of Emotions and Moods Motivation – Promoting positive moods may give a more motivated workforce Leadership – Emotions help convey messages more effectively Negotiation – Emotions may impair negotiator performance Customer Service – Customers “catch” emotions from employees, called emotional contagion

Even More OB Applications of Emotions and Moods Job Attitudes – Emotions at work get carried home but rarely carry over to the next day Deviant Workplace Behaviors – Those who feel negative emotions are more likely to engage in deviant behavior at work

How Can Managers Influence Moods? Use humor to lighten the moment Give small tokens of appreciation Stay in a good mood themselves – lead by example Higher positive people

Global Implications Does the degree to which people experience emotions vary across cultures? Do people’s interpretations of emotions vary across cultures? Do the norms for are the expressions of emotions differ across cultures? “YES” to all of the above!

Implications for Managers Understand the role of emotions and moods to better explain and predict behavior Emotions and moods do affect workplace performance While managing emotions may be possible, absolute control of worker emotions is not

Keep in Mind… Positive emotions can increase problem- solving skills People with high EI may be more effective in their jobs Managers need to know the emotional norms for each culture they do business with

Summary Differentiated emotions from moods and listed the basic emotions and moods. Identified the sources of emotions and moods. Discussed the impact emotional labor has on employees. Contrasted the evidence for and against the existence of emotional intelligence. Applied the concepts of emotions and moods OB issues. Contrasted the experience, interpretation, and the expression of emotions across cultures.

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