1. BY Mrs. Rand Omran Alastal 0

2. Kelli J. Schutte William Jewell College Robbins & Judge Organizational Behavior 14th Edition Emotions and Moods 4-1

3. 1.Differentiate emotions from moods, and list the basic emotions and moods. 2.Discuss whether emotions are rational and what functions they serve. 3.Identify the sources of emotions and moods. 4.Show the impact emotional labor has on employees. 5.Describe Affective Events Theory and identify its applications. 6.Contrast the evidence for and against the existence of emotional intelligence. 7.Identify strategies for emotion regulation and their likely effect. 8.Apply concepts about emotions and moods to specific OB issues. After studying this chapter you should be able to:

4. content  1. what are emotion and mood? (basic emotion, basic moods, function of emotion, sources of emotion)  2. Emotional labor  3. Affective events theory.  4. Emotional intelligence (case for EI., case against EI., emotional regulation)  5. O.B applications of emotions and moods (selection, decision making, creativity, motivation, leadership, negotiation, customer services, job attitudes, dividend workplace behaviors, safety and injury at work, how managers can influence moods.  6. Summary and implications for managers 1-3

5. Why Were Emotions Ignored in OB?  The “Myth of Rationality” 1.Emotions were seen as irrational 2.Managers worked to make emotion-free environments  View of Emotionality 1.Emotions were believed to be disruptive 2.Emotions interfered with productivity 3.Only negative ( -ve) emotions were observed  Now we know emotions can’t be separated from the workplace 4-4

6. 1. What are Emotions and Moods? Affect A broad range of emotions that people experience Emotions Intense feelings that are directed at someone or something Moods Feelings that tend to be less intense than emotions and that lack a contextual stimulus 4-5

7. The Basic Emotions  While not universally accepted, there appear to be six basic emotions: There are dozens. Including  Anger, contempt, enthusiasm, envy, Fear, frustration, disappointment, embarrassment, Disgust, Happiness, hate, hope, jealousy, joy, pride, Surprise, and Sadness.  All other emotions are subsumed under these six:  Wonder, love, hatred, desire, joy, and sadness.  May even be placed in a spectrum of emotion: Happiness – surprise – fear – sadness – anger – disgust 4-6

8. Basic Moods: Positive and Negative Affect  Classifications of emotion:  1. Positive affect: A mood dimension that consists of specific positive emotions such as: excitement, self- assurance, and cheerfulness at the high end and boredom, sluggishness, and tiredness at the low end.  2. Negative affect: A mood dimension that consists of negative emotions such as: nervous stress, anxiety at the high end and relaxation, tranquility, and poise at the low end.  Positivity offset: the tendency of most individuals to experience a mildly positive mood at zero input (when nothing in particular is going on. 4-7

9. Basic Moods: Positive and Negative Affect  Emotions cannot be neutral.  Emotions (“markers”) are grouped into general mood states.  Mood states affect perception and therefore perceived reality. 4-8

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11. What Is the Function of Emotion? 4-10  Emotions can aid in our decision-making process.  Many researchers have shown that emotions are necessary for rational decisions. Decision Making Feeling Thinking

12. Identify the Sources of Emotion and Mood? 1.Personality : 2.Day of the Week and Time of the day: 3.Weather: 4.Stress: 5.Social Activities: 6.Sleep 7.Exercise 8.Age 9.Gender 4-11

13. cont 1.Personality :There is a trait component – different in Affect intensity: individual differences in the strength with which individuals experience their emotions. 2.Day of the Week and Time of the day: “morning or evening people”. 1.There is a common pattern for all of us 2.Happier in the midpoint of the daily awake period 3.Happier toward the end of the week 3.Weather: “ sunny or gloomy, cold, rainy day” Illusory correlation: the tendency of people to associate two events when in reality there is no connection – no effect 4.Stress: Even low levels of constant stress can worsen moods 5.Social Activities: Physical, informal, and dining activities increase positive moods 4-12

14. cont 6.Sleep : Dose lack of sleep make people grumpier? yes Poor sleep (deprived) quality increases negative affect 7.Exercise: Dose sweat therapy really work? Yes enhance peoples’ positive mood, especially for depressed people. chocolate, 8.Age: Do young people experience more extreme positive emotion? Yes, (youthful exuberance) but Older people experience fewer negative emotions 9.Gender Dose women more emotional then men? yes Women tend to be more emotionally expressive, feel emotions more intensely, have longer-lasting moods, and express emotions more frequently than do men, due more to socialization than to biology 4-13

15. 2. Emotional Labor  Definition of Emotional Labor: A situation in which an employee’s expresses of organizationally desired emotions during interpersonal transactions at work.  definition of Emotional Dissonance: Inconsistencies between the emotions people feel and the emotions they project. –Employees have to project one emotion while simultaneously feeling another –Can be very damaging and lead to burnout 4-14

16. Cont.  Types of Emotions: 1.Felt emotions: the individual’s actual emotions 2.Displayed emotions: required or appropriate emotions in a given job.  Displaying fake emotions requires us to suppress real ones: 1.Surface Acting: hiding one’s inner feelings and forgoing emotional expression in response to display rules. 2.Deep Acting: trying to modify one’s true inner feelings based on display rules- very stressful 4-15

17. 3. Affective Events Theory (AET)  Definition Affective Events Theory (AET): A model that suggests that workplace events causes emotional reactions on the part of employees, which then influence workplace attitudes and behaviour.  These work environment triggers positive or negative emotional reactions.  Personality and mood determine response intensity  Emotions can influence a broad range of work variables 4-16

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19. Implications of AET 1.An emotional episode is actually the result of a series of emotional experiences triggered by a single event 2.Current and past emotions affect job satisfaction 3.Emotional fluctuations over time create variations in job performance 4.Emotion-driven behaviors are typically brief and variable 5.Both negative and positive emotions can distract workers and reduce job performance. 4-18

20. Cont.  AET. Offers two important messages:  First: Emotions provide valuable insights into how workplace hassles and uplifting events influence employee performance and satisfaction.  Second: Employees and mangers should not ignore emotions, or the events that cause them even when they appear minor because they accumulate 4-19

21. 4. Emotional Intelligence (EI)  Definition of Emotional Intelligence (EI): the ability to detect and to manage emotional cues and information.  A person’s ability EI to:  1. perceive emotions in the self and others.  2. understand the meaning of these emotions  3. regulate one’s emotions accordingly in a cascading model. 4-20

22. cascading model. 4-21 conscientiousness cognitive Emotional stability Perceive emotions in self and others Understand the meaning of emotions Regulate emotions

23. Cont.  EI plays an important role in job performance  EI is controversial and not wholly accepted  1. Case for EI: Intuitive appeal; predicts criteria that matter; is biologically-based.  2. Case against EI: Too vague a concept; can’t be measured; its validity is suspect. 4-22

24. 5. OB Applications of Emotions and Moods  Identify strategies for emotion regulation and their likely effects? 10 strategies 1.Selection 2.Decision Making 3.Creativity 4.Motivation 5.Leadership 6.Negotiation 7.Customer Services 8.Job Attitudes 9.Deviant Workplace Behaviors 10.Manager’s Influence. 4-23

25. 5. OB Applications of Emotions and Moods 1.Selection: EI should be a hiring factor, especially for social jobs. 2.Decision Making: Positive emotions can lead to better decisions. 3.Creativity: Positive mood increases flexibility, openness, and creativity. 4.Motivation: Positive mood affects expectations of success; feedback amplifies this effect. 5.Leadership: Emotions are important to acceptance of messages from organizational leaders. 4-24

26. Cont. 6.Negotiation : Emotions, skillfully displayed, can affect negotiations 7.Customer Services: Emotions affect service quality delivered to customers which, in turn, affects customer relationships. Emotional Contagion: “catching” emotions are cased by the emotions of others 8.Job Attitudes: Can carry over to home, but dissipate overnight 9.Deviant Workplace Behaviors: Negative emotions lead to employee deviance (actions that violate norms and threaten the organization) 10.Manager’s Influence: Leaders who are in a good mood, use humor, and praise employees increase positive moods in the workplace. 4-25

27. Global Implications  Do people experience emotions equally? No. Culture can determine type, frequency, and depth of experienced emotions  Do people interpret emotions the same way? Yes. Negative emotions are seen as undesirable and positive emotions are desirable. However, value of each emotion varies across cultures  Do norms of emotional expression vary? Yes. Some cultures have a bias against emotional expression; others demand some display of emotion.  How the emotions are expressed may make interpretation outside of one’s culture difficult? 4-26

28. 6. Summary and Managerial Implications 4-27  Moods are more general than emotions and less contextual  Emotions and moods impact all areas of OB  Managers cannot and should not attempt to completely control the emotions of their employees  Managers must not ignore the emotions of their co-workers and employees  Behavior predictions will be less accurate if emotions are not taken into account