1 chapter 7 emotions & moods. 2 why emotions historically excluded from study of ob? myth of...
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Chapter 7
Emotions & Moods
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Why Emotions historically excluded from study of OB?
• Myth of rationality: Emotions viewed as opposite of rationality and should not be in the workplace
• Belief that any emotions are disruptive in the workplace
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Individuals & Emotions
What are emotions?
• Affect – covers a broad range of feelings that people experience
• Emotions – intense feelings directed at someone or something
• Moods – feelings that tend to be less intense, lack a contextual stimulus
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Affect, Emotions and Moods
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Spectrum of Universal 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
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Sources of Emotions and Moods
1. Day of Week and Time of Day – More positive interactions will likely occur mid-day
and later in the week
2. Weather– No impact according to research
3. Stress– Increased stress worsens moods
4. Social Activities– Physical, informal, and epicurean activities increase
positive mood
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5. Sleep– Lack of sleep increases negative emotions and
impairs decision making
6. Exercise – Mildly enhances positive mood
7. Gender – Women show greater emotional expression,
experience emotions more intensely and display more frequent expressions of emotions
– Could be due to socialization
More Sources (cont.)
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8. Age – Older people experience negative emotions less
frequently
9. Personality Predispositions– Most people have built-in tendencies (both in terms
of emotions experienced and their intensity)
10. Organizational & Cultural Expectations– Managers have a significant impact via their own
example, conduct and the kind of climate they create– Experience, interpretation and expression of
emotions differ greatly across cultures
More Sources (cont.)
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Emotional Labor: When employees must express organizationally desired emotions during the interpersonal “transactions” on the job.
• Felt emotions: Person's actual emotions.
• Displayed emotions: Organizationally-required and considered appropriate for expression as part of one’s job duties.
Emotional Dissonance: Employee must project one emotion while feeling another.
• Surface Acting: Hiding one’s true emotions.
• Deep Acting: Changing one’s underlying feelings.
Emotional Labor
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Emotional Intelligence (EI): The capacity to recognize feelings in oneself and others, to manage emotions in ourselves and our relationships, and to motivate oneself (self-discipline).
Commonly used taxonomy of EI:• Self-Awareness• Self-Regulation• Motivation• Empathy• Social Skills
Emotional Intelligence
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• Leadership and Motivation– EI and people skills are at the heart of motivation and leadership
• Interpersonal Conflict, Negotiation– EI and people skills are at the heart of creative problem solving
• Customer Service– Customers “catch” emotions from employees, who “catch”
emotions from their bosses, etc. (i.e., SRDH)
• Creativity and Decision Making– Impact of positive emotions on both
• Deviant Workplace Behaviors– The “dark side” (or “People are our biggest headache!”)
• Emotional Competencies of Employees– “Make” (training & development) vs. “Buy” (recruit & select)?
• Selection, Staffing and Training– Proper assessment and assignment matching is critical
Business Management Implications