Organizational Behavior Research Paper

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Organizational Behavior 15th Ed

Emotions and Moods

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Robbins and Judge

Chapter 4

Chapter 4 introduces us the the concepts of emotions and moods and their effects on Organizational Behavior. These are concepts that have only recently received increased attention in research and practice. Here we will see the results of study and new applications to help make the work place more successful.

Chapter 4 Learning Objectives

After studying this chapter you should be able to:

Differentiate emotions from moods and list the basic emotions and moods.

Discuss whether emotions are rational and what functions they serve.

Identify the sources of emotions and moods.

Show the impact emotional labor has on employees.

Describe affective events theory and identify its applications.

Contrast the evidence for and against the existence of emotional intelligence.

Be able to identify strategies for emotion regulation and their likely effects.

Apply concepts about emotions and moods to specific OB issues.

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We begin this chapter with a definition of the seven learning objectives defined for chapter’s contents. We will discuss each of these in some detail.

Differentiate Emotions from Moods, List the Basic Emotions and Moods

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LO 1

The “Myth of Rationality”

Emotions were seen as irrational

Managers worked to make emotion-free environments

View of Emotionality

Emotions were believed to be disruptive

Emotions interfered with productivity

Only negative emotions were observed

Now we know emotions can’t be separated from the workplace

Why Were Emotions Ignored in OB?

As mentioned, emotions and moods were dismissed by OB for a long time. One of the primary reasons was the “Myth of Rationality” that suggested that OB comprised rational concepts and applications and emotions and moods were seen as highly irrational. Emotions were thought to be disruptive of organizational activity and decreased productivity. Because they were perceived as irrational the belief was that they were unpredictable and therefore not easily influenced. We now know this is untrue.

Differentiate Emotions from Moods, List the Basic Emotions and Moods

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LO 1

Insert Exhibit 4-1

Affect is a generic term that covers a broad range of feelings people experience. This includes both emotions and moods. Emotions are intense feelings that are directed at someone or something. Moods are the feelings that tend to be less intense than emotions and that lack a contextual stimulus.

Differentiate Emotions from Moods, List the Basic Emotions and Moods

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LO 1

While not universally accepted, there appear to be six basic emotions:

Anger

Fear

Sadness

Happiness

Disgust

Surprise

Not all psychologists agree; however, there do seem to be six basic emotions that emerge in studies: anger, fear, sadness, happiness, disgust, surprise. All other emotions fall under these six. So, sometimes as many as twelve emotions are identified.

Differentiate Emotions from Moods, List the Basic Emotions and Moods

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LO 1

May even be placed in a spectrum of emotion:

Happiness

Surprise

Fear

Sadness

Anger

Disgust

Some psychologists even place these basic six on a spectrum of emotion. These range from Happiness to Surprise to Fear to Sadness to Anger and to Disgust. This continuum suggests that a person moves from left to right and back as he or she experiences emotions during the day. And the emotions transition from one to the next. For example, a person can feel Happiness. Or may feel Surprise/Happiness or may be merely Surprised.

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LO 2

Insert Exhibit 4-2

Discuss Whether Emotions Are Rational and What Functions They Serve

Our basic moods carry positive and negative affects, they cannot be neutral. Emotions are grouped into general mood states. These states impact how employees perceive reality and thereby the moods can impact the work of employees.

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LO 2

Discuss Whether Emotions Are Rational and What Functions They Serve

Decision-Making

Thinking

Feeling

There are some who think that emotions are linked to irrationality and that expressing emotions in public may be damaging to your career or status. However, research has shown that emotions are necessary for rational thinking. They help us make better decisions and help us understand the world around us. If we are going to make decisions, we need to incorporate both thinking and feeling.

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LO 3

Personality

There is a trait component – affect intensity

Day and Time of the Week

There is a common pattern for all of us

Happier in the midpoint of the daily awake period

Happier toward the end of the week

Identify the Sources of Emotions and Moods

There are many things that impact our mood and emotions. Personality is a key component and will definitely impact the intensity of the emotions we feel. The day and time of the week is a common pattern for all of us. Many are happier toward the end of the week.

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LO 3

Identify the Sources of Emotions and Moods

Insert Exhibit 4-3

In Exhibit 4-3 we can see what research has found as the effect of the day of the week on emotions. As the day week progresses, positive affects of emotions increases while negative affects decrease. So positive emotions are considerable higher toward the end of the week than they are at the beginning.

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LO 3

Identify the Sources of Emotions and Moods

Insert Exhibit 4-4

Exhibit 4-4 shows the results of research that has found patters in the daily experience in emotional changes. Positive emotions have their greatest affect during the afternoon before decreasing into the evening. This suggests that afternoon activity can be the most productive as affected by emotions.

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LO 3

Weather

Illusory correlation – no effect

Stress

Even low levels of constant stress can worsen moods

Social Activities

Physical, informal, and dining activities increase positive moods

Identify the Sources of Emotions and Moods

Weather is thought to have an impact on our emotions, but there is no proven effect. Stress is an important factor and even at low levels it can cause our mood to change. It is important to maintain a low level of stress to help us control our psychological as well as our physical health. Social activities have been shown to have a positive impact on our moods. This could be physical outlets such as playing in a basketball league or it can be going out to dinner with friends. These types of activities are found to have a positive impact on our mood.

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LO 3

Sleep

Poor sleep quality increases negative affect

Exercise

Does somewhat improve mood, especially for depressed people

Identify the Sources of Emotions and Moods

Some additional sources of emotion and mood include such factors as sleep and exercise. It is important to get enough and high-quality levels of sleep. Physical activity can also aid in keeping our moods upbeat.

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LO 3

Age

Older folks experience fewer negative emotions

Sex

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

Identify the Sources of Emotions and Moods

Some characteristics that are beyond our control can impact our moods, such as age and sex. Elderly people tend to have fewer negative emotions. And, women tend to express their emotions readily and their moods tend to last longer. Research has shown that this is due more to cultural socialization than to biology.

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LO 4

Emotional Labor-An employee’s expression of organizationally desired emotions during interpersonal transactions at work.

Emotional Dissonance:

Employees have to project one emotion while simultaneously feeling another

Can be very damaging and lead to burnout

Show the Impact Emotional Labor Has on Employees

In many jobs there is an implied agreement on the types of emotions that should be expressed. For example, waitresses are supposed to be friendly and cheerful, whether they are currently feeling that emotion or not. When employees don’t feel the emotion they are required to express, they may experience emotional dissonance. This can lead to burnout and frustration with the job.

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LO 4

Types of Emotions:

Felt: the individual’s actual emotions

Displayed: required or appropriate emotions

Surface Acting: Hiding one’s inner feelings and forgoing emotional expressions in response to display rules.

Deep Acting: Trying to modify one’s true inner feelings based on display rules.

Show the Impact Emotional Labor Has on Employees

An employee’s actual emotions are their felt emotions and this is in contrast to the emotions that are required or deemed appropriate, which are called displayed emotions. There are two levels of displayed emotions that can be expressed. They are both appropriately called acting. Surface acting is when an employee displays the appropriate emotions even when they don’t feel those emotions. Deep acting is when the employee actually changes their internal feelings to match displayed rules; this level of acting can be very stressful.

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LO 5

Describe Affective Events Theory and Identify Its Applications

Insert Exhibit 4-5

Affective Events Theory demonstrates that employees react emotionally to things that happen to them at work and this can influence their job performance and job satisfaction. The intensity of these responses will be based on emotion and mood.

Describe Affective Events Theory and Identify Its Applications

An emotional episode is actually the result of a series of emotional experiences triggered by a single event

Current and past emotions affect job satisfaction

Emotional fluctuations over time create variations in job performance

Emotion-driven behaviors are typically brief and variable

Both negative and positive emotions can distract workers and reduce job performance

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LO 5

AET has a number of implications. When an employee has an emotional episode, it is actually the result of a series of emotional experiences that are triggered by a single event. Your job satisfaction is impacted by current and past emotions. As your emotions fluctuate over time, it will create variations in job performance. Behaviors that are driven by emotions are typically brief and variable. Both positive and negative emotions can distract workers and reduce job performance.

Describe Affective Events Theory and Identify Its Applications

Emotions provide valuable insights about behavior

Emotions, and the events that cause them, should not be ignored at work; they accumulate

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LO 5

In summary, emotions do provide very valuable information and predict factors about behavior. In addition, it is important not to ignore minor events as they will accumulate over time.

Contrast the Evidence For and Against the Existence of Emotional Intelligence

Emotional Intelligence is a person’s ability to:

Be self-aware

Recognizing own emotions when experienced

Detect emotions in others

Manage emotional cues and information

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LO 6

Emotional Intelligence is a person’s ability to be self–aware, that is, recognizing his or her own experienced emotions and to understand them. More significantly is the ability to observe and detect emotion in others. And to regulate the emotions in a cascading relationship.

Contrast the Evidence For and Against the Existence of Emotional Intelligence

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LO 6

Insert Exhibit 4-6

Exhibit 4-6 illustrates the “Cascading Model of Emotional Intelligence.” Here we see the suggested relationship between Conscientiousness. Cognitive, and Emotional Affects and the outcomes of detecting others’ emotions, understanding what they mean, and regulating the emotions successfully.

Contrast the Evidence For and Against the Existence of Emotional Intelligence

EI is controversial and not wholly accepted

Case for EI:

Intuitive appeal;

Predicts criteria that matter;

Is biologically-based.

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LO 6

Although Emotional Intelligence (EI) is a growing area of study and is becoming increasingly important in the understanding of individual behavior, it remains controversial. In a case For EI and its importance can be summarized as having intuitive appeal for its significance, that it and predict behavior, and that it is biologically-based.

Contrast the Evidence For and Against the Existence of Emotional Intelligence

EI is controversial and not wholly accepted

Case against EI:

Too vague a concept;

Can’t be measured;

Its personality by a different name.

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LO 6

On the other hand, the case against EI as a distinct area of study includes the vagueness as a concept, the difficulty in find direct measures or adequate surrogates to define it, and that to many detractors, it appears that EI is merely personality characteristics by a different name.

Be Able to Identify Strategies for Emotion Regulation and Their Likely Effects

Emotion regulation is to identify and modify the emotions you feel.

Strategies to change your emotions include thinking about more pleasant things, suppressing negative thoughts, distracting yourself, reappraising the situation, or engaging in relaxation techniques.

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LO 6

A newly defined process is Emotional Regulation. This is described as the process of indentifying and modifying emotions you feel. Strategies to change your emotions include trying to think about more pleasant things different from the situation, distracting yourself with some other activity. Consciously reappraising the situation or engaging in relaxation techniques, such a yoga or exercise.

Apply Concepts About Emotions and Moods to Specific OB Issue

Selection

EI 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.

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LO 7

One of the reasons that the study of emotions and moods is its applications to specific OB issues. These include the personnel selection processes where EI should be a hiring factor to ensure employee fit. EI and its control can lead to better decisions for the organization. And positive Emotions can open up innovation and creativity in applications for organizational productivity.

Apply Concepts About Emotions and Moods to Specific OB Issue

Motivation

Positive mood affects expectations of

success; feedback amplifies this effect.

Leadership

Emotions are important to acceptance of messages from organizational leaders.

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LO 7

Positive mood affects expectations of success by all people which contributes to their motivation for performance. Leadership is affected by mood and emotion as those in positive emotional state are found to be more receptive of messages from leaders.

Apply Concepts About Emotions and Moods to Specific OB Issue

Negotiation

Emotions, skillfully displayed, can affect negotiations

Customer Services

Emotions affect service quality delivered to customers which affects customer relationships

Emotional Contagion: “catching” emotions

Job Attitudes

Can carry over to home, but dissipate overnight

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LO 7

Emotions, both those held and those displayed, are effective contributors to negotiation as the potential impact of displayed emotion on negotiation is large. Emotions affect customer service in a number of ways ranging from attitude of employee, communication effectiveness with customer, to overall feeling about the outcome. Research has found that people who are on an emotional high at the end of a day take the positive feelings home with them.

Apply Concepts About Emotions and Moods to Specific OB Issue

Deviant Workplace Behaviors

Negative emotions lead to employee deviance (actions that violate norms and threaten the organization)

Safety and Injury at Work

Don’t do dangerous work when in a bad mood

Manager’s Influence

Leaders who are in a good mood, use humor, and praise employees increase positive moods

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LO 7

Negative emotions can lead to Deviant Workplace Behaviors. These are actions that violate norms and threaten the organization. In addition, research has found that workers asked to do dangerous work while in negative emotional states are more likely to have accidents. And lastly, managers who are in a good mood tend to use humor and praise to employees that results in increased positive mood among employees.

Managerial Implications

Emotions and moods are a natural part of an individual’s makeup.

Ignoring co-workers’ and employees’ emotions and assessing others’ behavior as if they were completely rational is wrong.

“You can’t divorce emotions from the workplace because you can’t divorce emotions from people.”

Managers who understand the roles of emotions and moods will significantly improve their ability to explain co-workers’ and employees’ behaviors.

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To summarize the managerial implications of this chapter, we can say that emotions and moods are a natural part of an individual’s makeup. Managers who ignore some workers’ emotions while addressing others creates a sense of unfair treatment that has implications for job productivity. One observer said, “You can’t divorce emotions from the workplace because you can’t divorce emotions from people.” So, managers who understand the roles of emotions and moods will find their abilities to explain and predict coworker behaviors more effectively.

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