Ch4 - Emotions and Moods Updated

Organizational Behavior
Seventeenth Edition
Chapter 4
Emotions and Moods
Copyright © 2019, 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved.
Differentiate Between Emotions and
Moods
Exhibit 4-1 Affect, Emotions, and Moods
Universal Emotions
• Six essentially universal emotions
1. Anger
2. Fear
3. Sadness
4. Happiness
5. Disgust
6. Surprise
Cultural Influences on Emotion
• Ekman’s research on universal expression of emotions.
• Primarily recognition of emotions is universal.
Identification of major emotions via photos
• Video: https://www.youtube.com/watch?v=lISfh-Ip-qA
• Compound emotions are more complicated, e.g., pride,
envy, guilt, embarrassment, etc
• Cultural variations are primarily in display rules: When it
is culturally appropriate to display certain emotions.
• Example is display of gratitude to hosts at dinner
Display of gratitude
• HSBC Eel Video:
• https://www.youtube.com/watch?v=3aQpHN
Oh_io
Moral Emotions
• Moral emotions: emotions that
have moral implications because
of our instant judgement of the
situation that evokes them.
– Our responses to moral
emotions differ from our
responses to other emotions.
– Moral emotions are
developed during childhood.
– Because morality is a
construct that differs between
cultures, so do moral
emotions.
Emotional Societies
OB Poll Emotional States
*Respondents in 148 countries worldwide during 2014 were asked whether they experienced five positive (well-rested,
treated with respect, enjoyment, smiling and laughing, learning or doing something interesting) and five negative
emotions (anger, stress, sadness, physical pain, worry) daily. Source: Based on J. Clifton, “Latin Americans Lead World in
Emotions,” Gallup (August 27, 2015), http://www.gallup.com/poll/184631/latin-americans-leadworld- emotions.aspx.
Decision Making Inputs
Differentiate Between Emotions
and Moods
• Do emotions make us ethical?
– Research on moral emotions
questions the previous belief that
emotional decision making is
based on higher-level cognitive
processes.
– Our beliefs are shaped by our
groups, resulting in unconscious
responses and a shared moral
emotion.
 This may allow us to justify
purely emotional reactions as
rationally ethical just because
we share them with others.
Identify the Sources of Emotions
and Moods
• Personality
– Moods and emotions have a trait component.
– Affect intensity: how strongly people experience their
emotions.
• Time of Day
– There is a common pattern for all of us.
 Happier in the midpoint of the daily awake period.
• Day of the Week
– Happier toward the end of the week.
and Moods
• 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.
and Moods
• Sleep
– Poor sleep quality increases negative affect.
• Exercise
– Does somewhat improve mood, especially for
depressed people.
and Moods
• Age
– Older people tend to focus on more positive stimuli
than younger adults.
• Sex
– Women tend to be more emotionally expressive, feel
emotions more intensely, have longer-lasting moods,
and express emotions more frequently than men.
Culture as another source of emotions
• Affective Circumplex illustrates the variation of emotions on two
dimensions: Valence and Arousal:
• Positive vs Negative Valence; High vs Low Arousal (see diagram)
• Jeanne Tsai’s research on cultural variations in Ideal Affect (Preferred
Emotions)
• She found that Westerns prefer Positive Valence and High Intensity
(Excitement). Just look at commercials on American TV
• Asians on the other hand prefer Positive Valence but Low Intensity
(Calm). Think of the famous Chinese curse: May you live in interesting
times (turmoil and excitement)
• Cultural differences in ideal affect has consequences in OB. For
example, arguments, conflict and confrontation (and shame and loss
of face)
Affective Circumplex
Show the Impact of Emotional Labor
• Emotional labor: an employee’s
expression of organizationally desired
emotions during interpersonal transactions
at work.
• Types of Emotions
– Felt: the individual’s actual emotions.
– Displayed: required or appropriate
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.
Show the Impact of Emotional Labor
• Emotional dissonance: Inconsistencies between the
emotions people feel and the emotions they project.
– Long-term emotional dissonance is a predictor for job
burnout, declines in job performance, and lower job
satisfaction.
Affective Events Theory
• Affective events theory (AET): employees react
emotionally to things that happen to them at work and
this influences job performance and satisfaction.
– Emotions provide valuable insights into how
workplace events influence employee 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
• 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.
Emotional Intelligence
Exhibit 4-5 A Cascading Model of Emotional Intelligence
Source: Based on D. L. Joseph and D. A. Newman, “Emotional Intelligence: An Integrative Meta-Analysis and Cascading
Model,” Journal of Applied Psychology 95, no. 1 (2010): 54–78.
Identify Strategies for Emotion
Regulation
• Emotion regulation involves identifying and modifying
the emotions you feel.
• Emotion Regulation Influences and Outcomes
– Diversity in work groups may help us to regulate our
emotions more consciously and effectively.
Identify Strategies for Emotion
Regulation
• Emotion Regulation Techniques
– Surface acting
– Deep acting
– Emotional suppression
– Cognitive reappraisal
– Social sharing
– Mindfulness
• The best option though is to recruit positive-minded
individuals and train leaders to manage their moods,
attitudes, and performance.
Apply Concepts About Emotions and
Moods to Specific OB Issues
• 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.
• Motivation
– Positive mood affects
expectations of success.
 Feedback amplifies this
effect.
• Leadership
– Emotions are important to
acceptance of messages
from organizational leaders.
• Negotiation
– Emotions can affect
negotiations.
• Customer Service
– Emotions influence customer service.
 Influences repeat business and customer
satisfaction.
– Emotional contagion: “catching” emotions.
• Work-Life Satisfaction
– A good day at work tends to be followed by a good
mood at home and vice versa.
 This usually dissipates overnight.
• Deviant Workplace Behaviors
– Negative emotions lead to
workplace deviant
behaviors.
 Actions that violate
norms and threaten
the organization.
• Safety and Injury at Work
– Don’t do dangerous work
when in a bad mood.
Implications for Managers
• Recognize that emotions are a natural part of the
workplace and good management does not mean
creating an emotion-free environment.
• To foster effective decision making, creativity, and
motivation in employees, look to model positive emotions
and moods as much as is authentically possible.
• Provide positive feedback to increase the positivity of
employees. Of course, it also helps to hire people who
are predisposed to positive moods.
Implications for Managers
• In the service sector, encourage positive displays of
emotion, which make customers feel more positive and
thus, improve customer service interactions and
negotiations.
• Understand the role of emotions and moods to significantly
improve your ability to explain and predict your coworkers’
and others’ behavior.
Case Study Assignment
• The Case of Jessica Chang (distributed via BB)
• Team Project: Groups of 2-4 persons to write a report together
• Read Case Study and identify possible factors related to Jessica’s
problems in the organization
• Find THEORETICAL and EMPIRICAL journal articles that support the
key factors that you have identified and summarize and cite them in
your report.
• Based on these journal articles and additional ones, create a list of
recommendations to help someone like Jessica in the future deal with
these career and organizational challenges
• Report is due November 13, 2023 by 5:00 pm

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Organizational Behavior

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