organisational behavior ppt

1. Emotions and Moods

2. Contents
• Definitions
• Relationship – Affect, Moods, Emotions
• Basic Emotions
• Aspects of Emotions
• Structure of Moods
• Sources of Emotions and Moods
• External Constraints on Moods
• Emotional Labor
• Emotions – Jobs – Payment
• Affective Events Theory (AEI)
• Emotional Intelligence (EI)
• Dimensions of EI
• Team Activity
• EI – For or Against?
• OB Applications
• Conclusion

3. Definitions
Affect
Affect is a generic tern that covers a
broad range of feelings that people
experience which encompasses
both emotions and moods
Emotions
Intense feelings that are directed at
someone or something
Moods
Lesser intensive feelings that are often
lack a contextual stimulus.

4. Relationship
Affect
Defined as a broad range of feelings that people
experience. Affect can be experienced in the form of
emotions or moods
Emotions
• Caused by specific event
•Very brief duration
•Specific and numerous
•Distinct facial expressions
•Action-oriented
Moods
• Cause is general and unclear
•Lasts longer
•Comprised of multiple
specific emotions (+ve or-ve)
•No distinct expressions
•Cognitive

5. Basic Emotions
Some emotions (also passions) are complex for facial representation
Eg:Love
Cultural norms govern emotional expression
Experiencing an emotion is not the same as showing it.

6. Aspects of Emotion
• Emotions originate in the brain’s limbic system.
• When relatively inactive creates happiness and vice versa.
• More active in women than men.
Biology
• People emote/respond differently to identical stimuli due
to mere personality or job requirements.
Intensity
• To meet the emotional demands of an organization
depends also on the frequency and duration of the effort.
Frequency Duration
Relation between
rationality and emotion
Functions
• Critical to rational thinking. Eg: Phineas Gage.
• Employ both thinking and feeling for decision making
• Motivate to engage in actions important for survival.
• Evolutionary psychology - All emotions are useful.
•Eg: Anger to stand up for oneself

7. Structure of moods
Positivity Offset: When at zero input, most individuals experience
mildly positive mood.

8. Sources of Emotions and Moods
Personality:
• Predisposed intensity of emotional reactions under similar circumstances.
Day of the week, time of the day:
• Negative moods during the beginning of the day and week; better moods during midday, weekends
Weather:
• Illusionary correlation of weather affecting moods
Stress:
• Deadlines, fear of exams, financial upheavals, ill health cause negative emotions leading to stress.
Social Activities:
• Increase positive moods; have long term health benefits
Lack of Sleep:
• Impairs decision making and emotion controlling attitude leaving individuals fatigued, irritable
Exercise:
• Uplifts moods and therapeutic for the depressed.
Age:
• Fewer negative emotions as one gets older
Gender:
• Women show greater emotional expression ; better at reading non-verbal and paralinguistic cues

9. External Constraints on Emotions
• Boundaries defined by an
organization or culture that identify
which emotions are acceptable and
the degree to which employees
may express them.
• Bias against negative and intense
emotions at workplace
• Collectivist cultures think, emotion
expressed is directed at them unlike
individualistic cultures
• Easier for people to recognize
emotions from their own cultures
• Certain cultures lack words for
standard American emotional terms
such as anxiety, depression

10. Emotional Labor
• Emotional labor is an employee’s
expression of organizationally desired
emotions during interpersonal
transactions at work.
• Emotional dissonance is the disparity
when an employee has to express one
emotion when actually feeling another.
• Deep acting is modifying one’s true
inner feelings based on display rules
• Surface acting is hiding one’s inner
feelings and forging emotional
expressions in response to display
rules. More stressful.

11. Affective Events Theory (AET)
• AET states that employees react
emotionally to things that happen
to them at work and this reaction
influences their job performance
and satisfaction.
• Emotions provide insights into
understanding employee behavior.
• Hassles and uplifts influence
employee performance and
satisfaction.
• Employees must not ignore any
emotions

12. Affective Events Theory

13. Emotional Intelligence (EI)
• Ability to detect and to
manage emotional cues and
information.
• People knowing their own
emotions are good at
reading others’
“Emotional Intelligence refers to the capacity of re-arranging our own feelings and
those of others, for motivating ourselves and for managing emotions well in ourselves
and our relationships” – Goleman, 1998.
https://www.youtube.com/watch?v=weuLejJdUu0

14. Dimensions of EI
Self
Awareness
Self
Management
Self
Motivaton
Empathy
Social
Skills

15. Team Activity

16. EI – For or Against?
For
• Intuitive Appeal: People who detect others emotions are
better at handling their own emotions
• EI predicts criteria that matter: High level of EI means better
performance
• EI is biological: People who suffer neurological damage
score lower EI and make poorer decisions
Against
• Too vague: “too broad and variegated…not intelligible”
• Cannot be measured: Too diverse components
• Suspicious validity: EI is no more unique once intelligence
and personality are controlled.
Whatever the perspective is – the concept is here to stay!

17. OB Applications of
Emotions and Moods
• Selection
• Decision Making
• Creativity
• Motivation
• Leadership
• Interpersonal Conflict
• Negotiation
• Customer Service
• Job Attitudes
• Deviant Workplace Behaviors
• Managers influence on Moods

18. Conclusion
• Emotions and Moods are
both affective
• Practical and Ethical limits
• They hinder or enhance
performance
• The more complex a task,
the less emotional a worker
can be before interfering
with performance
• EI – An awareness tool to
tackle these issues

19. Questions Please!
Thank you!