Emotions: Applications in Organisational Behaviour
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This document discusses applications of emotions in organizational behavior. It covers 5 main applications: ability and selection based on emotional intelligence, deviant workplace behavior, motivation, interpersonal conflicts, and decision making. It describes Daniel Goleman's mixed model of emotional intelligence, which defines it as a set of competencies including self-awareness, self-regulation, social skills, empathy, and motivation. It discusses concepts like emotional contagion and the social brain. Motivation models like expectancy theory and equity theory are explained in relation to effort, performance, and rewards. The role of fairness, emotions, and deviant behavior in conflicts and decision making is also briefly mentioned. In conclusion, understanding employee emotions is important for maximizing output
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1. Emotions are an important factor in employee behavior that were originally ignored in organizational behavior research which focused solely on the effects of strong negative emotions.
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The document discusses emotions and their components. It notes that emotions have three components: cognitive, physiological, and expressive. The cognitive component involves conscious experience and labeling of emotions. The physiological component refers to emotional arousal and different arousal levels for different emotions. The expressive component includes body language and paralanguage that express emotions. It also discusses primary emotions as instinctive responses and secondary emotions that develop from primary emotions. Additionally, it covers emotional intelligence and its domains as well as applications of understanding emotions in organizational behavior contexts like selection, decision-making, motivation, leadership, and conflict.
Emotion
Emotions are complex psychological phenomena that occur as people live their lives and involve feelings, expressions visible to others, and physiological arousal. Emotions are divided into primary emotions like love, joy, anger, sadness, surprise and fear, and secondary emotions like passion, optimism, irritation, disgust, and shame. Emotions are influenced by factors like personality, culture, weather, stress, age, gender, and environment. The document discusses categories of emotions and provides examples of both positive emotions like hope and confidence, and negative emotions like exhaustion and panic.
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Summarize the key points discussed.
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Each member will take turns to answer the questions.
The assistant will summarize the key points discussed.
TIME FRAME: 10 minutes
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1. Emotions are intense feelings directed at someone or something that are brief, while moods are less intense feelings that lack a stimulus and can last hours or days.
2. Emotions are action-oriented and caused by specific events, while moods are more cognitive and their causes are often unclear.
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Summarize the key points discussed.
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Each member will take turns to answer the questions.
The assistant will summarize the key points discussed.
TIME FRAME: 10 minutes
Emotions & moods organisation behavior
1. Emotions are intense feelings directed at someone or something that are brief, while moods are less intense feelings that lack a stimulus and can last hours or days.
2. Emotions are action-oriented and caused by specific events, while moods are more cognitive and their causes are often unclear.
3. Examples of emotions include happiness, hope, surprise, anger, love, frustration, fear, sadness, feeling left out, hatred, and shock.
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4-1 Differentiate between emotions and moods.
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4-6 Identify strategies for emotional regulation.
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The document discusses various methods for managing emotions, including repression, transference, emotional intelligence, self-control, focus and control, meditation, and self-leadership. It states that managing emotions is important for success in career and relationships as well as mental and physical health. Healthy emotional management can be achieved through deep self-knowledge, making thoughtful decisions, and controlling reactions by choosing virtuous actions. Meditation techniques like Raja yoga can help manage emotions through focus, control of thoughts, and mastery of the self.
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This document discusses emotions and moods. It defines affect, emotions, and moods, noting that emotions are intense feelings directed at something, while moods tend to be less intense and lack a stimulus. It explores aspects of emotions like biology, intensity, frequency and duration. It discusses basic positive and negative moods and various sources that can influence emotions and moods, such as personality, time of day, stress, social activities, sleep, exercise, age, and gender. It also covers external constraints like organizational and cultural influences. The document concludes with applications of emotions and moods in organizational behavior, such as selection, decision making, creativity, motivation, leadership, and customer service.
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Emotional intelligence involves being aware of one's own emotions and the emotions of others, managing emotions effectively in oneself and others, and using this awareness to guide thinking and behavior. High emotional intelligence is important for success in the workplace as it allows one to understand how emotions impact work and relationships. Models of emotional intelligence include ability-based, trait-based, and mixed models assessing skills like self-awareness, self-management, social awareness, and social skills. Developing emotional intelligence competencies such as empathy, influence, and developing others can help improve productivity, relationships, and quality of life.
Emotional intelligence
What is Emotional Intelligence?
Why EI is important?
Daniel Goleman
five key elements under two different categories
Self-Awareness
Self-Regulation or Management
Motivation
Empathy
Social or Interpersonal Skills
Benefits of Higher Emotional Intelligence
Some Key Points
The importantance of emotional intelligence
70% of the success of an executive depends on his/her emotional intelligence. But the good news is unlike Cognitive Capability it is something that acquired. This presentation gives you the history and definitions application of EQ.
Emotional intelligence
The document discusses emotional intelligence and its importance in organizational behavior. It defines emotions, moods, and different models of emotional intelligence. Emotional intelligence comprises self-awareness, self-regulation, motivation, empathy, and social skills. Developing emotional intelligence in the workplace is important for relationship management, decision-making, leadership, and customer service. A lack of emotional intelligence can negatively impact relationships, decisions, and career advancement.
emotional intelligence
This document presents information on emotional intelligence. It defines emotional intelligence as the ability to identify, assess, and manage one's own emotions and the emotions of others. The document discusses models of emotional intelligence proposed by Salovey and Mayer and Goleman. It outlines components of emotional intelligence like self-awareness, self-management, social awareness, and relationship management. The document also compares emotional intelligence to IQ and argues that EQ accounts for a larger portion of success than IQ. It provides tips for developing emotional intelligence at work and enhancing brain power.
Emotional intelligence in project management
Emotional Intelligence for Project Managers- How to promote a culture of ownership and collaboration while leading projects
Emotional Intelligence, the future of working
This program delivers immediately actionable strategies you can employ in your organization to unleash your people's full potential.
Emotional intelligence
This document discusses emotional intelligence and its importance. It defines emotional intelligence as the ability to recognize one's own emotions and the emotions of others, motivate oneself, and manage emotions in relationships. It states that emotional intelligence is more important for success than IQ, with EQ accounting for 80% of success in life. Success is defined differently for different people but often involves healthy relationships and personal satisfaction rather than just academic or career achievements. The document outlines the components of emotional intelligence, which include self-awareness, self-management, social awareness, and relationship management.
Emotional intelligence
This is a small Ppt to understand Emotional intelligence and its importance at work.It will help to develop your leadership skills also.
Emotional int
This document provides an overview of a management workshop covering emotional intelligence. It defines emotions, intelligence, and emotional intelligence. Emotional intelligence consists of five competencies: emotional self-awareness, self-regulation, self-motivation, empathy, and nurturing relationships. High emotional intelligence is correlated with better ability to adapt to change, solve problems independently, and motivate others. The document outlines how individuals and organizations can benefit from emotional intelligence and provides tips for controlling emotions in the workplace and discovering must-have skills.
Emotional intelligence
"Presentation on Emotional Intelligence. These PDF's are
available for all VEDA students for free on www.veda-edu.com"
Emotional Intelligence PPT.pptx
Emotional intelligence involves the ability to recognize and manage one's own emotions and the emotions of others. It is crucial for effective leadership. Leaders with high emotional intelligence are better able to understand team members, build strong relationships, foster communication, and inspire teams. The document outlines strategies for developing emotional intelligence, such as self-reflection, empathy, and relationship building. It discusses how emotional intelligence benefits leadership through improved communication, decision-making, conflict resolution, and adaptability during times of change.
Emotional Intelligence.pptx
This document discusses emotional intelligence and its history and models. It begins by outlining the origins of studying emotional intelligence in Darwin's work and defines it as being aware of one's own and others' emotions and using that knowledge to manage emotions. It then describes several models of emotional intelligence, including ability-based models focusing on skills like emotional perception and management, and mixed models like Goleman's that include competencies like self-awareness, self-management, social awareness and relationship management. The document emphasizes the importance of self-awareness as the foundation for developing emotional intelligence.
Emotional intelligence
Meaning and concept of Emotional Intelligence, characteristics, EI Competencies and behavioral indicators, role of teachers in promoting emotional intelligence in students.
Emotional intelligance
The document provides an overview of the history and concepts of emotional intelligence. It discusses how emotional intelligence was emphasized in leadership studies in the 1940s and how the term was coined in 1990. Daniel Goleman further popularized the topic in his 1995 book. Emotional intelligence is defined as involving self and social awareness and management. It can be learned and differs from IQ in emphasizing competencies like leadership, influence, and conflict resolution. Various models of emotional intelligence are presented.
Emotional Intelligence Workshop
This document summarizes a workshop on emotional intelligence presented by Dr. Maynard Brusman. The workshop discusses defining emotional intelligence and its five domains. Research shows that emotional intelligence is twice as important as IQ for leadership success. Developing emotional intelligence can improve motivation, teamwork, change management and relationships. The workshop teaches participants to increase self-awareness, self-regulation, motivation, empathy and social skills to become more emotionally intelligent. An assessment and action planning exercise helps participants understand their strengths and areas for growth.
Leadership and management Skills
The document outlines an training program on effective leadership and management skills. It covers topics such as the nature of leadership, differences between leadership and management, effective leadership behaviors, interpersonal skills, communication, conflict management, team building, performance management, and change management. The training utilizes group discussions and activities to evaluate leadership styles and develop strategies for improving skills in areas like communication, emotional intelligence, and conflict resolution.
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Emotions: Applications in Organisational Behaviour
- 1. EMOTIONS Applications in organizational behaviour A Presentation By : Deepu Raveendran Unnithan
- 2. Applications 1.Ability and Selection : Emotional Intelligence 2.Deviant Workplace Behaviour 3.Motivation 4.Interpersonal Conflicts 5.Decision Making
- 3. 1.EMOTIONAL INTELLIGENCE The ability of a person to identify, assess and control the emotions of oneself, of others and of a group. Ability Model Mixed Model Trait Model
- 4. The Mixed Model • Introduced by Daniel Goleman • Defines EI as a wide array of competencies and skills that drive leadership performance • Classified EI into 5 constructs : 1.Self Awareness 2.Self Regulation 3.Social Skills 4.Empathy 5.Motivation
- 5. Social Skill : The Art Of Leadership • OPTIMAL EMOTIONAL STATE : FLOW Focus is 200% Flexible and Adaptable completely Skills are challenged to the maximum Feels great joy
- 6. Concepts of SOCIAL BRAIN and ‘EMOTIONS ARE CONTAGIOUS’
- 7. 2.MOTIVATION • Highly motivated people are emotionally committed also. • How to Motivate? 1.Expectancy Theory 2.Equity Theory
- 8. EXPECTANCY THEORY More Effort Better Performance Valuable Reward Highly Motivated Employee Less Effort Poor Performance Painful Consequence Highly Motivated Employee
- 9. EQUITY THEORY • Fairness • Leads to DEVIANT WORKPLACE BEHAVIOUR • Work Reward Ratio= Output/Input • Deviant Workplace Behaviour to remove the inequity by 1.Increasing Output 2.Decreasing Input
- 10. INTERPERSONAL CONFLICT and DECISION MAKING How emotions are applicable ?
- 11. “ ” Thus, it is always important to understand emotions of people in an organization in order to maximize their output and eventually the organizations performance. THANK YOU