EMOTIONS AND MOODS.ppt
- 1. © 2005 Prentice Hall Inc. All rights reserved. 4–0 Emotions- Why Emotions Were Ignored in OB The “myth of rationality” – Organizations are not emotion-free. Emotions of any kind are disruptive to organizations. – Original OB focus was solely on the effects of strong negative emotions that interfered with individual and organizational efficiency.
- 2. © 2005 Prentice Hall Inc. All rights reserved. 4–1 What Are Emotions? Moods Feelings that tend to be less intense than emotions and that lack a contextual stimulus. Emotions Intense feelings that are directed at someone or something. Affect A broad range of emotions that people experience.
- 3. © 2005 Prentice Hall Inc. All rights reserved. 4–2 What Are Emotions? (cont’d) Emotional Labor A situation in which an employee expresses organizationally desired emotions during interpersonal transactions. Emotional Dissonance A situation in which an employee must project one emotion while simultaneously feeling another.
- 4. © 2005 Prentice Hall Inc. All rights reserved. 4–3 Felt versus Displayed Emotions Felt Emotions An individual’s actual emotions. Displayed Emotions Emotions that are organizationally required and considered appropriate in a given job.
- 5. © 2005 Prentice Hall Inc. All rights reserved. 4–4 Emotion Continuum The closer any two emotions are to each other on the continuum, the more likely people are to confuse them. E X H I B I T 4–4 Source: Based on R.D. Woodworth, Experimental Psychology (New York: Holt, 1938).
- 6. © 2005 Prentice Hall Inc. All rights reserved. 4–5 Emotion Dimensions Variety of emotions – Positive – Negative Intensity of emotions – Personality – Job Requirements Frequency and duration of emotions – How often emotions are exhibited. – How long emotions are displayed.
- 7. © 2005 Prentice Hall Inc. All rights reserved. 4–6 Gender and Emotions Women – Can show greater emotional expression. – Experience emotions more intensely. – Display emotions more frequently. – Are more comfortable in expressing emotions. – Are better at reading others’ emotions. Men – Believe that displaying emotions is inconsistent with the male image. – Are innately less able to read and to identify with others’ emotions. – Have less need to seek social approval by showing positive emotions.
- 8. © 2005 Prentice Hall Inc. All rights reserved. 4–7 External Constraints on Emotions Organizational Influences Cultural Influences Individual Emotions
- 9. © 2005 Prentice Hall Inc. All rights reserved. 4–8 Affective Events Theory (AET) Emotions are negative or positive responses to a work environment event. – Personality and mood determine the intensity of the emotional response. – Emotions can influence a broad range of work performance and job satisfaction variables. Implications of the theory: – Individual response reflects emotions and mood cycles. – Current and past emotions affect job satisfaction. – Emotional fluctuations create variations in job satisfaction. – Emotions have only short-term effects on job performance. – Both negative and positive emotions can distract workers and reduce job performance.
- 10. © 2005 Prentice Hall Inc. All rights reserved. 4–9 Affective Events Theory (AET) E X H I B I T 4–5 Source: Based on N.M. Ashkanasy and C.S. Daus, “Emotion in the Workplace: The New Challenge for Managers,” Academy of Management Executive, February 2002, p. 77.
- 11. © 2005 Prentice Hall Inc. All rights reserved. 4–10 OB Applications of Understanding Emotions Ability and Selection – Emotions affect employee effectiveness. Decision Making – Emotions are an important part of the decision-making process in organizations. Motivation – Emotional commitment to work and high motivation are strongly linked. Leadership – Emotions are important to acceptance of messages from organizational leaders.
- 12. © 2005 Prentice Hall Inc. All rights reserved. 4–11 OB Applications… (cont’d) Interpersonal Conflict – Conflict in the workplace and individual emotions are strongly intertwined. Customer Services – Emotions affect service quality delivered to customers which, in turn, affects customer relationships. Deviant Workplace Behaviors – Negative emotions lead to employee deviance (actions that violate norms and threaten the organization). • Productivity failures • Property theft and destruction • Political actions • Personal aggression
- 13. © 2005 Prentice Hall Inc. All rights reserved. 4–12 Ability and Selection Emotional Intelligence (EI) – Self-awareness – Self-management – Self-motivation – Empathy – Social skills Research Findings – High EI scores, not high IQ scores, characterize high performers. Emotional Intelligence An assortment of noncognitive skills, capabilities, and competencies that influence a person’s ability to succeed in coping with environmental demands and pressures.