EMOTIONS AND MOODS

1. Differentiate emotions from moods.

Emotions

a) Emotions are intense feelings that are directed at someone or something.

b) Emotions are more fleeting.
c) Emotions are reactions to a persons or an event
d) Emotions can turn into moods, when you lose focus on the event orobject that started
the feeling
e) Emotions are specific and enormous in nature.
f) Emotions are shown accurately by facial expressions.
g) It is action oriented in nature.

Moods
a) Moods are feelings that tend to be less intense than emotions and moreover lacks
contextual stimulus.
b) Moods lasts for longer perod.
c) Moods are not directed towards a persons or event.
d) Moods can make you more emotional in respect to an event.
e) Moods are more general – positive and negative
f) Moods cannot be shown by facial expressions.
g) It is cognitive in nature

2. Lists basic emotions and moods.

Basic emotions are :

a) Wonder
b) Love
c) Hatred
d) Desire
e) Joy
f) Sadness

Structure of Moods are:

High Negative affect down To High Positive affect down To

Low positive affect Low negative affect
Tense Alert
Nervous Excited
Stressed Elated
Upset Happy
Sad Content
Depressed Serene
Bored Relaxed
Fatigued calm
When emotions are classified into categories they become mood states. Its looked at in
combination

1. Positive affect– A mood dimension that consists of specific positive emotions such as
excitement, self-assurance, and cheerfulness at the high end and boredom, sluggishness, and
tiredness at the low end.

2. Negative Affect – A mood dimension that consists of emotions such as nervousness,

stress, and anxiety at the high end and relaxation, tranquillity, and poise at the low end.

 The positive affect and negative affect play out at work because they color our
perception and these perceptions become their own reality.- eg. Of flight attendant
and aluminium vessel – his bad mood – his perception – his behaviour
 People tend to remember negative emotions more than positive emotions.
 Positivity offset– The tendency of most individuals to experience a mildly positive
mood at zero input (when nothing in particular is going on).58% British call centre.

3. Whether emotions are rational and What Functions Emotions

serve
Recent researches indicate that emotions are actually critical to rational thinking. The
emotions are not irrational-- decisions be made on thinking and feelings Ability to
experience emotions is required to be rational

Phineas Gage –railroad worker-accident –cognitive ability-not experience emotions.

Manager firing his employee -family

4. Evolutionary psychology– An area of inquiry which argues that we must
experience the emotions we do because they serve a purpose. – law suits

3.What are the sources of emotions and moods

a) Personality -People having built in tendency to experience certain moods and

emotions more frequently than others.Also people naturally differ in how intensely
they experience the same emotions.
Affect intensity - Affectively intense people experience both positive and negative
emotions more deeply when they are sad they really are sad and when they are
happy they are really happy.

a) Day of the week and time of the day. - People tend to be in their best moods on the
weekends and in their worst moods early in the week and in their best moods late in
the week.Some people depends on whether they are morning or evening people.It is
observed that the the levels of positive affect tends to peak around half way point
between waking and sleeping whereas negative affect shows little fluctuation
thorough out the day.

b) Weather -It is believed that people are in a better mood when it is sunny and gloomy
mood when it is cold or rainy day. However evidence suggests that weather has little
effect on moods.
Illusory correlation -When people associate two events but in reality they have no
connections.

c) Stress -Stress affects emotions and moods. At work stressful daily events, affects
employees moods and also affects strain over time. Such mounting level of stress
and strain at work can worsen moods and people experience negative emotions.

d) Social Activities -Social activities increase positive mood but has a little affect on
negative mood. Physical activities, informal activities and strongly associated with
increase in positive moods than formal or sedentary events.

e) Sleep -Sleep quality affect mood. Adult workers who are sleep deprived report
greater feeling of fatigue anger and hostility which puts people in bad moods.
People in bad mood impairs decision making and makes it difficult to control
emotions.

f) Exercise -Research has shown that exercise enhances peoples positive mood.
Though affect of exercise on moods are consistent, they are not terrible strong.

g) Age - Research shows that negative emotions seems to occur less as people get older
also periods of high positive moods lasts longer older individuals and bad mood
gaded for them more quickly than for younger people. These emotional experience
tends to improve with age.
 h) Gender - Common belief is that women are more emotionally expressive than men.
They experience emotions more intensively and hold more longer than men. They
display more frequent expressions of emotions.

5..What is affective forecasting

Affective forecasting is the prediction of one's affect in the future. It is a process that
influences preferences, decisions, and behavior,

Examples

It might be something like:

1. Anticipating experiencing the fun and relaxation of an upcoming vacation

2. Dreading a visit to the dentist and expecting to feel fear and discomfort
3. Looking forward to your morning coffee and the jolt it will give you
4. Feeling nervous about an interview or a presentation at work and predicting that you
will feel anxious and scared
5. Impatiently waiting for your baby to be born and expecting to feel joy, happiness and
at peace.

6.. Displayed emotions-Displayed emotions are defined as the emotions that a

person displays because it's expected or required for their job. In other words, these
are emotions that you would show outwardly in order to act appropriately at work. It's
important to note that displayed emotions are learned and not innate.

7.. Felt emotions - Felt emotions are the emotions that you innately feel. It’s the
individual’s actual emotions.

8. Emotional labour - is the process of managing feelings and expressions to fulfill

the emotional requirements of a job. More specifically, workers are expected to regulate
their emotions during interactions with customers, co-workers and superiors.

Example - flight attendants reminding themselves that passengers are their guests on the
aircraft.

9.Emotional dissonance - In the workplace, emotional dissonance is the conflict between

experienced emotions and emotions expressed to conform to display rules. It is the tension
between your displayed and felt emotions.

10.. Surface acting and Deep acting- Surface acting involves faking the required emotions:
that is, when people engage in surface acting, they do not actually try to feel the emotions
they wish to portray. They may put on “fake smiles” or other required emotional displays
that do not reflect their true feelings - a salesman

11.Deep acting- is an effortful process through which employees change their internal
feelings to align with organizational expectations, producing more natural and genuine
emotional displays. – Health care worker

12.Affective Events Theory- (AET) is a psychological model designed to explain the

connection between emotions and feelings in the workplace and job performance, job
satisfaction and behaviours. AET is underlined by a belief that human beings are emotional
and that their behaviour is guided by emotion.
Eg. The possibility of layoff by the company may bring in negative emotions – fear of losing
job and primary source of income. – insecurity feeling. Smaller events happen with it –
talking to the boss –he assures you. You hear rumour that your department is on the hit list.
You meet a friend who was laid off and not having a job. So you move from the feeling of
upbeat to depression and anxiety. This affects the job performance and satisfaction.

AET - emotions provide valuable insights into understanding employee behaviour.

Workplace hassles and uplifting events influence employees performance and satisfaction.
Employees and managers shouldn’t ignore Emotions and events that cause them even when
they appear to be minor because they accumulate.

13.EMOTIONAL INTELLIGENCE

Emotional intelligence (otherwise known as emotional quotient or EQ) is the

ability to understand, use, and manage your own emotions in positive ways to relieve
stress, communicate effectively, empathize with others, overcome challenges and defuse
conflict. The ability to express and control emotions is essential, but so is the ability to
understand, interpret, and respond to the emotions of others.

14. Evidence for and against Emotional Intelligence

Case for EI

Intuitive Appeal :-Its good to possess street smarts and social intelligence People
who detect emotions in other, control their own emotions and handle sociealinteractin well
will have a push up in the business world

Prediction criteria - Evidence suggests that a high level of EI means a person will
perform well on the job. It also helps to predict the performance of the employees.

Biologically Based – People having damage to the part of the brain governing
emotional processing (lesions in the prefrontal cortex) score significantly less in EI tests
though they did not score lower standard in intelligence with people without the same brain
damage. This implies that EI is neurological based

Against EI

Too vague a concept :-To many researchers it is not clear what is EI. Being Self
disciplined, Self aware or having empathy is not thought of having intellect. Also the
research is done on different skills and not on the whole EI as such.

EI can’t be measured:- Questions were raised about measuring EI. Some questions
used to measure EI were self reported and there is no right or wrong answer to it. EI has not
been subjected to as much rigorous study as measures for personality and general
intelligence.

Validity of EI is suspect :-EI is closely related to intelligence and personality and

once these factors are controlled, EI has nothing unique to offer EIis highly correlated with
measures of personality especially emotional stability.
15. OB (organizational Behaviour) application of Emotions and moods

1. Selection: criteria be adjusted. As people with emotions sold more than their
counterparts with less emotional intelligence.

2. Decision Making: Positive moods and emotions seen to help decision making.
Positive moods– help problem solving skills, make quick decision. Negative moods–
poorer decisions, perfectionist searching for perfect decision – hard to find.

3. Creativity: people with Positive Moods open in thinking- that leads to creativity.
Moreover, people in positive mood feel everything is going okay and do not feel to
make change that hinders creativity.

4. Motivation: Positive moods – solved better word puzzles– who saw funny clip than
the group with viewing funny puzzles. Positive feedback enhances positive
moods that in turn results in better motivation to do job well.

5. Leadership: Effective leadership rely on emotional appeals to help convey their

messages. Excitements, enthusiastic and active leaders organize their
subordinates better and convey better efficacy, competence, optimism

6. Negotiation: the negotiators with anger better win over the opponents.
Negative emotions about bad performance loose in future negotiations.

7. Customer Service: Emotional worker do better business and repeat. More

satisfaction is attached with emotional dealing. Emotional Contagion – the process
by which peoples’ emotions are caused by the emotions of others.

8. Job Attitudes: “Never take your work home “but it not easy –people having a good
day at work take good moods to their homes.

16.Deviant Workplace Behavior: (violate established norms that threaten organizations or

its members or both) Negative emotions lead to such behavior.

17. OB applications on emotions and moods

Customer Service: Emotional worker do better business and repeat. More satisfaction is
attached with emotional dealing.

18. Emotional Contagion – the process by which peoples’ emotions are caused by the
emotions of others.

Job Attitudes: “Never take your work home” But it is not easy-people having a good day at
work take good moods to their homes.

19. Forgiveness in Organizations

This has emerged as a new field of study called positive organizational scholarship
(pos). Its advocates the investigation of what goes right organizations rather than
who goes wrong, what is life-giving rather than life-depleting, what is experienced
as good rather than bad, what is inspiring rather than distressing, and who brings joy
and inspiration rather than anxiety and stress. Forgiveness in organizations occurs
when emotional, cognitive, and behavioural changes transpire after harm or wrong
doing has been experienced. Negative feelings, bitterness, resentment, desire for
revenge, or retaliatory behavior are abandoned and replaced by a neutralized
positive at a minimum, and an increase in positive emotions, alternative
motivations, and pro social behavior in the ideal.

Organizational forgiveness is significantly associated with improvements in

productivity.

20. How Managers Can Influence Moods

Manager can use humour and give their employees small tokens of appreciations
for work will done. Also, research indicates that when leaders are in good moods,
group members are more positive and as a result, the members cooperative more.
Finally selecting positive team members can have a contagion effect as positive the
moods transmit from team members to team members.

21.Contrast the experience interpretation and expression of emotions across

cultures.

People Experience Emotions Vary Across Cultures

1. In China, for example, people report experiencing fewer positive and

negative emotions than people in other cultures, and the emotions they
experience are less intense than what other cultures report. In general,
people in most cultures appear to experience certain positive and negative
emotions, but the frequency of their experience and their intensity caries to
some degree.

Peoples Interpretations of Emotions Vary Across Cultures

2. In general, people from all over the world interpret negative and positive
emotions the same way. We all view negative emotions, such as have, terror
and rage, as dangerous and destructive. And we all desire positive
emotions, such as joy, love and happiness. However, some cultures value
certain emotions more than others. Chinese consider negative emotions to
be more useful and constructive than do people in the United States. In
general, pride is seen as a positive emotion in Western but Eastern cultures
such as China and Japan trend to view pride as undesirable.

Norms for the Expression of Emotions Differ Across Cultures.

3. In some countries people are more likely to believe the emotional display of
another person have something to do with their own relationship with the
person expressing the emotion, while people in other cultures the person
does not think another emotional expressions are directed to them. In
general, and not surprisingly, it is easier for people to accurately recognize
emotions within their own culture than in other cultures. Interestingly, some
cultures lack words for standard U.S. emotional terms such as anxiety
depression etc. What is acceptable some culture may seem extremely
unusual or even dysfunctional in another. Managers need to know such
emotional cultures of each culture nor having effectively.