Lara Abou Houssa

ID: 201900137
Organizational Behavior
Project
2,4,6,8,10,14,15,17,19,20
2) What are 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.
• 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.
• Sleep
– Poor sleep quality increases negative affect.
• Exercise
– Does somewhat improve mood, especially for
depressed people.
• Age
– Older people experience fewer negative
emotions.
• Sex
– Women tend to be more emotionally
expressive, feel emotions more intensely, have
longer-lasting moods, and express emotions
more frequently than men.
4) What is 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.
– Work events trigger positive or negative
emotional reactions to which employees’
personalities and moods predispose them
to respond with greater or lesser intensity.
• AET offers two important messages:
• Emotions provide valuable insights into how
workplace hassles and uplifting events
influence employee performance and
satisfaction.
• Emotions, and the events that cause them,
should not be ignored at work because they
accumulate.

6) What are some 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.
• Emotion Regulation Techniques
• Surface acting
• Deep acting
• Emotional suppression
• Cognitive reappraisal
• Social sharing
• The best option though is to recruit positive-minded
individuals and train leaders to manage their moods,
attitudes, and performance.
8) What is personality? How do we typically measure it?
What factors determine personality?
• Defining Personality
– Personality is a dynamic concept describing the
growth and development of a person’s whole
psychological system.
The sum total of ways in which an individual reacts to
and interacts with others
• Measuring Personality
 – Managers need to know how to measure
personality.
 Personality tests are useful in hiring
decisions and help managers forecast who
is best for a job.
– The most common means of measuring
personality is through self-report surveys.
• Personality Determinants
– Is personality the result of heredity or
environment?
– Heredity refers to those factors that were
determined at conception.
 The heredity approach argues that the
ultimate explanation of an individual’s
personality is the molecular structure of
the genes, located in the chromosomes.
• Early research tried to identify and label enduring
personality characteristics.
– Shy, aggressive, submissive, lazy, ambitious,
loyal, and timid.
 These are personality traits.
10) How do the concepts of core self-evaluation (CSE),
self-monitoring, and proactive personality help us to
understand personality?
• Other Personality Traits Relevant to OB
– Core Self-Evaluation: bottom line conclusions
individuals have about their capabilities,
competence, and worth as a person.
– Self-Monitoring: measures an individual’s
ability to adjust his or her behavior to external,
situational factors.
– Proactive Personality: People, who identify
opportunities, show initiative, take action, and
persevere until meaningful change occurs.

14) How do Hofstede’s five value dimensions and the

GLOBE framework differ?
• Hofstede’s Framework
– Power distance
– Individualism versus collectivism
– Masculinity versus femininity
 – Uncertainty avoidance
– Long-term versus short-term orientation
• The GLOBE Framework for Assessing Culture
– The Global Leadership and Organizational
Behavior Effectiveness (GLOBE) research
program updated Hofstede’s research.
• Data from 825 organizations and 62
countries.
• Used variables similar to Hofstede’s.
• Added some news ones.

15) What are the factors that influence our perception?

• Perception is a process by which individuals organize
and interpret their sensory impressions in order to
give meaning to their environment.
• It is important to the study of OB because people’s
behaviors are based on their perception of what
reality is, not on reality itself.
Factors That Influence Perception
17) What is the link between perception and decision
making?
• Individuals make decisions – choosing from two or
more alternatives.
• Decision making occurs as a reaction to a problem.
– There is a discrepancy between some current
state of affairs and some desired state,
requiring consideration of alternative courses of
action.
  One person’s problem is another’s
satisfactory state of affairs.
19) How do individual differences and organizational
constraints influence decision making?
• Individual Differences
– Personality
 Conscientiousness
 High self-esteem
– Gender
 Rumination
– Mental Ability
– Cultural Differences
– Nudging
• Organizational Constraints
– Performance Evaluation Systems
– Reward Systems
– Formal Regulations
– System-Imposed Time Constraints
– Historical Precedents
20) What are the three ethical decision criteria, and how
do they differ?
• Utilitarianism: decisions are made solely on the basis
of their outcomes or consequences.
• Focus on rights: calls on individuals to make
decisions consistent with fundamental liberties and
privileges as set forth in documents such as the Bill
of Rights.
– Protects whistle-blowers.
• Impose and enforce rules fairly and impartially to
ensure justice or an equitable distribution of
benefits and costs.
• Behavioral ethics: an area of study that analyzes
how people actually behave when confronted with
ethical dilemmas.
– Individuals do not always follow ethical
standards promulgated by their organizations,
and we sometimes violate our own standards.
– There are ways to increase ethical decision
making in organizations.
– Consider cultural differences.
• Lying
• One of the top unethical
activities we may indulge in daily.
• It undermines all efforts toward
sound decision making.
• Managers—and organizations—
simply cannot make good
decisions when facts are
misrepresented and people give
false motives for their behaviors.
• Lying is a big ethical problem as well.