Organisational Behaviour Project On

Effects Of Emotions Moods In

Workplace .

Submitted to - Submitted by –
Prof. Asim Talukdar. Shradha Agrawal.

20020064.
Introduction -

Employees moods , emotions and overall dispositions of employees has an impact on

decision making , creativity , turnover, teamwork negotiations & leadership aspect while
working in the organisation. In the paper co-authored by Donald Gibson of Fairfield
University Dolan School of business tells that people have isolated emotional islands, but
they bring all of themselves to work . Their moods and emotions are derived experience &
expressions to influence others. Emotions are inherent & indissoluble part of everyday
organisational life from the aspect of anger or joy , sorrow or fear to an enduring sense of
dissatisfaction or commitment , the event of work is saturated with feelings.

The term emotion & moods shows a problem for psychologist although they are often used in
place of one another . The construct of emotions & moods represent are closely related but
distinct phenomena . Difference between them are clouded in part because an emotion &
mood may feel same from the aspect of an individual experience (Beedie ,Terry & lane
2005). The rationale of pursuing agreed various emotions and moods are compelling for at
least two reasons . First , conceptual clarity is a bedrock of science and several theories that
are existing confusion in terminology (Batson ,Shaw & Oleson 1992, Alpert & Rosan 1990 ,
Bless & Schwars 1999 , lormand 1985 , Hetai 1975 ,Ekman & Davidson 1994) .It is apparent
that much of the research in the area of emotion & mood has produced equivocal findings
(Briner & Reynolds 1996) . The research in mood & memory as vast & indecisive this also
includes various varied conceptualisation & measurement of mood construct. Second , a clear
difference between emotion & mood would also be seen from a therapeutic perspective . If
the emotion of anxiety is in some way differ from anxious mood then the difference may
manifest itself as distinct causes or consequences of the two states & therefore may be
sensitive to distinct therapeutic interventions for example As has been argued that emotion is
behavioural biased whereas mood is cognitive biased . Likewise, emotion has particular cause
while mood does not have as shared by (Ekman 1999).

An effective mood regulation strategy may help to moderate the resultant feelings example,
listening to music , doing physical workout etc while ,effective emotion regulation strategy
helps to identify & reappraise the cause (Thayer 1996).

Emotions can be managed through conscious practises (Morris & Felchman 1996) defined
Emotional labour as the effort that is needed to express organisationally desired emotion
while performing interpersonal transactions . Emotional labour has four dimensions –
Frequency of interactions , attentiveness ( intensity of emotion , duration of interaction ) ,
variety of emotion required , emotional dissonance . Emotional dissonance is a state where
emotion is expressed as discrepant from the emotion felt (Hoschild 1983). Job satisfaction
and emotional exhaustion are proposed as outcomes of dissonance . Emotional labour
includes the organisational exceptional for employees in their dealings with the customer as
well as internal state of tension that occur when a person display emotion from his/her true
feelings.

Literature Survey –

Emotion & mood as a precursor of engagement - worker engagement is defined as state of

mind that is related to work & characterised by strength ,commitment & involvement (Bakker
2008). Positive emotion and mood are a precursor of engagement (Albrech & Su 2012) as
employees with positive and mood can actively participate in decision making of the
organisation and attentively engage themselves towards the productivity.

Emotions , moods and productivity- our moods & emotions captures a form of self-reported
positive affect at work. Positive effects include subjective wellbeing .there is a strong
relationship between subjective wellbeing and performance of work (Tenney et al 2015).
Most of the studies have positive correlation between subjective wellbeing and outcomes of
performer that includes relationship outside the work , health , subjective and objective work
performance metrics while some of the observational studies are cross sectional & correlated
in nature thus indecisive about causality (Tenney et al 2015) . According to the Rothboard &
wilk 2011 correlation between employee mood at the starting of the day & productivity
throughout workday does not statically significant between moods and productivity. In
context of sea food processing plant in Vietnam which has worker productivity individual
(park 2016) states that productivity decreases by 9% when workers have their friends and
when they socialise while call centre workers in China (Bloom et al 2014) shows that
workers who perform from home produce 13% more .The effect is attributed partly to the
relative quiet at home & to the absence if socialising.

Emotion moods and sociability – priming a good mood & emotion has result to increase the
vulnerability to distractions (Pacheco-Unguetti & Parmentier 2016) and to increase
sociability (Cunningham 1998) overall this survey suggest that in a no. of work setting
sociability decrease performance.
Procedure –

The procedure I have used for my research is based on questionnaire , which is circulated
among the employees of different organisation in order to determine the effects of emotions
& moods of employees in a workplace .which includes their name, occupation, age & MCQs
like does positive emotion & good mood leads to efficient production , Is positive emotion &
good mood helps to perform better , How workplace environment effects emotion & moods
of employees , Is level of work offered to them make their schedule hectic etc. The result of
this leads to make various assumptions about effect of employees’ emotion & mood in a
workplace which is discussed in findings & result.

Findings & Results –

Assumption 1 – Positive emotion & mood helps the employees to perform better.

After the preparation of questionnaire , result of research suggest that good mood & positive
emotions are directly proportional to the performance of employees. As per questionnaire
result , I found that 100% of employees are able to contribute more in their good mood &
positive emotion .thus the results show that positive emotion & good mood plays a significant
role in performance of employees . To measure performance better (P.A. Davis et al , 2010) it
is more important to consider emotions in general rather than focusing on only one emotion
(example anxiety , Hammermeieter & Burton 1995,2001). Self-rating measures are easy to
use cost effective & can capture the subjective aspect of individual experience, but they are
subject to social desirability bias(Pedregon ,Farley ,Davis ,wood & clark ,2012). That is why
emotion includes physiology and behavioural aspect of individual.

Assumption 2 – Positive emotion & good mood leads to efficient production .

As per the questionnaire , result of research suggests that efficient production is mostly done
in positive emotion & good mood . As 62.9% of employees strongly agree , 23.1% of
employees agree on this that positive emotion & mood has direct relationship while only
7.7% of employees are neutral about this aspect.

Assumption 3 – Workplace environment effects emotion & moods of employees .

As per the questionnaire , result of research suggests that workplace environment plays a
significant role in affecting moods & emotions of an employee. As 60% of employees
believe that workplace environment affects their mood & emotions several time, 30% of
employees are neutral about this while 7% of employees believe that their workplace
environment does not affects their moods & emotions. As more than 50% of employee’s
emotion & mood are affected by workplace environment . I can say that if good working
environment is provided to employees it will keep them happy & satisfied , decrease the
turnover which in return helps to achieve the targets of the organisation.
Conclusion –

Emotion & moods has an impact on decision making ,creativity ,turnover ,teamwork etc.
which is highlighted in literature survey. The questionnaire helps in finding the result of
research & forming based assumptions on effects of employees emotions & moods on
workplace .