TOPIK 3 Emotions - Why Emotions Were Ignored in OB

• The “myth of rationality”

– Organizations are not emotion-free.
EMOTIONS • Emotions of any kind are disruptive to organizations.
– Original OB focus was solely on the effects of strong
And negative emotions that interfered with individual and
organizational efficiency.
MOODS

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What Are Emotions and Moods?

Affect
A broad range of emotions that people
experience.

Emotions Moods
Intense feelings that are Feelings that tend to be less
directed at someone or intense than emotions and
something. that lack a contextual
stimulus.

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Emotion Dimensions Mood as Positive and Negative Affect

• Biology of emotions
– Originate in brain’s limbic system
• Intensity of emotions
– Personality
– Job Requirements
• Frequency and duration of emotions
– How often emotions are exhibited
– How long emotions are displayed
• Functions of emotions
– Critical for rational thinking
– Motivate people

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 Positive Moods are Highest
SOURCES OF EMOTIONS AND MOODS
• At the End of the Week
• Personality • In the Middle Part of the
• Time of the Day Day
• Day of the Week
• Weather
• Stress
• Social Activities Negative Moods are Highest
• At the Beginning of the Week
• Sleep
• And, show little variation
• Exercise throughout the day
• Age
• Gender

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Gender and Emotions External Constraints on Emotions

• Women
– Can show greater emotional expression.
– Experience emotions more intensely.
– Display emotions more frequently. Organizational Cultural
– Are more comfortable in expressing emotions. Influences Influences
– Are better at reading others’ emotions.
• Men
– Believe that displaying emotions is inconsistent with the male
image. Individual
– Are innately less able to read and to identify with others’ Emotions
emotions.
– Have less need to seek social approval by showing positive
emotions.

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Emotional Labor Felt versus Displayed Emotions

Emotional Labor
A situation in which an employee expresses organizationally Felt Emotions
desired emotions during interpersonal transactions. An individual’s actual emotions.

Displayed Emotions
Emotions that are organizationally
required and considered appropriate in a
given job.

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 Affective Events Theory (AET) 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 and
performance.
– Both negative and positive emotions can distract workers and reduce
job performance. 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.

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Emotional Intelligence
• Self-awareness (know how you feel)
• Self-management (manage your emotions and impulses)
• Self-motivation (can motivate yourself & persist)
• Empathy (sense & understand what others feel)
• Social Skills (can handle the emotions of others)

Research Findings: High EI scores, not high IQ

scores, characterize high performers.

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OB Applications of Understanding Emotions OB Applications… (cont’d)

• Customer Services
• Emotions and Selection
– Emotions affect service quality delivered to customers which, in turn, affects customer
– Emotions affect employee effectiveness. relationships.
• Decision Making • Job Attitudes
– Emotions are an important part of the decision-making process in organizations. – Can carry over to home
• Creativity • Deviant Workplace Behaviors
– Positive mood increases creativity – Negative emotions lead to employee deviance (actions that violate norms and threaten
• Motivation the organization).
– Emotional commitment to work and high motivation are strongly linked. • Productivity failures
• Leadership • Property theft and destruction
– Emotions are important to acceptance of messages from organizational leaders. • Political actions
• Personal aggression
• Interpersonal Conflict
• Safety and Injury at Work
– Conflict in the workplace and individual emotions are strongly intertwined. - Bad moods can contribute to injury at work in several ways.
• Negotiation - Individuals in negative moods tend to be more anxious, which can make them less able to
cope effectively with hazards.
– Emotions can impair negotiations.
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