Chapter 8: Emotions and moods

Affects

Experience of different feelings, can be divided into emotions and moods.

Emotions

Are more intense and have a contextual stimulus (they are caused by a person, situation, action,
event); they usually last for seconds/minutes. Emotions: most of researches have agreed that there
are 6 basic emotions: happiness-surprise-fear-sadness-anger-disgust.

Moods

Are less intense and lack situational stimulus. Moods are more cognitive while emotions are more
behavioral (can lead us to action). Moods and emotions can influence each other. Emotion, if it is
deep and lasting, and turn into mood.

Moods can be of negative or positive affect. Positive affect is a set of moods consisting of positive
emotions, we distinguish high positive emotions: excitement, self-assurance, cheerfulness and low
positive emotions: boredom, sluggishness and tiredness. Negative affect is a set of moods consisting
of negative emotions, we distinguish high negative emotions: nervousness, stress and anxiety and
low negative emotions: relaxation, tranquility and poise.

DO Emotions make us Ethical?

It depends on what situation or people you meet everybody. It is a yes and it is also a no. Yes if you
are able to control your emotions towards a heavy situation in which it challenges you to think
correctly and be able to respond accordingly. You may not be able to control the situation and its
outcome, but you can control your attitude and how you deal with it.  That is what they say, and it is
what makes us ethical in dealing with our emotions. No if you can’t handle already your emotions
over certain situations. Because there are people who takes seriously others comments or opinion
on you. They sometimes can’t think clearly if what they do is right or wrong in responding to that
specific situation. They also misunderstood situations that is why they let their emotion overpower
their intelligence.

Sources of emotions/moods

 Personality – people have tendencies to experience some moods/emotions/ moreover,

people also differ in how intense they experience emotions. This last concept is called affect
intensity
 Time of day, Day of the week – worst moods early in the week, best moods late in the week.
Most positive emotions at mid-point between waking and sleeping, negative emotions
highest in the morning and later average
 Weather – weather has little influence on mood. What happens on the cultural level in the
society is illusory correlation (people think that nicer whether makes them feel better) – it
occurs when people associate some events when in reality there’s no link between them
 Stress – stress negatively influence moods/emotions
 Social life – social activities make people experience positive emotions and also people
experiencing positive emotions seek social activities
 Sleep – poor sleep equals negative emotions (at work reduces job satisfaction).
  Exercise – sport increase positive moods
 Age – negative emotions occur less and less with age. With age, we are more emotionally
wise versa.
 Gender – women are more emotionally expressive than men due to differences in
socialization

Q3:

Emotional labor

Emotional labor is form of emotional regulation in which workers are expected to display certain
emotions as part of their job, and to promote organizational goals. The intended effects of these
emotional displays are on other, targeted people, who can be clients, customers, subordinates or co-
workers.

Felt emotions are an individual’s actual emotions. In contrast, displayed emotions are those that the
organization requires workers to show and considers appropriate in a given job

Employees can show displayed emotions by:

1. Surface acting - "painting on" affective displays, or faking; Surface acting involves an
employee's presenting emotions on his or her "surface" without actually feeling them. Is
more stressful than deep acting
2. Deep acting - attempt to change one’s inner feeling to match emotion expressions that an
organization requires (that is displayed emotions).

Q4:

Affective events theory

Model developed to identify how emotions and moods influence job performance and job
satisfaction.

The model states that there is a relationship between the employees' internal influences (such as
emotions) and their reactions that happen during their workday that affect their performance, job
commitment, and long-term job satisfaction.

The theory explains that there are both positive and negative occurrences during the workday that
can affect an employee's emotions and job satisfaction.

AET is about how the work environment emotionally affects workers and does not take into account
any outside influences. For example, if an employee's child is sick at home that would not be part of
the AET definition, since it is outside of work.

Positive and negative situations at work create long-term emotional responses that can impact job
satisfaction, development, and commitment
According to Affective Events Theory, six emotions are affected by events at work.

For example, imagine that a coworker unexpectedly delivers your morning coffee to your desk. As a
result of this pleasant, if unexpected experience, you may feel happy and surprised.

Look at the appendix for the model.

Hypothesis:

1. Emotions affect different job satisfaction and job performance dimensions, such as

organizational citizenship, organizational commitment, workplace deviance, level of effort and

intention to quit.

2. Emotional episode is actually a series of emotional experiences precipitated by a

single event.

3. Current emotions always influence job satisfaction, also past emotions about the

event influence the job satisfaction.

4. Since emotions/moods vary over time, their influence on performance varies.

5. Emotion-caused behaviors are rather short lasting and of high variability.
6. Emotions, even the positive ones, have negative influence on job performance.
7. Emotions provide valuable insight into understanding employees’ behaviors.
8. Employees and managers cannot ignore emotions and events that influence them.

Q5:

Emotional intelligence

PROS EI CONS EI

Intuitive appeal Too vague for a concept

Predicts criteria that matter – High EI

claimed to correlate to a better job Can’t be measured
performance

EI is biologically based Suspect validity

EI is the self-perceived ability to identify, assess, and manage the emotions or emotional cues of
one's self, of others, and of groups. It is a controversial concept in OB.
OB applications of moods and emotions

Selection -> More and more employers use EI tests when hiring.

Decision making -> Moods/emotions have an important influence on decision- making. Positive ones
improve decision- making and problem- solving. Depression undermines performance.

Creativity -> Good moods contribute to creativity.

Motivation -> Organisations that promote positive moods are likely to have more motivated
employees, thus there is a positive correlation between positive mood and higher motivation

Leadership -> Leaders usually are and should display emotions, like excitement, enthusiasm, etc…
This is critical in persuading people/employees to new idea, strategy, vision.

Negotiation -> Moods and emotions may hamper negotiations. Displaying negative emotion may be
effective, but feeling of poor performance may hinder future cooperation.

Customer Service -> sometimes employees experience emotional dissonance. Moreover, what

employees feel may transfer to customers. It is called emotional contagion – “catching” or copying
emotions from others.

Job attitudes -> People who had good day at work, usually are in good mood when coming back
home that day and the same refers to bad day at work.

Deviant workplace behavior -> negative emotions may lead to deviant workplace behavior.

How managers can influence moods? -> By showing them a funny video – make them laugh, offering
them pleasant beverage – using humor and showing appreciation for good job. When managers are
rather in good mood then employees are positive as well. Use emotional contagion.

Global consequences

 Degree to which people experience emotions varies across countries

 Norms for expression of emotions differ across cultures
 People’s interpretations of emotions vary across cultures (some cultures value certain
emotions more than others, but interpretations are basically similar)

Difference between Mood and Emotion

Definition
The mood is a state or quality of feeling at a particular time, but an emotion is a
strong feeling originating from one’s circumstances, mood, or relationships with
others.
Duration
Emotions are very brief in duration,  usually seconds or minutes, but moods can
last for days.

Cause
Moods are not usually caused by specific events, but emotions are caused by
specific events. In other words, it is not easy to identify what triggers a mood,
whereas it is easy to identify what triggers an emotion.

Types
Moods are general; there are two basic moods as good mood and bad mood. In
contrast, there are a variety of emotions; for example, anger, hate, fear,
happiness, surprise, disgust, sadness, etc.

Intensity
Moods are relatively less intense than emotions.

Onset
Besides, mood has a gradual onset, whereas emotions are sudden.

Conclusion
A mood is a state or quality of feeling at a particular time, but an emotion is a
strong feeling originating from one’s circumstances, mood, or relationships with
others. The main difference between mood and emotion is that emotion may
last only minutes, but a mood tends to last longer.

What is emotional intelligence?

Emotional intelligence is the ability to recognize, understand and manage your own
emotions as well as being able to understand and influence the emotions of others. It
involves being aware that emotions drive behaviors and impact people either positively or
negatively.
While emotional intelligence can seem like a vague or complex concept, there are specific
ways you can develop this skill. Taking time to hone and build on these skills can help you
become better at building relationships and accomplishing shared tasks.

EI can be helpful when you are:

 Giving or receiving feedback

 Navigating change
 Meeting tight deadlines
 Working through setbacks and failure
 Dealing with challenging relationships

How emotional intelligence is measured

The most common types are:
 Self-report test: Relies on the respondent’s answers or statements to rate their own
behaviors. 
 Ability test: Respondents perform tests to assess their abilities to perceive, identify,
understand and manage situations.

Why is emotional intelligence important?

Emotions can lead you to act without thinking. Having emotional intelligence can help you
avoid those situations when you might act on impulse rather than fact. Understanding and
managing your emotions and those of others can help you be more successful in your
personal and professional life.

Emotional intelligence can play a large role when you are:

 Having difficult conversations without hurting others’ feelings

 Managing your emotions when feeling stressed or overwhelmed
 Improving relationships with others
 Resolving conflict
 Coaching and motivating others
 Creating a collaborative environment.

Characteristics of emotional intelligence

Psychologist and author Daniel Goleman defines the five key elements of EI as:

1. Self-awareness

If you’re self-aware , you understand your emotions and their triggers. You also know how
your emotions and actions affect those around you.
2. Self-regulation

Self-regulation is the ability to control and adjust your emotions to create a more positive
effect. Being in control of your feelings is essential in any situation because your emotions
have a strong effect on other people.

3. Motivation

Motivation is the desire to do something. It relates to emotional intelligence because your

desires can promote different feelings toward something.

4. Empathy

Empathy allows you to identify and understand the feelings of others, which may help you
to handle workplace situations more effectively. For instance, when a coworker is visibly
stressed, you can react with empathy.

5. Social skills

Social skills are tools you use to communicate and interact with others. Having strong social
skills allows you to listen, speak and resolve conflicts more effectively. Social skills can be
used in the workplace to develop your career and are essential tools for leaders.

How to improve your emotional intelligence

While it can take time and practice, emotional intelligence can be improved. Try these tips:

Practice awareness

Take time to pay special attention to interactions around you. Listen to what others are
telling you through their words and non-verbal cues. Observing the way people use and
react to emotion can help you fine-tune your ability to empathize.

Look inward

While observing others and their interactions can be helpful, monitoring your own emotions
and responses can also increase your emotional awareness. Consider how your emotions
influence your decisions and behaviors. 

For example, you might notice that when you feel overwhelmed, you tend to be short-
tempered with others. Or when you’re feeling sad or disappointed, you might notice your
shoulders slouch or your head points downward.
React and respond to others

Practice addressing and working with others based on the way you observe what they’re
feeling. When deciding how you should react, consider how you’d like to be treated under
the same circumstances. 

For example, while you might enjoy talking about your emotions with others when you feel
anxious or stressed, others might prefer to process their emotions alone. If you’re unsure,
ask others about their preference in that moment.

Learn from your mistakes

If you find that you misinterpreted a certain emotion or the way you handled someone’s
feelings didn’t work well, learn from your mistakes and treat the situation differently the
next time.

Building relationships through empathy, communication  and active listening can help you

be a highly valued team member at an organization. 

Displaying examples of ways that you have connected with others using emotional
intelligence in your cover letter and during interviews can also help you be a competitive
candidate.