Introduction to Emotions

 Power of Emotions: Emotions significantly influence behavior and decision-

making in personal and workplace settings.
 Neurological Basis: Decision-making is intertwined with emotional reactions.
 Motivation and Inhibition: Emotions can motivate or inhibit behavior,
impacting workplace outcomes.

Emotions, Affect, and Moods

 Emotions: Brief, specific responses to incidents, associated with facial

expressions and action tendencies.
 Moods: More general, lasting feelings not tied to specific events.
 Affect: Broad range of feelings, from unpleasant to pleasant (valence) and
agitated to calm (arousal).

Individual Differences

 Variability in Emotional Experience: Differences in experiencing and

expressing emotions due to individual traits.
 Positive and Negative Trait Affect: Influences frequency of positive or
negative emotions, impacting well-being and workplace behavior.

Emotions in Organisations

 Shift in Perspective: Recognition of emotions' role in organizational behavior

(OB), influencing a wide range of workplace outcomes.
 Affective Events Theory (AET): Explains the link between daily emotional
experiences and job performance, satisfaction, and behavior.

OB in Practice

 Emotional Labour: Managing emotions to meet job requirements, involving

genuine acting, surface acting, and deep acting strategies.
 Consequences of Emotional Labour: Potential for emotional exhaustion and
impact on employee well-being.

Emotional Intelligence (EI)

 Definition and Importance: Ability to perceive, use, understand, and regulate

emotions, crucial for successful job performance.
  Four Branch Model of EI: Involves perceiving, using, understanding, and
regulating emotions, with potential for development and training.

Stress in Organisations

 Definition and Impact: Response to excessive demands, with potential

positive and negative outcomes.
 Sources of Stress: Environmental, organisational, and personal factors.
 Consequences: Psychological, behavioral, and physical effects of stress,
including burnout.
 Individual Differences in Stress Response: Influence of personality traits,
experience, and coping strategies on stress response.
 Stress Management: Organisational strategies to reduce work-related stress
and prevent burnout.