Flashcards in Chapter 3 Deck (31):
Myth of Rationality
emotions were the antithesis of rationality and should not be seen in the workplace.
a generic term that covers a broad range of feelings people experience, including both emotions and moods
intense feelings directed at someone or something
less intense feelings than emotions and often (though not always) lack a contextual stimulus.
a mood dimension consisting of positive emotions such as excitement, self-assurance, and cheerfulness at the high end and boredom, sluggishness, and tiredness at the low end.
a mood dimension consisting of nervousness, stress, and anxiety and the high-end and relaxation, tranquility, and poise at the low end.
at zero input (when nothing in particular is going on), most individuals experience a mildly positive mood.
theory that emotions sever an evolutionary purpose helps in survival of the gene pool. The theory is not universally accepted.
9 sources of emotion and moods
2. Day of the week/time of day
5. Social Activities
how strongly they experience their emotions
explains why people tend to think nice weather improves their mood. It occurs when people associate two events that in reality have no connection.
an employee’s expression of organizationally desired emotions during interpersonal transactions at work.
when an employee has to project one emotion while simultaneously feelings another.
individual’s actual emotions
those that the organization requires workers to show and considers appropriate in a give job. They are not intimate, they are learned.
hiding inner feelings and forgoing emotional expressions in response to display rules. Deals with displayed emotions (more stressful because it entails feigning their true emotions).
trying to modify our true inner feelings based on display rules. Deals with felt emotions.
a person’s ability to
1) Be self-aware, to recognize her own emotions when she experiences them
2) Detect emotions in others
3) Manage emotional cues and information
The case for:
1. Intuitive Appeal—it makes sense
2. EI predicts criteria that matter—positively correlated to high job performance
3. Study suggests that EI is neurologically based
The case against:
1. EI is too vague a concept
2. EI can’t be measured
3. Ei is so closely related to intelligence that it is not unique when those factors are controlled
OB Application of Emotions and Moods
9.Deviant Workplace Behaviors
10.Safety and Injury at work
employers should consider EI a factor in hiring for jobs that demand a high degree of social interaction.
Positive emotions can increase problem-solving skills and help us understand and analyze new information
positive moods and feedback may increase creativity
Promoting positive moods may give a more motivated workforce
Emotions help convey messages more effectively
Emotions may impair negotiator performance
Customers “catch” emotions from employees, called emotional contagion, the catching of emotions form others.
Emotions at work get carried home but rarely carry over to the next day
Deviant Workplace Behaviors
Those who feel negative emotions are more likely to engage in deviant behavior at work