Emotional Intelligence and Mood

Emotions and Moods

• Physical activity can aid in keeping our moods upbeat.
• Older folks experience fewer negative emotions.
• Women tend to be more emotionally expressive, feel emotions more intensely, have longer-lasting moods, and express emotions more frequently than do men.

Emotional Intelligence

• Emotional Intelligence is the ability to deal successfully with other people, manage oneself, motivate others, understand one's own feelings, and appropriately respond to the everyday environment.
• Components of emotional intelligence include:
  • Self-Awareness: recognizing and understanding one's moods, emotions, and drives, and their effects on others.
  • Self-Regulation: controlling or redirecting disruptive impulses and moods.
  • Motivation: having a passion to work for reasons beyond money or status.
  • Empathy: understanding the emotional makeup of other people.
  • Social Skills: managing relationships and building networks.

Applying Emotions and Moods to OB Issues

• Emotional Intelligence (EI) should be a hiring factor to ensure employee fit.
• EI can lead to better decisions for the organization.
• Positive emotions can open up innovation and creativity in applications for organizational productivity.
• Positive mood affects expectations of success, contributing to motivation for performance.
• Emotions, both held and displayed, are effective contributors to negotiation.
• Emotions affect customer service, including attitude, communication effectiveness, and overall feeling about the outcome.
• Negative emotions can lead to deviant workplace behaviors.
• Workers in negative emotional states are more likely to have accidents.
• Managers in a good mood tend to use humor and praise, increasing positive mood among employees.

Managerial Implications

• Emotions and moods are a natural part of an individual's makeup.
• Ignoring co-workers' and employees' emotions is wrong.
• Emotions cannot be divorced from the workplace because they cannot be divorced from people.
• Managers who understand emotions and moods will significantly improve their ability to explain co-workers' and employees' behaviors.

Differentiating Emotions from Moods

• Affect is a broad range of feelings that people experience, which can be experienced in the form of emotions or moods.
• Emotions are intense feelings directed at someone or something, usually accompanied by distinct facial expressions.
• Moods are feelings that tend to be less intense than emotions and lack a contextual stimulus, lasting longer than emotions (hours or days).

Sources of Emotions and Moods

• Personality is a key component that impacts the intensity of emotions.
• The day and time of the week can impact mood, with many people being happier towards the end of the week.
• Stress is an important factor that can cause mood changes, even at low levels.
• Social activities have a positive impact on emotions.
• Getting enough and high-quality sleep is important for maintaining psychological and physical health.
• Weather is thought to have an impact on emotions, but there is no proven effect.

Emotions and Moods

• Emotions are intense feelings directed at someone or something, accompanied by distinct facial expressions.
• Moods are feelings that are less intense than emotions, lack a contextual stimulus, and last longer than emotions (hours or days).

Basic Emotions

• There are six basic emotions: Anger, Fear, Sadness, Happiness, Hatred, and Surprise.

Sources of Emotions and Moods

• Personality is a key component that impacts the intensity of emotions felt.
• The day and time of the week can affect emotions, with many people being happier towards the end of the week.
• Weather is thought to have an impact on emotions, but there is no proven effect.
• Stress is an important factor that can cause mood changes, even at low levels.
• Social activities have a positive impact on emotions and moods.
• Getting enough and high-quality sleep is essential for maintaining a positive mood.
• Exercise and physical activity can aid in keeping moods upbeat.

Emotional Intelligence (EI)

• EI is the ability to deal successfully with others, manage oneself, motivate others, and understand one's own feelings.
• Components of EI include:
  • Self-Awareness: recognizing and understanding one's own emotions and moods.
  • Self-Regulation: controlling or redirecting disruptive impulses and moods.
  • Motivation: having a passion to work for reasons beyond money or status.
  • Empathy: understanding the emotional makeup of others.
  • Social Skills: managing relationships and building networks.

Applying Emotions and Moods to OB Issues

• Emotions and moods affect negotiation, customer service, and overall performance.
• Positive emotions can lead to increased innovation, creativity, and motivation.
• Emotional Intelligence should be a hiring factor to ensure employee fit.
• EI can lead to better decisions for the organization.
• Managers who understand emotions and moods can improve their ability to explain coworker and employee behavior.

Emotions and Moods in Organizational Behavior

• Emotions, both held and displayed, significantly impact negotiation outcomes.
• Emotions affect customer service, influencing employee attitude, communication effectiveness, and overall customer satisfaction.
• Positive emotions at the end of the day can be taken home, while negative emotions can lead to deviant workplace behaviors and accidents.

Managerial Implications

• Emotions and moods are a natural part of an individual's makeup and cannot be ignored in the workplace.
• Managers who understand the roles of emotions and moods can better explain coworkers' and employees' behaviors.
• Ignoring employees' emotions can lead to incorrect assessments of their behavior.

Differentiating Emotions and Moods

• Affect is a broad range of feelings that people experience, which can be in the form of emotions or moods.
• Emotions are intense feelings directed at someone or something, accompanied by distinct facial expressions.
• Moods are less intense feelings that lack a contextual stimulus and last longer than emotions.

Basic Emotions

• There are six basic emotions: anger, fear, sadness, happiness, hatred, and surprise.

Sources of Emotions and Moods

• Personality is a key component that impacts the intensity of emotions.
• Day and time of the week, weather, stress, social activities, sleep, physical activity, age, and sex can all impact emotions and moods.

Emotional Intelligence

• Emotional Intelligence (EI) is the ability to deal successfully with others, manage oneself, motivate others, understand one's feelings, and respond to the environment.
• Components of EI include self-awareness, self-regulation, motivation, empathy, and social skills.

Applying Emotions and Moods to OB Issues

• Emotional Intelligence should be a hiring factor in personnel selection to ensure employee fit.
• Positive emotions can open up innovation and creativity, leading to increased organizational productivity.
• Positive mood affects expectations of success, contributing to motivation for performance.

Emotions and Moods in Organizational Behavior

• Emotions, both displayed and felt, significantly impact negotiation, customer service, and overall workplace behavior.
• Emotions can lead to deviant workplace behaviors, accidents, and negatively affect employee performance.
• Positive emotions, on the other hand, can increase motivation, creativity, and innovation.

The Role of Managers in Emotions and Moods

• Managers should understand and acknowledge the emotional aspect of employees' behavior, as it is a natural part of human makeup.
• Ignoring emotions can lead to misjudging employee behavior and performance.
• Managers who understand emotions can improve their ability to explain employee behavior.

Emotional Intelligence

• Emotional Intelligence (EI) is the ability to deal successfully with people, manage oneself, and motivate others.
• Components of EI include:
  • Self-awareness: recognizing and understanding one's emotions and their effects on others.
  • Self-regulation: controlling or redirecting disruptive impulses and moods.
  • Motivation: having a passion to work beyond monetary or status reasons.
  • Empathy: understanding the emotional makeup of others.
  • Social skills: managing relationships and building networks.

Applying Emotional Intelligence to Organizational Behavior

• EI can be a valuable hiring factor in personnel selection processes.
• EI can lead to better decision-making for the organization.
• Positive emotions can increase innovation, creativity, and motivation.

Sources of Emotions and Moods

• Affect is a broad range of feelings that people experience, which can manifest as emotions or moods.
• Emotions are intense feelings directed at someone or something, while moods are less intense and lack a contextual stimulus.
• Basic emotions include anger, fear, sadness, happiness, hatred, and surprise.
• Sources of emotions and moods include:
  • Personality
  • Day and time of the week
  • Weather
  • Stress
  • Social activities
  • Sleep quality

Emotions and Moods in Organizational Behavior

• Emotions, both displayed and felt, significantly impact negotiation, customer service, and overall workplace behavior.
• Emotions can lead to deviant workplace behaviors, accidents, and negatively affect employee performance.
• Positive emotions, on the other hand, can increase motivation, creativity, and innovation.

The Role of Managers in Emotions and Moods

• Managers should understand and acknowledge the emotional aspect of employees' behavior, as it is a natural part of human makeup.
• Ignoring emotions can lead to misjudging employee behavior and performance.
• Managers who understand emotions can improve their ability to explain employee behavior.

Emotional Intelligence

• Emotional Intelligence (EI) is the ability to deal successfully with people, manage oneself, and motivate others.
• Components of EI include:
  • Self-awareness: recognizing and understanding one's emotions and their effects on others.
  • Self-regulation: controlling or redirecting disruptive impulses and moods.
  • Motivation: having a passion to work beyond monetary or status reasons.
  • Empathy: understanding the emotional makeup of others.
  • Social skills: managing relationships and building networks.

Applying Emotional Intelligence to Organizational Behavior

• EI can be a valuable hiring factor in personnel selection processes.
• EI can lead to better decision-making for the organization.
• Positive emotions can increase innovation, creativity, and motivation.

Sources of Emotions and Moods

• Affect is a broad range of feelings that people experience, which can manifest as emotions or moods.
• Emotions are intense feelings directed at someone or something, while moods are less intense and lack a contextual stimulus.
• Basic emotions include anger, fear, sadness, happiness, hatred, and surprise.
• Sources of emotions and moods include:
  • Personality
  • Day and time of the week
  • Weather
  • Stress
  • Social activities
  • Sleep quality

Emotions and Moods

• Physical activity helps keep our moods upbeat.
• Age: Older folks experience fewer negative emotions.
• Sex: Women are more emotionally expressive, feel emotions more intensely, and have longer-lasting moods compared to men.

Emotional Intelligence

• Emotional Intelligence is the ability to deal successfully with others, manage oneself, motivate others, understand one's own feelings, and respond to the environment.
• Components of Emotional Intelligence:
  • Self-Awareness: recognizing and understanding one's moods, emotions, and drives and their effects on others.
  • Self-Regulation: controlling or redirecting disruptive impulses and moods.
  • Motivation: having a passion to work for reasons beyond money or status.
  • Empathy: understanding the emotional makeup of others and treating people according to their emotional reactions.
  • Social Skills: proficiency in managing relationships and building networks.

Applying Concepts to OB Issues

• Emotional Intelligence should be a hiring factor to ensure employee fit.
• Positive emotions can open up innovation and creativity for organizational productivity.
• Positive mood affects expectations of success, contributing to motivation for performance.
• Emotions, both held and displayed, are effective contributors to negotiation.
• Emotions affect customer service, including employee attitude, communication effectiveness, and overall feeling about the outcome.
• Negative emotions can lead to deviant workplace behaviors.
• Managers who are in a good mood tend to use humor and praise, resulting in increased positive mood among employees.

Managerial Implications

• Emotions and moods are a natural part of an individual's makeup.
• Managers who understand the roles of emotions and moods will significantly improve their ability to explain co-workers' and employees' behaviors.

Unit 3 Learning Objectives

• Differentiate emotions from moods and list the basic emotions and moods.
• Identify the sources of emotions and moods.
• Show the impact of emotional labor on employees.
• Understand the concept of Emotional Intelligence (EI) and its components.
• Apply concepts about emotions and moods to specific OB issues.

Emotions, Moods, and Affect

• Affect: a broad range of feelings, experienced in the form of emotions or moods.
• Emotions: intense feelings directed at someone or something, accompanied by distinct facial expressions.
• Moods: feelings less intense than emotions, lacking a contextual stimulus, lasting longer than emotions (hours or days).

Sources of Emotions and Moods

• Personality is a key component impacting the intensity of emotions felt.
• Day and time of the week affect mood, with many people being happier towards the end of the week.
• Weather is thought to have an impact on emotions, but there is no proven effect.
• Stress is an important factor, even at low levels, causing mood changes and affecting psychological and physical health.
• Social activities have a positive impact on mood.
• Getting enough and high-quality sleep is important for mood regulation.

Emotions and Moods in Organizational Behavior

• Emotions, both displayed and felt, significantly impact negotiation, customer service, and overall workplace behavior.
• Emotions can lead to deviant workplace behaviors, accidents, and negatively affect employee performance.
• Positive emotions, on the other hand, can increase motivation, creativity, and innovation.

The Role of Managers in Emotions and Moods

• Managers should understand and acknowledge the emotional aspect of employees' behavior, as it is a natural part of human makeup.
• Ignoring emotions can lead to misjudging employee behavior and performance.
• Managers who understand emotions can improve their ability to explain employee behavior.

Emotional Intelligence

• Emotional Intelligence (EI) is the ability to deal successfully with people, manage oneself, and motivate others.
• Components of EI include:
  • Self-awareness: recognizing and understanding one's emotions and their effects on others.
  • Self-regulation: controlling or redirecting disruptive impulses and moods.
  • Motivation: having a passion to work beyond monetary or status reasons.
  • Empathy: understanding the emotional makeup of others.
  • Social skills: managing relationships and building networks.

Applying Emotional Intelligence to Organizational Behavior

• EI can be a valuable hiring factor in personnel selection processes.
• EI can lead to better decision-making for the organization.
• Positive emotions can increase innovation, creativity, and motivation.

Sources of Emotions and Moods

• Affect is a broad range of feelings that people experience, which can manifest as emotions or moods.
• Emotions are intense feelings directed at someone or something, while moods are less intense and lack a contextual stimulus.
• Basic emotions include anger, fear, sadness, happiness, hatred, and surprise.
• Sources of emotions and moods include:
  • Personality
  • Day and time of the week
  • Weather
  • Stress
  • Social activities
  • Sleep quality

The Big Five Traits and Their Impact on Behavior at Work

• Individuals who are adaptable and open to change cope better with organizational changes and are more adaptable in changing contexts.
• They are especially vulnerable to workplace accidents.
• Agreeable people are better liked, tend to do better in interpersonally oriented jobs, and are more satisfied in their jobs.
• Agreeable individuals contribute to organizational performance by engaging in citizenship behavior and are less likely to engage in organizational deviance.
• However, agreeableness is associated with lower levels of career success (especially earnings).

Values and Their Importance

• Values represent basic convictions in a person and are personally or socially preferable to an opposite or converse mode of conduct or end-state of existence.
• Values have both content and intensity attributes and are considered an individual's value system.
• Values have the tendency to be stable and lay the foundation for the understanding of attitudes and motivation.
• Values influence attitudes and behaviors, and understanding values can help predict reactions.

Terminal and Instrumental Values

• Terminal values refer to desirable end-states of existence.
• Conscientiousness is as important for managers as for front-line employees, and it is more important than other traits for organizational success.

The Big Five Traits and Their Predictive Power

• Emotional stability is most strongly related to life satisfaction, job satisfaction, and low stress levels.
• Extraverts tend to be happier in their jobs and in their lives, experience more positive emotions, and are more impulsive than introverts.
• Individuals who score high on openness to experience are more creative and more comfortable with ambiguity and change.
• Conscientiousness is a measure of reliability, and individuals who score high are responsible, organized, dependable, and persistent.

Key Traits in the Big Five Personality Model

• Extraversion is a comfort level with relationships and is characterized by being outgoing, assertive, and sociable.
• Agreeableness is an individual's propensity to defer to others and is characterized by being cooperative and compassionate.
• Conscientiousness is a measure of reliability and is characterized by being responsible, organized, dependable, and persistent.
• Emotional stability describes a person's ability to withstand stress and is characterized by being calm, self-confident, and secure.
• Openness to experience suggests the range of interests and fascination with novelty and is characterized by being creative, curious, and open to new ideas.

Learning Objectives

• Define personality, describe how it is measured, and explain the factors that determine an individual's personality.
• Identify the key traits in the Big Five personality model.
• Demonstrate how the Big Five traits predict behavior at work.
• Identify other personality traits relevant to OB.
• Define values, demonstrate the importance of values, and contrast terminal and instrumental values.
• Compare generational differences in values and identify the dominant values in today's workforce.