Podcast
Questions and Answers
How do emotions primarily differ from moods in the workplace?
How do emotions primarily differ from moods in the workplace?
- Emotions are typically more intense and directed at a specific object, person, or event, whereas moods are less intense and lack a specific contextual stimulus. (correct)
- Emotions are prolonged states that do not influence immediate behavior, unlike moods.
- Emotions are more consciously experienced and do not involve physiological responses.
- Emotions are less intense and lack a specific contextual stimulus, unlike moods.
Which of the following best describes the role of 'valence' in the context of emotions?
Which of the following best describes the role of 'valence' in the context of emotions?
- The degree to which an emotion is consciously recognized and understood by an individual.
- The intensity level of an emotional experience, determining its impact on behavior.
- The evaluative aspect of an emotion, indicating whether it is experienced as positive or negative. (correct)
- The duration of an emotional episode, influencing its long-term effects on decision-making.
In what way does understanding emotions in the workplace contribute to improved interpersonal relations?
In what way does understanding emotions in the workplace contribute to improved interpersonal relations?
- By enabling individuals to suppress their emotions effectively, leading to a more professional environment.
- By helping people become more aware of their own emotions and better at interpreting others’ emotions. (correct)
- By allowing managers to strictly regulate the emotional displays of their subordinates to ensure consistency.
- By reducing the focus on emotional responses and prioritizing rational decision-making to avoid conflicts.
Consider a scenario where a team member consistently expresses enthusiasm and optimism, even during challenging projects. How might this emotional display impact the team's overall performance?
Consider a scenario where a team member consistently expresses enthusiasm and optimism, even during challenging projects. How might this emotional display impact the team's overall performance?
An employee consistently feels detached from their work, lacks enthusiasm, and rarely expresses any strong feelings, positive or negative. According to the information provided, what is the MOST probable interpretation of this employee's emotional state?
An employee consistently feels detached from their work, lacks enthusiasm, and rarely expresses any strong feelings, positive or negative. According to the information provided, what is the MOST probable interpretation of this employee's emotional state?
An employee experiencing a persistent lack of resources and managerial support, leading to feelings of helplessness and reduced performance, is most likely facing which type of workplace stressor?
An employee experiencing a persistent lack of resources and managerial support, leading to feelings of helplessness and reduced performance, is most likely facing which type of workplace stressor?
In the context of the General Adaptation Syndrome (GAS), what physiological changes would you expect to observe during the resistance stage?
In the context of the General Adaptation Syndrome (GAS), what physiological changes would you expect to observe during the resistance stage?
In a customer service role, an employee is required to express enthusiasm even when dealing with a difficult customer. Which concept does this scenario best illustrate?
In a customer service role, an employee is required to express enthusiasm even when dealing with a difficult customer. Which concept does this scenario best illustrate?
Which strategy is an example of withdrawing from a stressor to manage work-related stress?
Which strategy is an example of withdrawing from a stressor to manage work-related stress?
An individual experiencing emotional dissonance is most likely to exhibit which of the following?
An individual experiencing emotional dissonance is most likely to exhibit which of the following?
What is the key difference between eustress and distress?
What is the key difference between eustress and distress?
How might an individual utilize 'changing stress perceptions' as a method of managing stress?
How might an individual utilize 'changing stress perceptions' as a method of managing stress?
According to the emotional intelligence hierarchy, which of the following abilities represents a higher level of emotional intelligence than being aware of one's own emotions?
According to the emotional intelligence hierarchy, which of the following abilities represents a higher level of emotional intelligence than being aware of one's own emotions?
Which of the following actions demonstrates the 'management of others’ emotions', according to the Emotional Intelligence Model?
Which of the following actions demonstrates the 'management of others’ emotions', according to the Emotional Intelligence Model?
A project manager addresses team conflict by acknowledging each member's feelings and guiding them toward a collaborative solution. Which aspect of emotional intelligence is the manager demonstrating?
A project manager addresses team conflict by acknowledging each member's feelings and guiding them toward a collaborative solution. Which aspect of emotional intelligence is the manager demonstrating?
Compared to emotions, attitudes are generally considered to be:
Compared to emotions, attitudes are generally considered to be:
What is the primary difference between 'surface acting' and 'deep acting' in the context of emotional labor?
What is the primary difference between 'surface acting' and 'deep acting' in the context of emotional labor?
Which of the following is most likely to improve an individual's emotional intelligence over time?
Which of the following is most likely to improve an individual's emotional intelligence over time?
An employee strongly identifies with their organization's values and feels a deep emotional connection. Which type of organizational commitment is most evident?
An employee strongly identifies with their organization's values and feels a deep emotional connection. Which type of organizational commitment is most evident?
Which of the following actions by a company would LEAST likely contribute to building affective commitment among its employees?
Which of the following actions by a company would LEAST likely contribute to building affective commitment among its employees?
According to the EVLN model, what would be an example of 'voice' as a response to job dissatisfaction?
According to the EVLN model, what would be an example of 'voice' as a response to job dissatisfaction?
An IT worker remains with a company due to a lack of better job opportunities and the fear of losing their retirement benefits. Which type of commitment is this person demonstrating?
An IT worker remains with a company due to a lack of better job opportunities and the fear of losing their retirement benefits. Which type of commitment is this person demonstrating?
Which of the following statements accurately distinguishes between attitudes and values in the workplace?
Which of the following statements accurately distinguishes between attitudes and values in the workplace?
Which scenario best illustrates normative commitment?
Which scenario best illustrates normative commitment?
Which of the following is the MOST direct consequence of high affective commitment among employees?
Which of the following is the MOST direct consequence of high affective commitment among employees?
What is the primary difference between job satisfaction and organizational commitment?
What is the primary difference between job satisfaction and organizational commitment?
Flashcards
Emotions
Emotions
Intense feelings directed at someone or something; physiological, behavioral, and psychological episodes creating a state of readiness.
Moods
Moods
Less intense feelings lacking a contextual stimulus.
Emotions' Impact
Emotions' Impact
Emotions activate our readiness to respond and provide an evaluation (valence) of situations.
Emotional awareness
Emotional awareness
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Emotional Intelligence
Emotional Intelligence
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Emotional Intelligence (EI)
Emotional Intelligence (EI)
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Emotional Labour
Emotional Labour
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Emotional Dissonance
Emotional Dissonance
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Felt Emotions
Felt Emotions
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Displayed Emotions
Displayed Emotions
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Surface Acting
Surface Acting
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Deep Acting
Deep Acting
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Attitudes
Attitudes
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Stress
Stress
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Eustress
Eustress
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Distress
Distress
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General Adaptation Syndrome (GAS)
General Adaptation Syndrome (GAS)
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Social support
Social support
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Job Satisfaction
Job Satisfaction
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Exit (EVLN Model)
Exit (EVLN Model)
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Voice (EVLN Model)
Voice (EVLN Model)
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Loyalty (EVLN Model)
Loyalty (EVLN Model)
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Neglect (EVLN Model)
Neglect (EVLN Model)
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Affective Commitment
Affective Commitment
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Continuance Commitment
Continuance Commitment
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Normative Commitment
Normative Commitment
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Study Notes
Workplace Emotions, Attitudes, and Stress
- Emotions and cognition influence attitudes and behavior.
- Emotional labor and emotional intelligence play crucial roles in the workplace.
- Job satisfaction and organizational commitment are important attitudes.
- Stress and five management strategies should be understood.
Emotions Defined
- Emotions are intense feelings directed at someone or something; they involve physiological, behavioral, and psychological readiness.
- Most emotions are nonconscious and targeted at a person, object, or event.
- Moods are less intense feelings that lack a contextual stimulus.
Types of Emotions
- Emotions trigger readiness, or activation.
- Emotions involve valence, or core affect, which means evaluation.
Emotions in the Workplace
- Emotions offer important insights into how the workplace is understood.
- People who know their own emotions are good at reading others' emotions.
Emotional Intelligence (EI)
- Emotional intelligence is a collection of noncognitive skills, capabilities, and competencies.
- EI affects one's ability to cope with environmental demands and pressures.
Managing Emotions at Work
- Emotional labor requires effort, planning, and control to express organizationally desired emotions during interpersonal transactions.
- Jobs with frequent, lengthy, variety of emotions display require a higher amount of this.
- Jobs with intense emotions displays invoke lots of emotional labor.
Emotional Labor Challenges
- It can be difficult to accurately display expected and hide true emotions.
- Emotional dissonance is the tension when trying to display required emotions which contrast with true emotions.
- Felt emotions, displayed emotions, surface acting, and deep acting are all elements of emotional labor.
Emotional Intelligence Hierarchy
- At the top of EI: Management of others' emotions.
- The next step down in EI: Awareness of others' emotions.
- Even lower on the scale: Management of our own emotions.
- The lowest level in EI: Awareness of our own emotions.
Emotional Intelligence Model
- EI quadrants include: self awareness, self regulation, social awareness, and social skills.
- Emotional intelligence includes self awareness, own emotion management, awareness of others' emotions and management of others' emotions.
Emotional Intelligence Outcomes/Development
- Emotional intelligence leads to better teamwork, emotional labor, and effective leadership.
- Better decisions with others and a positive mindset in creativity arise from emotional intelligence.
- Emotional Intelligence can be developed with training, coaching, practice, feedback, and experience.
Attitudes versus Emotions
- Attitudes involve judgments about an object, conscious logical reasoning, and are more stable than emotions.
- Emotions are related to an attitude object, usually exist as events, nonconsciously, and are brief.
- Attitudes are evaluative statements which can be positive or negative.
Attitude Components
- Cognition is an evaluation
- Affective means feeling.
- Behavioral means action.
Emotions, Attitudes, and Behavior Model
- Perceived environment feeds info into cognitive processing
- Beliefs, feelings, and behavioral intentions make up attitude
- Behavior occurs as a result
- Emotional episodes result as well
Two Specific Attitudes at Work
- Understanding is helpful of job satisfaction is helpful
- Organizational commitment is a factor in attitudes.
Job Satisfaction
- Job satisfaction is a person's evaluation of their job and work context.
- Job satisfaction influences work behavior and, in some contexts, leads to better job performance.
EVLN Responses to Dissatisfaction
- Exit: quitting or transferring
- Voice: includes changing the situation, problem solving, and complaining
- Loyalty: involves patiently waiting for the situation to improve.
- Neglect: reducing work quality/effort and increasing absenteeism.
Organizational Commitment
- Affective commitment leads to emotional attachment, identification, and involvement.
- Affective commitment lowers turnover, raises motivation, and increases organizational citizenship behaviors (OCBs).
- Continuance commitment is a calculative attachment; employees stay because they have no choice or quitting is too costly.
- Normative commitment is based on moral duty and paying back to the organization and the norm of reciprocity.
Building Affective Commitment
- Justice and support builds affective commitment.
- Apply humanitarian values and support employee well-being.
- Shared values helps employee-organization value congruence.
- Trust in leaders builds affective commitment
What is Stress?
- Stress is an adaptive response to situations perceived as challenging or threatening to well-being.
- Stress prepares adaption to hostile environmental conditions.
- Eustress is a positive type of stress that leads to feelings of fulfillment
- Distress is a negative type of stress that leads to feelings of burn out
General Adaptation Syndrome
- Stage 1: Alarm reaction.
- Stage 2: Resistance
- Stage 3: Exhaustion
Workplace Stressors
- #1 Workplace Stressor: Organizational constraints interfere with performance and lack of control.
- #2 Workplace Stressor: Interpersonal conflict interferes with goals; this includes psychological harassment
- #3 Workplace Stressor: Work overload means intensive work and more hours.
- #4 Workplace Stressor: Low task control; worse when responsible but with limited control.
Managing Work-Related Stress
- Remove the stressor with minimize/remove stressors and work/life balance initiatives.
- Withdraw from the stressor via permanent (transfers) or temporary (vacation) solutions.
- Adapt with change stress perceptions and a positive self-concept.
- Reduce Control stress consequences with fitness, wellness/ healthy lifestyle.
- Increase Received social support with emotional and informational support.
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Description
Explore the differences between emotions and moods in the workplace. Learn about the role of valence in emotions and how understanding emotions improves interpersonal relations. Understand the impact of emotional displays on team performance and identify potential stressors.
