robbins ob16 ppt_04

32
Copyright © 2015 Pearson Education, Inc. 4-1

Upload: jiwonp

Post on 28-Jun-2015

445 views

Category:

Business


8 download

DESCRIPTION

Robbins ob16 ppt_04

TRANSCRIPT

Page 1: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

4-1

Page 2: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Chapter 4: Emotions and Moods

4-2

Page 3: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Learning ObjectivesAfter studying this chapter, you should be able to:Differentiate between emotions and moods.Discuss whether emotions are rational and what functions they

serve.Identify the sources of emotions and moods.Show the impact emotional labor has on employees.Describe affective events theory and its applications.Contrast the evidence for and against the existence of emotional

intelligence.Identify strategies for emotion regulation and their likely effects.Apply concepts about emotions and moods to specific OB

issues. 4-3

Page 4: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Differentiate Between Emotions and Moods

In the past, emotions were ignored in OBMyth of rationality

Managers worked to make emotion-free environments.

Emotions were believed to be disruptive. Emotions interfered with productivity.

Now we know that emotions can’t be separated from the workplace.

LO 1

4-4

Page 5: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Differentiate Between Emotions and Moods

LO 1

4-5

Page 6: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Differentiate Between Emotions and Moods

Six essentially universal emotions1. Anger2. Fear3. Sadness4. Happiness5. Disgust6. Surprise

LO 1

4-6

Page 7: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Differentiate Between Emotions and Moods

May be placed along a spectrum of emotion

Happiness

Surprise Fear Sadness Anger Disgust

LO 1

4-7

Disgust

Page 8: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Differentiate Between Emotions and Moods

LO 1

4-8

Page 9: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Discuss Whether Emotions Are Rational and What Functions They Serve

Decision Making

Thinking Feeling

LO 2

4-9

Page 10: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Discuss Whether Emotions Are Rational and What Functions They Serve

LO 2

4-10

Do emotions make us ethical? Research on moral emotions questions the previous

belief that emotional decision making is based on higher-level cognitive processes.

Our beliefs are shaped by our groups, resulting in an unconscious feeling that our shared emotions are “right.”

People who are behaving ethically are at least partially making decisions based on their emotions and feelings, and this emotional reaction will often be a good thing.

Page 11: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Identify the Sources of Emotions and Moods

Personality Moods and emotions have a trait component. Affect intensity – how strongly people

experience their emotions.Time of Day

There is a common pattern for all of us.Happier in the midpoint of the daily awake

period. Day of the Week

Happier toward the end of the week.

LO 3

4-11

Page 12: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Identify the Sources of Emotions and Moods

Weather Illusory correlation – no effect.

Stress Even low levels of constant stress can worsen

moods.Social Activities

Physical, informal, and dining activities increase positive moods.

LO 3

4-12

Page 13: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Identify the Sources of Emotions and Moods

Sleep Poor sleep quality increases negative affect.

Exercise Does somewhat improve mood, especially for

depressed people.

LO 3

4-13

Page 14: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Identify the Sources of Emotions and Moods

Age Older people experience fewer negative emotions.

Sex Women tend to be more emotionally expressive,

feel emotions more intensely, have longer-lasting moods, and express emotions more frequently than do men.

LO 3

4-14

Page 15: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Show the Impact Emotional Labor Has on Employees

Emotional labor – an employee’s expression of organizationally desired emotions during interpersonal transactions at work.Emotional dissonance occurs when employees have to project one emotion while simultaneously feeling another.Can be very damaging and lead to burnout.

LO 4

4-15

Page 16: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Show the Impact Emotional Labor Has on Employees

Types of Emotions Felt: the individual’s actual emotions. Displayed: required or appropriate emotions.

Surface acting: hiding one’s inner feelings and foregoing emotional expressions in response to display rules.

Deep acting: trying to modify one’s true inner feelings based on display rules.

LO 4

4-16

Page 17: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Describe Affective Events Theory and Identify Its Applications

LO 5

4-17

Page 18: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Describe Affective Events Theory and Identify Its Applications

An emotional episode is actually a series of emotional experiences triggered by a single event.

Current and past emotions affect job satisfaction. Emotional fluctuations over time create variations in

job performance. Emotion-driven behaviors are typically brief and

variable. Both negative and positive emotions can distract

workers and reduce job performance.4-18

LO 5

Page 19: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Describe Affective Events Theory and Identify Its Applications AET offers two important messages:

1. Emotions provide valuable insights into how workplace hassles and uplifting events influence employee performance and satisfaction.

2. Emotions, and the events that cause them, should not be ignored at work because they accumulate.

4-19

LO 5

Page 20: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Contrast the Evidence For and Against the Existence of Emotional Intelligence

Emotional Intelligence is a person’s ability to Perceive emotions in the self and others. Understand the meaning of these emotions. Regulate one’s emotions accordingly in a

cascading model.

4-20

LO 6

Page 21: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

4-21

LO 6 Contrast the Evidence For and Against the Existence of Emotional Intelligence

Page 22: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

EI is controversial and not wholly accepted. The case for EI

Intuitive appeal. Predicts criteria that matter. Is biologically-based.

4-22

LO 6 Contrast the Evidence For and Against the Existence of Emotional Intelligence

Page 23: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Contrast the Evidence For and Against the Existence of Emotional Intelligence

EI is controversial and not wholly accepted. The case against EI

Researchers do not agree on definitions – too vague as a concept.

Can’t be measured.Is nothing but personality with a different label.

4-23

LO 6

Page 24: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Emotion regulation involves identifying and modifying the emotions you feel. Effective emotion regulation techniques include:

Acknowledging rather than suppressing emotional responses to situations.

Re-evaluating events after they occur.Venting.

Changing your emotions takes effort, and this effort can be exhausting. 4-24

LO 7 Identify Strategies for Emotion Regulation and Their Likely Effects

Page 25: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Selection EI should be a hiring factor, especially for social

jobs. Decision Making

Positive emotions can lead to better decisions.Creativity

Positive mood increases flexibility, openness, and creativity.

4-25

LO 7 Identify Strategies for Emotion Regulation and Their Likely Effects

Page 26: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Motivation Positive mood affects expectations of success.

Feedback amplifies this effect.Leadership

Emotions are important to acceptance of messages from organizational leaders.

Negotiation Emotions can affect negotiations.

4-26

LO 7 Identify Strategies for Emotion Regulation and Their Likely Effects

Page 27: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Identify Strategies for Emotion Regulation and Their Likely Effects

Customer Service Emotions influence customer service.

This influences repeat business and customer satisfaction.

Emotional contagion = “catching” emotions Job Attitudes

A good day at work tends to be followed by a good

mood at home and vice versa.This usually dissipates overnight.

4-27

LO 7

Page 28: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Deviant Workplace Behaviors Negative emotions lead to workplace deviant behaviors.

Actions that violate norms and threaten the organization.

Safety and Injury at Work Don’t do dangerous work when in a bad mood.

4-28

LO 7 Identify Strategies for Emotion Regulation and Their Likely Effects

Page 29: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Apply Concepts about Emotions and Moods to Specific OB Issues

How Managers Can Influence Moods Use humor and praise to increase employees’ positive moods. Being in a good mood oneself can result in morepositivity and better cooperation. Selecting positive team members can have a contagion effect.

4-29

LO 8

Page 30: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Implications for Managers

To foster effective decision making, creativity, and motivation in employees, look to model positive emotions and moods as much as is authentically possible.

Provide positive feedback to increase the positivity of employees.

In the service sector, encourage positive displays of emotion, which make customers feel more positive and thus improve customer service interactions and negotiations. 4-30

Page 31: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

Implications for Managers

Regulate your intense emotional responses to an event by recognizing the legitimacy of the emotion and being careful to vent only to a supportive listener who is not involved in the event.

Be careful not to ignore co-workers’ and employees’ emotions; do not assess others’ behavior as if it were completely rational.

4-31

Page 32: Robbins ob16 ppt_04

Copyright © 2015 Pearson Education, Inc.

4-32

All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic,

mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America.

Copyright © 2013 Pearson Education, Inc.  publishing as Prentice Hall