01_Robbins_OB_CDN2ed_.ppt_4_updated.pptx

Robin robin

1. Essentials of Organizational Behaviour Second Canadian Edition Chapter 4 Emotions and Moods

2. Learning Objectives (1 of 2) 4.1 4.2 4.3 4.4 4.5

3. Learning Objectives (2 of 2) 4.6 4.7 4.8

4. Why Were Emotions Excluded from OB Study? Copyright © 2020 Pearson Canada Inc. 4- 4

5. Affect, Emotions, and Moods Copyright © 2020 Pearson Canada Inc. 4- 5

6. Basic Moods high positive affect low positive affect high negative affect low negative affect Copyright © 2020 Pearson Canada Inc. 4- 6

7. Experiencing Moods and Emotions

8. The Function of Emotions and Moods Copyright © 2020 Pearson Canada Inc. 4- 8

9. Sources of Emotions and Moods

10. Time-of-Day Effects on Mood Copyright © 2020 Pearson Canada Inc. 4- 10

11. More Sources

12. Emotional Labour Copyright © 2020 Pearson Canada Inc. 4- 12

13. Felt vs. Displayed Emotions Copyright © 2020 Pearson Canada Inc. 4- 13

14. Affective Events Theory (1 of 2) How do emotions and moods influence job performance and satisfaction? Affective events theory (AET): employees react emotionally to things that happen to them at work, and this reaction influences their job performance and satisfaction Copyright © 2020 Pearson Canada Inc. 4- 14

15. Affective Events Theory (2 of 2) Copyright © 2020 Pearson Canada Inc. 4- 15

16. Emotional Intelligence (1 of 3) A person’s ability to: Perceive emotions in the self and others Understand the meaning of these emotions Regulate one’s emotions in a cascading model Copyright © 2020 Pearson Canada Inc. 4- 16

17. Emotional Intelligence (2 of 3) Copyright © 2020 Pearson Canada Inc. 4- 17

18. The case for: Intuitive appeal – it makes sense EI predicts criteria that matter – positively correlated to high job performance Study suggests that EI is neurologically based The case against: EI is too vague a concept EI can’t be measured EI is so closely related to intelligence and personality that it is not unique when those factors are controlled Emotional Intelligence ( 3 of 3)

19. Emotion Regulation Identifying and modifying the emotions you feel Effective emotion regulation techniques include: Acknowledging emotional responses to situations Venting Copyright © 2020 Pearson Canada Inc. 4- 19

20. OB Applications of Emotions & Moods (1 of 3)

21. More OB Applications of Emotions & Moods (2 of 3)

22. Even More OB Applications of Emotions & Moods (3 of 3)

23. Implications for Managers

24. Summary (1 of 2) Differentiated between emotions and moods. Discussed whether emotions are rational and what functions they serve. Assessed the validity of potential sources of emotions and moods. Described the impact emotional labour has on employees.

25. Summary (2 of 2) Applied affective events theory in a workplace context. Evaluated the evidence for and against the existence of emotional intelligence. Identified and implemented strategies for emotion regulation and assessed their likely effects. Applied your understanding of emotions and moods to better evaluate specific OB issues.

26. Mini Case: Emotional Labour at the Call Centre Discussion Questions If this situation does not change, what consequences might there be for Paul’s well-being and work performance? What might Paul do to help himself better deal with the emotional labour required for his job? What might the employer do differently in this scenario to minimize the negative impact of emotional labour on their workers? Copyright © 2020 Pearson Canada Inc. 4- 26

27. Mini Case: Emotional Contagion Unleashed Discussion Questions What emotional responses should the union have anticipated as a result of refusing this request? Could those responses have been better managed somehow? What emotional responses could the union have anticipated as a result of granting this request? How might those responses have been leveraged to help drive positive workplace outcomes? Discuss the role emotional contagion may have had in influencing perceptions about the union steward. Copyright © 2020 Pearson Canada Inc. 4- 27