Emotions and Moods on Organizational Behavior (Term Paper Sample)

Emotions and Moods on Organizational Behavior Name: Institution:  Moods and Emotions on Organizational Behavior Introduction Emotions and moods have not received much attention from organizational behavior scholars. In the past years, emotions and moods were viewed as the antithesis of rationality; emotions were considered as disrupters and were to be avoided, for any workplace to function effectively (Brief, 2002). People experience wide range of scenarios; these situations can collectively be defined as the affect; moods and emotions are the major components of affect. There is a distinct difference between moods and emotions. Moods lack a clear cause and last over a long period. Moods are general in nature and are easily classified as negative or positive. The affect lack body expression and is cognitive in nature. Emotions on the other hand, possess specific cause, last for a few minutes; brief in nature, and specific and varied, for example anger, sadness disgust and surprise. Emotions are expressed through body language such as facial expression and are action oriented (Brief, 2002). Sources of Emotions and Moods Emotions enable employees to understand their work environment better, emotions are critical in rational thinking. Emotions and moods intensity vary depending on individual’s personalities and the situation that give rise to the mood or emotion. People draw their emotions or moods from different sources, such as stress, social activity, and level of sleep, age and gender. Stressed employees exhibit negative emotions. Employees who experience supportive social network and participate in physical activity are usually in a positive mood. Sleep deprived employees, are likely to be moody and underperform. Older employees are more positive in their emotions than younger employees are and women more emotional than men are. It is clear that Age and gender also play a vital role in defining mood and emotion. The degree of expression, interpretation of moods and emotions vary across culture (Ashakanasy, 2003). Emotional Intelligence Employers must possess emotional intelligence ability; this helps in understanding personal emotions and employees emotions. The managers would also gauge the impact of their emotions on the general output of the organization. Emotional intelligence will allow the employer to identify felt moods relate them with displayed moods, the contribution of these moods to emotional dissonance and means of avoiding emotional dissonance (Brief, 2002). Effects of Emotions and Moods on Organization Luksha (2003) asserts that positive emotions have many benefits to the organization for instance, employees require broad social interaction to relate better with clients when in a positive mood, because such employees must be jovial and cheerful Brief. New information is better analyzed, and problems are better solved when the workforce or the management are in a positive mood. People in negative emotions are less creative, positive mood increases creativity and motivated workforce (Luksha, 2003). Lead...