What term is used for intense feelings that are directed at someone or something

The study of emotions has been a relatively small part of the field of organizational behaviour. The scientific management movement focused on the rational workplace, believing that rationality and emotion were mutually exclusive. In addition, there was a belief that emotions had only negative impacts on performance.

Affect is a general term that includes both moods and emotions. While emotions can be defined as intense feelings that are directed at someone or something, moods are less intense and often lack a contextual stimulus. Emotions are more likely to be caused while a specific event, while moods may be more cognitive, causing individuals to think or brood for longer periods of time. In addition, emotions and moods mutually influence each other.

There have been many attempts to classify or categorize emotions. Researchers have agreed on six essentially universal emotions: anger, fear, sadness, happiness, disgust, and surprise. Emotions may also be understood in terms of their biology, intensity, frequency and duration, irrationality, and functions.

While many consider emotions to be a limit on rationality, other studies show that emotions are critical to rational thinking. Finally, there is disagreement about the extent to which emotions serve a function or purpose. The field of evolutionary psychology hypothesizes that emotions are useful. For example, researchers have attempted to demonstrate that jealousy is a positive emotion, increasing the chances that ones’ genes will be passed onto a successive generation.

One way to classify emotions is by whether they are positive or negative. Positive affect is a mood dimension consisting of positive emotions such as excitement, self-assurance, and cheerfulness at the high end, and boredom, sluggishness, and tiredness at the low end. Negative affect is a mood dimension consisting of nervousness, stress, and anxiety at the high end, and relaxation, tranquility, and poise at the low end.

Moods and emotions may emanate from personality, from contextual factors such as the day of the week, time of the day, or weather, from stress, from social activities, from sleep, from exercise, from age, and from gender.

Emotional labour refers to an employee’s expression of organizationally desired emotions during interpersonal transactions at work. While the study of emotional labour was initially associated with service jobs, it is relevant to all types of work settings. When an employee is asked to express one set of feelings, for example, friendliness and courtesy, while experiencing other feelings, such as anger, emotional dissonance results. Left unresolved, emotional dissonance can result in emotional exhaustion and burnout. At the heart of emotional labour is the distinction between felt emotions and expressed emotions. While felt emotions are an individual’s action emotions, displayed emotions are those that the organization requires workers to show and considers appropriate in a given job. Individuals may modify their expressed emotions through surface or deep acting. Through surface acting, an individual hides inner feelings by modifying facial expressions. In contrast, deep acting involves actually modifying inner feelings through a conscious and deliberate effort. When examining the relationship between the emotional demands of a job a pay, there is not a direct positive link. In jobs that are cognitively demanding, emotional demands tend to lead to better pay. However, for jobs that are cognitively demanding, research shows that emotional demands actually are associated with worse pay.

Affective events theory attempts to explain the relationship between emotions and moods and job performance and satisfaction. The theory begins by recognizing that emotions are a response to an event in the work environment. These work events trigger positive or negative emotional reactions. The personality and mood predisposes individuals to respond with greater or lesser intensity to the event and will affect a number of performance and satisfaction variables.

The concept of multiple intelligences includes an understanding of emotional intelligence. Emotional intelligence is one’s ability to detect and manage emotional cues and information. People who know their own emotions and are good at reading others’ emotions may be more effective in their jobs. EI is composed of three dimensions:

• Self-awareness – being aware of what you are feeling
• Detecting emotions in others
• Managing emotional cues and information

Several studies suggest that emotional intelligence plays and important role in job performance, although this belief is not universally shared among organizational behaviour researchers.

An understanding of emotions and moods can improve the ability of managers to explain and predict the selection process, decision making, creativity, motivation, leadership, interpersonal conflict, negotiation, customer service, job attitudes, and deviant workplace behaviours. Evidence suggests that emotional intelligence should be a factor in hiring decisions, particularly in jobs that demand a high degree of social interaction. The Air Force found that turnover was reduced by ninety percent when recruiters were selected on the basis of emotional intelligence scores.

When attempting to understand decision making, it is important to incorporate emotions and moods in the process. People in good moods or those experiencing positive emotions are more likely to use heuristics, or rules of thumb, to help them make good decisions quickly. However, these shortcuts can result in incorrect stereotypes and decisions.

The effect of mood on creativity is unclear. While some studies have shown that people in good moods produce more ideas and develop more creative solutions to problems, other studies have shown that negative moods tend to produce more critical thinking and result in more creativity.

In studying the effects of mood on motivation, several relationships are apparent. First, individuals in a good mood tend to have higher expectations about their ability to meet a challenge or solve a difficult problem, when compared to those with more negative moods. Second, positive feedback about performance tends to positively influence mood and positive mood may be associated with creativity and performance.

Effective leaders have discovered that emotions are critical to leadership. Particularly when attempting to implement significant change, evoking and mobilizing emotions is critical. By arousing emotions and linking them to an appealing vision, leaders increase the likelihood that managers and employees will accept the change.

Emotion and mood also plays a significant role in the negotiation process. Negative emotions may limit the ability of the manager to be an effective negotiator. However, creating the appearance of negative mood, while maintaining a positive affect, may actually create an advantage in negotiations.

Moods and emotions are particularly significant for those in customer service jobs. While quality customer service is associated with positive moods and emotional states, the actual demands of dealing with the public can create emotional dissonance. In addition, negative emotions tend to have negative effects on customers.

In terms of job attitudes, research has shown that negative moods from a person’s experience at work tend to persist when the employee arrives home after work. However, it is unusual for a negative mood resulting from a bad day at work to carry over to the next day.

Negative emotions can lead to a number of deviant workplace behaviours. Because of these and other negative consequences of negative emotions, managers should endeavour to improve the mood of employees. Managers can use humour and give their employees small tokens of appreciation for work well done. Research indicates that when leaders are in good moods, group members are more positive, and, as a result, the members cooperate more. Finally, selecting positive team members can have a contagion effect as positive moods transmit from team member to team member.

What are intense feelings directed at something or someone?

What term is used for intense feelings?

What term is used for intense feelings that are directed at someone or something quizlet?

Which of the following terms best describes an intense feeling directed at someone or something perception cognition mood reasoning emotion?