Emotions, Mood, and Emotional Intelligence: Workplace Insights Assessment Answer

Key Topics in Chapter 4: Emotions, Mood, Emotional Intelligence, and Emotional Labour

The chapters which were discussed in Week 2 were Emotions and Moods (Chapter 4) and Personality and Values (chapter 5). The chapters provided brief descriptions of various concepts and theories such as what are emotions and moods, types of moods, types of emotions, sources of emotions and mood, functions of emotions, a cascading model of emotional intelligence, Holland’s person-job fit theory, person-organisation fit, what is personality, what are different personality frameworks and models, what are values, the difference between Hofstede and globe etc (Robbins & Judge, 2022). 

The most important topic which has been discussed in Chapter 4 was the difference between sources of emotions and mood, the impact of labour, emotional intelligence and some theories. The difference stated about emotion and moods through the effect which is caused. The change in emotion is experienced by a specific event but the change in mood is because of no specific reason. The change in emotion and moods are sourced by the time of the day, the day of the week, the personality of a person, the weather of the day, stress level experienced, sleep, gender, exercise etc. Emotional labour is how an employee is affected by emotions at the workplace. The learning of affective event theory is that the employee’s performance gets affected by how they feel emotionally at the workplace. Emotional intelligence is defined as intelligence where a person is able to understand the meaning of emotions and is able to regulate them. Emotions and moods can be applied in the selection, making decisions, creativity etc (Robbins & Judge, 2022).

The most important topics which are covered in Chapter 5 are a description of personality, MBTI, Big 5, CSE, the relationship between behaviour and personality etc. the chapter explains personality can be measured in two ways which are self-report and observer-rating surveys. It can also be indicated by the Myers-Briggs type indicator (MBTI) and five models. MBIT consists of a combination of 16 personality types. The big five model consists of five dimensions of human personality. Core self-evaluation is self-liked, self-monitoring employees have adjustment abilities, and a proactive personality shows initiative (Robbins & Judge, 2022).

Emotional regulation is a practice of encompassing both negative and positive feelings which includes strengthening, using and controlling them. It is believed that emotional regulation is unethical behaviour because emotions have the power to guide one's actions. Emotions can trigger an employee in many ways which in return can cause an effect on the performance. Emotional regulation filters the information and focuses on particular topics only. The reaction which is emerged is not a real one (Chowdhury, 2019). Employees who are always on the path of morals practice less emotional regulation because they choose to be on the right path. Employees who do not follow morals, practice emotional regulation. This shows why emotional regulation is considered unethical behaviour (Gino et al., 2011).

References

Chowdhury, M. R. (2019). Emotional regulation: 6 key skills to regulate emotions. Retrieved from https://positivepsychology.com/emotion-regulation/

Gino, F., Schweitzer, M. E., Mead, N. L., & Ariely, D. (2011). Unable to resist temptation: How self-control depletion promotes unethical behaviour. Organizational behaviour and human decision processes , 115 (2), 191-203. https://doi.org/10.1016/j.obhdp.2011.03.001

Robbins S. P. & Judge, A. J. (2022). Essentials of organizational behavioural . Journal of Management. Publisher: Pearson Education.
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