MGT 377 QUIZ 2

Six Essentially universal emotions:  Anger, Fear, Happiness, Surprise, Sadness, Disgust

Moral Emotions: emotions that have moral implications because of our instant judgement of the situation that evokes them

-              Our responses to moral emotions differ from our responses to other emotions

-              Moral emotions are developed during childhood

-              Because morality is a construct that differs between cultures, so do moral emotions

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

Weather: illusory correlation- no effect

Stress: Even low levels of constant stress can worsen moods

Social interactions: negative interactions at work not only can affect your emotions at work, but they can also “spill-over” into family life.

Sleep: poor sleep quality increases negative affect

Exercise: does improve mood, especially for depressed people

Gender Identity: stereotypical perceptions of women as ‘emotional’ and men as ‘angry’ persist in the workplace

Emotional Labor: an employee’s expression of organizationally desired emotions during interpersonal transactions at work

Types of Emotions:

-              Felt: the individual’s actual emotions

-              Displayed: required or appropriate emotions

-              Surface acting: hiding feelings and foregoing emotional expressions in response to display rules

-              Deep Acting: trying to modify true inner feelings based on display rules

Emotional dissonance: inconsistencies between the emotions people feel and the emotions they project

-              Long-term emotional dissonance is a predictor for job burnout, declines in job performance, and low job satisfaction

Affective events theory (AET): employees react emotionally to things that happen to them at work and this influences job performance and satisfaction

Emotional Intelligence: 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.

Emotion Regulation: involves identifying and modifying the emotions you feel

Emotion Regulation Influences and Outcomes: diversity in work groups may help us to regulate our emotions more consciously and effectively

Emotion Regulation Techniques: surface acting, deep acting, emotional suppression, cognitive reappraisal, social sharing

Ethics of Emotion Regulation: some people might argue or perceive that controlling your emotions is unethical because it requires a degree of acting

Selection: EI should be a hiring factor for social jobs

Decision Making: Positive emotions can lead to better decisions

Creativity: positive mood increases flexibility, openness, and creativity

Motivation: positive mood affects expectations of success

Leadership: emotions are important to acceptance of messages from organizational leaders

Negotiation: emotions can affect negotiations

Personality: job fit theory identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover.

Personality: job fit theory identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover.

Other dimensions of fit: Person–group fit, person–supervisor fit

Personality traits: enduring characteristics that describe an individual’s behavior.

Myers-Briggs Type Indicator (MBTI): Extroverted or Introverted, Sensing or Intuitive, Thinking or feeling, perceiving or judging

Big Five Model: Conscientiousness, Emotional Stability, Extroversion, Openness to experience, Agreeableness

Dark Triad: Machiavellianism, Narcissism, Psychopathy

Machiavellianism: the degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify

Narcissism: the tendency to be arrogant, have a grandiose sense of self-importance, require excessive admiration, and have a sense of entitlement

Psychopathy: the tendency for a lack of concern for others and a lack of guilt or remorse when their actions cause harm

DISC Framework: Personality characteristics can be represented on a circle with more similar traits in closer proximity, whereas more dissimilar traits are positioned farther apart

HEXACO model: incorporates an additional trait, honesty-humility, into the Big Five framework

Core Self-Evaluation: bottom line conclusions individuals have about their capabilities, competence, and worth as a person

Self-Monitoring: measures an individual’s ability to adjust his or her behavior to external, situational factors

Proactive Personality: people who identify opportunities, show initiative, take action, and persevere until meaningful change occurs

Situational Strength Theory: indicates that the way personality translates into behavior depends on the strength of the situation

Trait Activation Theory (TAT): predicts that some situations, events, or interventions “activate” a trait more than others

Ability: an individual’s current capacity to perform the various tasks in a job

Intellectual Abilities: Abilities needed to perform mental activities

Physical Abilities: the capacity to do tasks that demand stamina, dexterity, strength, and similar characteristics

Values: basic convictions about what is right, good, or desirable

Value System: ranks values in terms of intensity

Terminal Values: desirable end-states of existence

Instrumental Values: preferred modes of behavior or means of achieving terminal values

Generational Values: lack solid research to support actual generational differences; research does support perceived generational differences