Assignment 2

Organizational Behaviour
To Dr Vinay Singh

Submitted by:
Vidya Sindhu Dubey
2018-IMG071
Q1: Highlight all the Basics Emotions and Moods. How Emotions function.
What are the Sources of Emotions and Moods?
Ans: The Basic Emotions
Several studies have attempted to reduce them to a core set. However, other
experts say that thinking in terms of "fundamental emotions" is pointless because
even feelings we seldom experience, such as shock, can have a significant
impact on us. Facial expressions have been used by psychologists to try to
determine basic emotions. Many researchers agree on six essentially universal
emotions—anger, fear, sadness, happiness, disgust, and surprise. Some plot
them as: happiness—surprise—fear—sadness—anger—disgust. The closer the
two emotions are to each other, the more likely people will confuse them.
There are a lot of emotions but namely 27 emotions are:
1. Admiration
2. Adoration,
3. Aesthetic appreciation
4. Amusement
5. Anger
6. Anxiety
7. Awe
8. Awkwardness
9. Boredom
10. Calmness
11.Confusion
12. Craving
13. Disgust
14. Empathic pain
15. Entrancement
16. Excitement
17. Fear
18. Horror
19. Interest
20. Joy
21. Nostalgia
22. Relief
23. Romance
24. Sadness
25. Satisfaction
 26. Sexual desire
27. Surprise

The Basic Moods

Positive and negative emotions are one approach to categorise emotions.
Positive emotions indicate a favourable opinion or sensation, such as joy and
thankfulness. Anger or guilt, for example, are negative emotions that represent
the polar opposite. One thing to keep in mind is that emotions are never neutral.
Being emotionless entails being neutral.
Mood states are created by categorising emotions into positive and
negative categories. For example, excitement is a clear indicator of strong
positive affect, whereas boredom is a clear indicator of low positive affect.
Similarly, nervousness is a clear indicator of high negative affect, whereas
relaxation is a clear indicator of low negative affect. Positive affect may be
thought of as a mood dimension that ranges from enthusiasm, self-assurance,
and cheerfulness on the high end to monotony, sluggishness, and exhaustion on
the low end. Negative affect is a mood scale with high levels of tension, stress,
and anxiety and low levels of relaxation, calm, and poise. Unpleasant emotions
are more likely to manifest themselves as negative moods.

The function of emotions:

Emotions make us sensible, and emotions in general make us biassed toward
something so that we can make decisions that benefit us, our family, or whatever
we care about. It may sometimes result in the worst or worst circumstances, but
emotions are what have brought mankind to this point.
Why? Because our emotions reveal a great deal about how we see the world
around us. The key to making smart judgments is to use both our heads and our
hearts.

Sources of Emotions and Moods:

Some of the primary influences on our emotions and moods are:
1) Personality -Most people have built-in inclinations to experience particular
moods and feelings more frequently than others, hence moods and
emotions include a characteristic component. It is a person's personality
that causes them to feel the same emotions at varying intensities.
 2) Day of the week and time of the day - Early in the week, people are in their
worst moods, and late in the week, they are in their greatest moods.
Positive affect levels tend to peak around the midway point between
waking and sleeping, regardless of what time we go to bed or get up in the
morning.
3) Weather - The weather has a minor impact on one's mood. The illusory
association explains why individuals believe that good weather makes
them feel better. It occurs when individuals link two events that are
unrelated in reality.
4) Stress - Workplace stress has a detrimental impact on mood. As our stress
levels rise, our moods deteriorate and we experience more unpleasant
feelings.
5) Social Activities - Social activities, for the most part, promote pleasant
moods while having minimal influence on bad moods. Those in a good
mood seek out social engagements, and people in good moods seek out
social interactions. It's also important to consider the sort of social
engagement.
6) Sleep - The quality of one's sleep has an impact on one's mood.
Sleep-deprived undergraduates and adult workers experience more
weariness, irritability, and hostility. One reason is that lack of sleep hinders
decision-making and makes controlling emotions difficult.
7) Exercise - People's pleasant emotions are improved by exercise. Those
that are depressed get the most severe impacts.
8) Age - Negative feelings seem to occur less as people become older,
according to a survey of participants aged 18 to 94. For older people,
periods of intensely happy moods lasted longer, while periods of intensely
negative moods vanished faster.
9) Sex(Gender) - Women are more emotionally expressive than males; they
feel emotions more profoundly, they "hang on" to feelings longer than men,
and they express good and negative emotions more frequently, with the
exception of rage.

Q2: How Emotions and Moods affect, Choices, Decision Making, Creativity,
Job Attitudes, and workplace Behaviors. How Managers Can Influence
Moods?
Ans:
 1) Choices - Our decisions are skewed by our emotions and moods. A
unhappy person, for example, will seek out joy or happiness in order to
alleviate his grief. Our decisions are influenced by our emotions and
moods.
2) Decision Making - Researchers in the field of obstetrics and gynaecology
are increasingly discovering that moods and emotions have a significant
impact on decision-making. Positive emotions and moods appear to be
beneficial. People who are in a good mood or who are feeling good are
more prone than others to utilise heuristics, or rules of thumb, to assist
them make rapid judgments. Optimistic emotions can improve
problem-solving abilities, thus positive individuals solve difficulties more
effectively. According to one study, sad people make inferior judgements.
Because depressed people absorb information more slowly and analyse all
conceivable possibilities rather than the most likely ones, they are more
prone to make mistakes.

3) Creativity - People who are in a good mood are more creative than those
who are in a negative mood. They have a tendency to generate more
thoughts and possibilities. Positive moods and emotions appear to make
people more flexible and open in their thinking, which could explain why
they're more creative.
4) Job attitudes - Several studies have found that persons who had a good
day at work are happier at home, and vice versa. People who have had a
stressful day at work have a hard time unwinding when they come home.
5) Workplace Behaviours - People frequently act in ways that are contrary to
established standards and endanger the organisation, its members, or
both. Envy, for example, is an emotion that develops when you resent
someone for having something you don't have but desperately want, such
as a new job, a larger office, or a greater pay. It has the potential to
escalate to malevolent deviant behaviour.
Angry people blame others for their poor mood, misinterpret other
people's actions as unfriendly, and have difficulty comprehending other
people's points of view.

Managers can affect employee moods by employing humour and delivering

modest gifts of recognition for good performance. In addition, when group
members are in a good mood, they are more positive, and as a result, they
cooperate more.
Finally, because happy attitudes spread from team member to team
member, picking positive team members might have a contagion effect.

Q3:What Is Personality? Explain The Myers-Briggs Type Indicator. Discuss

The Big Five Personality Model. List down all possible Personality Traits
Relevant to OB.
Ans:
a) Gordon Allport quotes “Personality is the dynamic organisation within the
individual of those psychological systems that determine his unique
adjustments to his environment.” Personality is the sum total of ways in
which an individual reacts to and interacts with others.
b) The Mayers-Briggs Type Indicator is the world's most popular personality
evaluation tool. It's a 100-question personality test that asks people how
they typically feel and respond in different scenarios. Extroverted or
introverted people are classed as E or I, sensing or intuitive people are
classified as S or N, thinking or feeling people are classified as T or F, and
judging or perceiving people are classified as J or P.
These terms are described below:
● Extroverted (E) versus Introverted (I) - Extroverted persons are gregarious,
outgoing, and forceful. Introverts are quiet and timid people.
● Sensing (S) versus Intuitive (N) - Sensing personalities are realistic and
seek structure and regularity. They are meticulous in their attention to
detail. Intuitives look at the "big picture" and rely on unconscious
processes.
● Thinking (T) versus Feeling (F) - Problems are solved by thinking kinds
using logic and reason. Personal values and emotions are important to
feeling types.
● Judging (J) versus Perceiving (P) - Judging personalities desire to be in
charge and prefer their surroundings to be well-organized and structured.
Perceiving personalities are adaptable and impulsive.

This indicator identifies each person by one attribute from each of the four
pairs, revealing and describing the 16 personality types. Introverted/
Intuitive/Thinking/Judging (INTJ) persons, for example, are visionaries with
 innovative brains and a lot of drive. They are sceptics, critics,
self-sufficient, driven, and frequently obstinate. Organizers are ESTJs.
They have a natural aptitude for business or mechanical and are realistic,
rational, analytical, and decisive.

c) The Big Five Model is a personality assessment tool that focuses on five
fundamental variables that underpin all others and account for the majority
of substantial variation in human personality. The Big Five variables are as
follows:
i) Extroversion - Our comfort level with relationships is rolled out by the
extroversion dimension. Extraverts are gregarious, aggressive, and
social by nature. Introverts are reserved, cautious, and quiet by
nature.
ii) Agreeableness - The agreeableness dimension measures a
person's willingness to defer to others. People that are highly
pleasant are cooperative, warm, and trustworthy. People that have a
low agreeableness score are chilly, unfriendly, and hostile.
iii) Conscientiousness - The conscientiousness scale is a measure of
trustworthiness. A person with a high level of conscientiousness is
trustworthy, organised, and persistent. Those with a low score on
this dimension are easily distracted, unorganised, and untrustworthy.
iv) Emotional stability - The emotional stability component, often known
as neuroticism, measures a person's capacity to handle stress.
Those with high emotional stability are calm, self-assured, and
secure, whereas those with low emotional stability are uneasy,
anxious, depressed, and insecure.
v) Openness to experience - The dimension of openness to
experience encompasses a wide range of interests and a curiosity
with novelty. People that are exceedingly open are also artistically
sensitive, creative, and interested. People who are not receptive to
openness are classified as traditional and prefer the comfort of the
known.
d) Other personality traits relevant to OB:
i) Core Self-evaluation
ii) Machiavellianism
iii) Narcissism
iv) Self-Monitoring
 v) Risk-taking
vi) Proactive Personality
vii) Other orientation

Q4: Discuss the “Individual Values and their Importance. Through light on
Terminal, Instrumental and generational Values.
Ans:
a) Values are fundamental beliefs about how to behave yourself or live your
life in a way that is individually or socially beneficial - "How To" live life
properly. They are significant because they help us understand attitudes,
motivation, and behaviour, they impact how we see the world around us,
they reflect interpretations of "right" and "wrong," and they imply that some
behaviours or outcomes are favoured over others.

The Rokeach Value Survey was designed by Milton Rokeach. It is divided

into two sets of values, each of which has 18 entries. The first is referred to
as terminal values, and it refers to desired end-states. Second on is
Instrumental values, on the other hand, refer to preferred ways of
behaviour or techniques of obtaining the terminal goals.
Prosperity and economic success, freedom, health and well-being, world
peace, social recognition, and meaning in life are all examples of terminal
values. Self-improvement, autonomy and self-reliance, personal discipline,
compassion, ambition, and goal-orientation are examples of instrumental
values.

Q5: Explain the linkage of personalities and values in the context of

organizational Behavior.
Ans: Previously, companies were mainly interested in personality because their
major goal was to match people to certain positions. Managers are now more
interested in an applicant's capacity to adapt to changing circumstances and
dedication to the business than in his or her ability to do a certain job.
a) Person-Job Fit - The personality-job fit hypothesis of John Holland, Holland
proposed a system in which personality qualities of six categories are
presented and satisfaction and tendency are used to determine how well
people match their personality to a work. These are the six types:
i) Realistic: Physical activities that demand skill, strength, and
coordination are preferred by the individual.
ii) Investigative: The individual enjoys tasks that require them to think,
organise, and comprehend.
iii) Social: The individual prefers to engage in activities that entail
assisting and developing others.
iv) Conventional: The individual prefers activities that are governed by
rules, are well-organized, and are clear.
v) Enterprising: The person loves linguistic activities in which he or she
can exert control and power over others.
vi) Artistic: The individual enjoys vague and unstructured tasks that
allow them to express themselves creatively.
Respondents indicate which they like or dislike, and their answers form
personality profiles.
According to theory, when personality and occupation are in sync,
satisfaction is highest and turnover is lowest. In comparison to a realistic
person in an investigative profession, a realistic person in a realistic job is
in a more congruent environment. In a social job, a realistic person is in the
most incongruent circumstance conceivable.
The important points of this model are that
a) there do appear to be intrinsic differences in personality among
individuals
b) There are different types of job
c) People in jobs congruent with their personality should be more
satisfied and less like to voluntarily resign than people in incongruent
jobs.

b) Person-Organization Fit - if an organization meets a dynamic and

changing environment and wants its employees to be able to readily change
tasks and adapt easily between teams, it is more important that employees’
personalities fit with the organizations' culture than with the characteristics of
any specific job.
The person-organization fit argues that people are attracted towards and
selected by organizations that match their values, and they leave
organizations that are not compatible with their personalities. Using the Big
Five terminology for instance we could expect that people who are
extroverts fit well with aggressive and team-oriented work cultures, while
people who are highly agreeable match up better with a supportive
organizational climate than one with aggressive culture. These guidelines at
the time of hiring should identify new employees who fit better with the
organization’s culture, which should, in turn, result in higher employee
satisfaction and reduced turnover.