...A Report on An analysis on OB application of Emotions & Moods: The case study of Shahjalal Islami Bank Limited A Term Paper on An analysis on OB application of Emotions & Moods : The case study of Shahjalal Islami Bank limited Course Name : Organizational Behavior Course Code : F-301 Submitted To: Samia Sultana Tani Professor Department of Finance Faculty of Business Studies University of Dhaka Submitted By: Group No: Submission Date: 1st July,2015 [ ii ] Group Profile: SL No. | Name | ID | Marks | 1 | Shaidur Rahman | 19-059 | | 2 | Niaz Mohammad | 19-061 | | 3 | Sharmin Jahan | 19-085 | | 4 | Momtaz Jahan | 19-091 | | 5 | Ferdaus Akter | 19-117 | | 6 | Mosavvir Al Ashick | 19-131 | | 7 | Sampa Mandol | 19-153 | | 8 | Shanjida Shoma | 19-195 | | 9 | Tahsinun Nur | 19-203 | | 10 | Sumaya Eysmin | 19-205 | | [ iii ] Acknowledgement First of all we express our gratitude from heart to the Beneficent, the Merciful & Almighty Allah for giving us the strength and patience to prepare this term paper within the programmed time. We are deeply indebted to our course teacher, Samia Sultana Tani , Professor , Department of Finance, Faculty of Business Studies, University of Dhaka, for her co-operation and precious contribution in preparing the report. It gave us the opportunity to know and prepare the report...
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...Organizational Behavior and Human Decision Processes Vol. 86, No. 1, September, pp. 99–130, 2001 doi:10.1006/obhd.2001.2974, available online at http://www.idealibrary.com on Mood and Emotions in Small Groups and Work Teams Janice R. Kelly Purdue University and Sigal G. Barsade Yale University Affective influences abound in groups. In this article we propose an organizing model for understanding these affective influences and their effects on group life. We begin with individuallevel affective characteristics that members bring to their groups: moods, emotions, sentiments, and emotional intelligence. These affective characteristics then combine to form a group’s affective composition. We discuss explicit and implicit processes through which this affective combination occurs by examining the research on emotional contagion, entrainment, modeling, and the manipulation of affect. We also explore how elements of the affective context, such as organizationwide emotion norms and the group’s particular emotional history, may serve to constrain or amplify group members’ emotions. The outcome, group emotion, results from the combination of the group’s affective composition and the affective context in which the group is behaving. Last, we focus on the important interaction between nonaffective factors and affective factors in group life and suggest a possible 2001 Academic Press agenda for future research. During the past century, a tremendous amount of research attention...
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...Work and Well-Being How and to what extent does positive affect influence organizational citizenship behaviours? January 2006 Introduction This essay is broken down into various sections to develop the ‘building blocks’ upon which we can provide an answer to the question. In section 1, we will look at the core constructs of ‘positive affect’ (PA) and ‘organizational citizenship behaviours’ (OCBs). In section 2, we will answer the question of how PA influences OCBs by looking at some of the main theories and models. In section 3, the extent to which PA influences OCBs will be considered by reviewing the empirical evidence. Finally, section 4 attempts to draw conclusions and provides an overall discussion. Section 1 - Definitions This section looks at the constructs of ‘positive affect’ and ‘organizational citizenship behaviours’. Positive Affect (PA) Between the 1930s, when it started to emerge as a construct of interest to organizational research, and the mid-1980s, affect at work was construed almost exclusively in terms of job satisfaction (Brief & Weiss, 2002). However, Organ & Near (1985) argued that job satisfaction has both a cognitive (belief, judgement, comparison) as well as an affective (emotional, feeling) dimension, whereas most measures of job satisfaction tended to focus on the cognitive element. This distinction is important: Weiss & Cropanzano (1996) see affective experiences...
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...newly composed music. All three of these different types of music are present in The Birth of the Nation. Adaptions of classical works were used to build tension and set the tone for dramatic scenes. In lighter and more uplifting scenes, the use of arrangements of popular tunes is used to spark emotion and create a much lighter mood. The theme of this movie was created through the use of original newly composed music and reflects the development of the story. 2. 1. The three different types of music heard in original scores during the silent film era are adaption of classics, arrangements of popular tunes, and newly composed music. All three of these different types of music are present in The Birth of the Nation. Adaptions of classical works were used to build tension and set the tone for dramatic scenes. In lighter and more uplifting scenes, the use of arrangements of popular tunes is used to spark emotion and create a much lighter mood. The theme of this movie was created through the use of original newly composed music and reflects the development of the story. 2. 1. The three different types of music heard in original scores during the silent film era are adaption of classics, arrangements of popular tunes, and newly composed music. All three of these different types of music are present in The Birth of the Nation. Adaptions of classical works were used to build tension and set the tone for dramatic scenes. In lighter and more uplifting scenes, the use of arrangements...
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...Public Hospital Nurse in Hong Kong Job Satisfaction can be defined as the employees’ feelings and a collection of attitudes that towards their job. The employee tendency to be satisfied or less satisfied was influence by various factors: the nature of the work, supervision, present pay, promotion opportunities and relations with co-workers; and these variables are very important. The Job Descriptive Index (JDI) and the Minnesota Satisfaction Questionnaire (MSQ) are widely used for measure job satisfaction. The theory of Discrepancy, Equity (Fairness), Disposition and Emotion can be determined the employee’ job satisfaction. Now, Hong Kong hospitals are facing the problems of nursing shortage and high turnover of nurse. Peoples are great concerned about the impact for the quality of healthcare system that threatened the safety of patient. Refer to the report of nursing manpower resources of Hospital Authority survey 2011, the job satisfaction of nurses was scored to 3 on a scale of 10. The score reflected that most of the nurse was less satisfied on their job. According to the typical factors of JDI, we can investigate more about the job satisfaction of nurse by using the theory of Discrepancy, Equity (Fairness) and Emotion. Discrepancy theory: Most of the nurses feel that their salary and workload are not proportional. The survey showed that most of the nurses were suffered a heavy workload, the current patient-to-nurse ratio during the morning shift reached 12-14:1, on the...
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...Moods and emotions can affect people in various aspects, such as the feeling of happiness, health. Emotion is defined as intense feelings that are directed at someone or something. They are reactions, not a trait. Moods are that feelings tend to be less intense than emotions and which lack a contextual stimulus. They are not directed at an object. The increasing importance of moods and emotions management of business management inside enterprises has caught the attention of managers . Through the comprehensive analysis of effective events theory, moods and emotions’ positive and negative effects on employees’ performance and organizational outcomes will be clarified. Then four reasonable ways will be put forward as suggestions for managers. In the last part of this essay some external factors will also be brought forth in order to make this subject more comprehensive and convincing. There are various theories in relation to emotions and moods. One of this is the AET. Affective events theory (AET Theory) is to understand emotions at work, which has been significantly helped by a model. It demonstrates that employees react emotionally to things that happen to them at work and this affect their job performance and satisfaction. Affective events theory puts emphasis on the structures, precipitating factor and consequence of emotional response of individuals during their work, and supports the idea that steady working environment features would lead to the appearance of positive...
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...your own emotions Self-report test 1. I know exactly what I am feeling. 2. I cannot accurately describe my emotional state to other people. 3. I am highly aware of changes in my mood. 4. In emotional situations, I notice changes in y body. 5. I can tell when I start to feel frustrated or angry. 6. Other people notice changes in my mood before I do. 7. I pay little attention to my internal states (thoughts and feelings). 8. I am in touch with my feelings. 9. I am surprised by the emotional reactions that I have. 10. I find it difficult to put my feelings into words. Scoring: Add together your numerical responses for points 1,3,4,5 and 8. Then from that sum subtract your numerical responses for points 2,6,7,9 and 10. The resulting value will be a score between -20 and +20. Excellent = 15 and above Good = 10 to 14 Average = 1to 9 Room for improvement = zero and below TEST 2 Recognizing emotions in others Self-report test 1. I recognize when someone else is becoming angry. 2. I recognize when a co-worker is sad or depressed. 3. I have no clue as to what other people are feeling. 4. I misread what is happening in emotional situations. 5. I pay a lot of attention to other people’s emotional states. 6. I am skilled at recognizing other people’s emotions. 2 7. When a friend is feeling lots of stress, I am slow to notice. 8. Other people’s emotions are difficult...
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...your own emotions Self-report test 1. I know exactly what I am feeling. 2. I cannot accurately describe my emotional state to other people. 3. I am highly aware of changes in my mood. 4. In emotional situations, I notice changes in y body. 5. I can tell when I start to feel frustrated or angry. 6. Other people notice changes in my mood before I do. 7. I pay little attention to my internal states (thoughts and feelings). 8. I am in touch with my feelings. 9. I am surprised by the emotional reactions that I have. 10. I find it difficult to put my feelings into words. Scoring: Add together your numerical responses for points 1,3,4,5 and 8. Then from that sum subtract your numerical responses for points 2,6,7,9 and 10. The resulting value will be a score between -20 and +20. Excellent = 15 and above Good = 10 to 14 Average = 1to 9 Room for improvement = zero and below TEST 2 Recognizing emotions in others Self-report test 1. I recognize when someone else is becoming angry. 2. I recognize when a co-worker is sad or depressed. 3. I have no clue as to what other people are feeling. 4. I misread what is happening in emotional situations. 5. I pay a lot of attention to other people’s emotional states. 6. I am skilled at recognizing other people’s emotions. 2 7. When a friend is feeling lots of stress, I am slow to notice. 8. Other people’s emotions are difficult...
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...organizations to work as a team. Although human relationships have existed from quite some time in the past, the study of human relations has developed only recently. Social sciences like sociology, psychology, anthropology, economics and political science have contributed to the development of OB and human relations. Human relations and OB play a significant role in the development of the skills of employees and the improvement of organizational performance. Various studies and theories in the field of organizational behavior have given new insights into the behavior of people at work. The most important studies are the Hawthorne studies, Theory X and Theory Y, and Theory Z. The Hawthorne Studies, conducted by Elton Mayo at the Western Electric Company, was the first systematic study that recognized the significance of informal groups in the workplace and its impact on productivity. The conclusion drawn from these studies was that it was security and recognition, not just good physical working conditions that bring a drastic improvement in productivity. Moreover, informal groups operating within the work settings exert strong control over work habits of individual workers. Douglas McGregor formulated two theories called Theory X and Theory Y. In these theories, he has made two contrasting sets of assumptions about individuals at work - negative and positive. Theory X assumes that people are lazy and have an inherent dislike for work, so they have to be forced to work in order to...
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...Affective Events Theory 1/26/2012 Abstract Emotions and moods are an important part of daily live and work live, and can influence our job performance and job satisfaction. The affective events theory demonstrates how employees react emotionally to things that happen to them at work, and that their reactions can influence their attitudes and behaviors at work. The theory, which was introduced by psychologists Howard M. Weiss and Russell Cropanzano, states that negative emotional episodes in a work environment can produce shocks that then produce lasting affective reactions. Emotions and moods are an important part of daily live and work live, and can influence our job performance and job satisfaction. The affective events theory demonstrates how employees react emotionally to things that happen to them at work, and that their reactions can influence their attitudes and behaviors at work. The theory, which was introduced by psychologists Howard M. Weiss and Russell Cropanzano, states that negative emotional episodes in a work environment can produce shocks that then produce lasting affective reactions. Work events can include, but not limited to hassles, tasks, autonomy, job demands, emotional labor and uplifting actions. Emotional labor occurs when an employee displays the company’s desired emotions during interpersonal transactions at work. These work events affect employees positively or negatively. Employee mood directly affects the intensity of their reaction....
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... Table Of Contents ! Abstract Introduction Universal Emotions Enjoyable Emotions Other Universal Emotions Decision-Making Process Consumer Psychology Facial Expressions in Marketing Conclusion 3 4 6 8 9 10 13 16 16 ! ! MID SEMESTER THESIS REPORT PAGE "2 OF "16 ! ! ! ! ! Abstract This thesis investigates the possibility and applications of measuring universal emotions and customer behaviour in retail environments from a marketing and advertising point of view using automated computerised systems. ! We start by exploring the theoretical findings from scientific literature, and describes the essence of universal emotions and their effect on decision-making process, examining how far emotions influence customers ́ purchases, recommendations and product evaluation. ! ! ! Then we explore some of the existing research done on automated facial expression and consumer behaviour recognition techniques and finally their implications and applications in various fields. The research might interest retail companies, particularly their marketing and sales professionals, as it demonstrates how focusing on customers emotions can help improve business results. Keywords: feature recognition, facial expression, shopping behaviour, consumer analysis and prediction. ! ! ! ! ! ! ! ! MID SEMESTER THESIS REPORT PAGE "3 OF "16 ! ! Introduction ! The expression of emotion is achieved through intricate combinations of verbal and nonverbal...
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...Behavior Emotions and Leadership: The Role of Emotional Intelligence George, Jennifer M. Human Relations 53.8 (August 2000): 1027-1055 Summary: This article discusses the correlation of a leaders Emotional Intelligence (“the ability to understand and manage moods and emotions in the self and others”) (George) and how it plays a role in how effective that manager is. The author first relates how emotions, moods and feelings play a part in how humans deal with each other on a day to day basis. Ms. George points out that positive moods and emotions can have a positive effect on how we deal with life, and on the flip side how negative moods and emotions can have the opposite effect in our social and work lives. She states that “Feelings are intimately connected to the human experience. Feelings are intricately bound up in the ways that people think, behave, and make decisions.” Many people with the inability to show emotion find life difficult as even the smallest decisions are hard to make with no gage of how others may react or “feel” about your choices. The article is not so much about how leaders behave but more so how effective that behavior is in understanding their own and others emotions and moods. The author states there are four different attributes of one’s emotional intelligence; the appraisal and expression of emotion; the use of emotion to enhance cognitive processes an decision making; knowledge about emotions; and the management of emotions. The article...
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...Introduction, Definition and History Psychology is the study of behavior and mental processes. Psychologists use systematic scientific methods to understand behavior and human thought processes. Different branches of psychology have emerged to explore different topics and perspectives. Industrial/organizational (I/O) psychology is the specialty area within psychology that studies human behavior in work settings. It is concerned with: - The study of behavior in work settings. - The application of psychology principles to change work behavior. Therefore I/O psychology has two objectives: 1. To conduct research in an effort to increase our knowledge and understanding of human work behavior. To apply that knowledge to improve work behavior, the work environment, and the psychological conditions of the worker. Roots and History of Industrial/Organizational Psychology The Beginnings. Around the turn of the 20th century, Frederick Taylor, an engineer, believed that scientific principles could be applied to the study of work behavior. “One best method” Time-and-motion studies - work tasks are broken down into simple movements. Scientific management, a movement started by Taylor, was a method of using scientific principlesto improve the efficiency and productivity of jobs. Drawbacks of Taylor’s philosophy: - Complex jobs, demanding sophisticated skills. - Fewer and fewer people are engaged in physical labor. - For some jobs there is no “one best method”. The Great...
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...A Plan for Positive Influence James Andrews LDR/531 August 22, 2012 Alfredia Martin A Plan for Positive Influence This papers strategy is to creating a plan for positive influence and what it will take to apply the plan for the team in a business setting. A plan will be showed that would increase the team’s motivation, satisfaction, and performance. To evaluate how attitudes and emotions influence behaviors, this discussion will discuss attitudes and job satisfaction. The discussion will start by describing what attitudes are and how to effectively deal with attitudes. Attitudes An attitude is described as the way that a person or thing feels about another person or thing, whether it is in a positive or negative way. According to University of Phoenix, Leadership in Organizations; “attitudes are evaluative statements, either favorable or unfavorable, concerning objects, people, or events.” It determines how employee feels about either a person or thing. (University of Phoenix, 2008) Attitudes can be very complicated when an individual displays how he or she is feeling. An employee can ask someone how he or she feels about another employee, place or thing and, the individual will gladly give a response, but when one go farther and ask why he or she feels that way. Then it will go deeper in depth-on answering why the employee feels that way. This occurs when attitudes become more complicated but at the same time can team to effectively understanding each other...
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...also a National Bestseller is a book that explores the consequences of emotional intelligence for leaders and organizations, arguing that a leader's emotions are contagious, and must resonate energy and enthusiasm if an organization is to thrive. The authors Goleman, Boyatzis and Mckee have provided an excellent framework of ideas, theories and solutions for effective leadership. The authors explore the idea of leadership as an emotional function not as a routine task. They propose that the fundamental task of a leader is to create resonance at work, thereby unleashing positive traits and attributes in people. Emotionally intelligent leaders bring organizational success to the fore because they inspire, motivate and foster commitment in people. Primal dimension is one of the theories mentioned in the book. This theory states that the use of emotion in leadership is a primal task that sets leaders apart. Great leaders can move people by channeling emotions in the right direction. It is clear that a leader’s goal is to lead, motivate, and inspire however each leader’s approach to motivate may differ. For example, some leaders rule with an iron fist and have the mentality of “do as I say do not as I do”; well all that is going to do is scare your employee into working, but what will that do for their enthusiasm towards their work environment or towards the company as a whole. I know some would say regardless of leadership approach getting the job done is the goal. The authors...
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