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Work Emotions

In the field of Business Studies, a vital yet often overlooked aspect is Work Emotions. Delving deep into their intricacies not only aids in a substantive understanding of workplace dynamics but also impacts job performance substantially. This piece provides a comprehensive guide on Work Emotions, exploring their origins, significance and impact on both individuals and teams within a business setting. Further, get insights into real-life examples of both positive and negative work emotions, along with effective strategies for managing them for optimal employee wellbeing. Gain a deeper appreciation for the delicate balance and interplay between Work Emotion, Emotional Labour and Emotion Feeling Rules in a multicultural environment.

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In the field of Business Studies, a vital yet often overlooked aspect is Work Emotions. Delving deep into their intricacies not only aids in a substantive understanding of workplace dynamics but also impacts job performance substantially. This piece provides a comprehensive guide on Work Emotions, exploring their origins, significance and impact on both individuals and teams within a business setting. Further, get insights into real-life examples of both positive and negative work emotions, along with effective strategies for managing them for optimal employee wellbeing. Gain a deeper appreciation for the delicate balance and interplay between Work Emotion, Emotional Labour and Emotion Feeling Rules in a multicultural environment.

Understanding Work Emotions in Business Studies

Work emotions play an integral role in business studies as they significantly influence the workplace dynamics and employee productivity. Emotions experienced at work can either drive or hinder an employee's performance, job satisfaction, and overall well-being.

Work Emotion Definition: A Comprehensive Understanding

Work emotions refer to a wide array of complex emotional experiences and feelings stemming from work-related incidents and interactions within the workplace environment.

These could be momentary feelings or emotional responses that arise due to changes in tasks or encounter with colleagues or superiors. These emotions can be both positive or negative and can significantly influence overall productivity and job satisfaction.

Origin and Significance of Work Emotions

Workplace emotions originate from an employee's perception of their working environment and how they mentally process their job. This involves intrinsic motivation, job satisfaction, work-life balance, and interpersonal relationships at work.

Work emotions not only affect individual workers but also influence the overall culture and dynamic of the workplace. Here is why work emotions matter:

  • They affect job satisfaction and productivity
  • Impact teamwork and collaboration
  • Influence decision-making and problem-solving abilities
  • Affect the level of creativity and innovation

The Impact of Work Emotions on Job Performance

Work emotions bear crucial implications for job performance. Positive emotions, like enthusiasm, joy, and pride can enhance an employee's motivation and productivity. In contrast, negative emotions like frustration, anger, and disappointment can lead to lack of motivation, absenteeism, and high turnover rates.

Exploring Real Life Work Emotion Examples

Real-life examples serve as the perfect tool to understand the concept of work emotions better.

Examples of Positive Work Emotions

An employee might feel elation and pride after successfully closing a challenging client deal or joy and satisfaction from successfully completing a project ahead of deadline. Positive emotions generally boost motivation and enhance performance.

Examples of Negative Work Emotions

On the other hand, an employee could feel dejected after poor performance review or anxiety from high workload or pressure. Negative emotions can undermine performance and lead to job dissatisfaction.

Work Emotions and Employees: A Crucial Connection

Work emotions and employees are inextricably linked in the organisational setting. An employee's emotions at work, both positive and negative, deeply influence their behaviour, attitudes, and productivity levels at the workplace.

How Work Emotions Influence Employee Behaviour

An employee's work emotions can significantly affect how they behave in the workplace. Positive emotions foster creativity, collaboration and productivity. On the other hand, negative emotions can lead to disengagement, conflict and reduced productivity. The connection between work emotions and employee behaviour is so profound that it shapes the overall organisational culture.

Positive work emotions at the workplace are triggered typically by successful achievements, recognition, or supportive and friendly interpersonal relationships. These emotions often drive employees to go above and beyond their basic job requirements. They're more likely to take initiatives, contribute ideas, and engage in problem-solving strategies. Satisfactory work emotions can also result in enhanced well-being of the employees, reducing the chances of burnout and stress-related health issues.

Negative work emotions, however, might stem from stressful work conditions, interpersonal conflicts, or a sense of under appreciation. Negative emotions not only hamper an employee's performance but can also take a toll on their physical and mental health. It might lead to detrimental behavior like isolation, withdrawal, conflict and sometimes even further escalated to workplace bullying and harassment.

Managing Work Emotions for Wellbeing of Employees

Managing work emotions effectively is a critical aspect of maintaining a healthy and productive workforce. A well-rounded emotion management strategy could include a combination of measures such as creating a positive work environment, providing constructive feedback, providing employee assistance programs, promoting work-life balance, and more.

HR and management should promote open and transparent communication at all levels in the organisation to make employees feel valued and understood. Recognising the efforts and achievements of employees also contributes to positive emotions and encourages higher job satisfaction.

Negative Work Emotion Examples and Their Effect on Employees

Negative emotions at work are a common occurrence, especially in high-pressure and demanding job roles. Negative work emotions can affect an employee's productivity and wellbeing on multiple levels.

Frustration can occur when employees feel that they are obstructed in achieving their goals. If a project or task fails despite hard work and effort, employees can experience frustration, which often results in decreased motivation.

Job-related anxiety is another frequently encountered negative work emotion. Deadlines, high workloads or tough performance targets can lead to feelings of anxiety. This state of constant worry can affect the overall productivity of employees and also their mental health.

Strategies to Overcome Negative Work Emotions in Employees

Negative work emotions can pose significant challenges to maintain employee's morale and productivity. It's crucial for organisations to have strategies in place to help employees overcome these negative work emotions.

Implementing stress management strategies, such as providing regular breaks, promoting a work-life balance, offering flexible working hours, and ensuring reasonable task expectations can significantly contribute to managing negative work emotions.

Organisations could also provide counselling services and well-being programs to help distressed employees. If the negative emotions are left unchecked, it could lead to long-term consequences like high turnover rates, low productivity rates, poor team collaboration, and decreased employee satisfaction.

Work Emotion vs Emotional Labour: A Detailed Comparison

Emotions at the workplace are not just limited to the organic feelings that arise from interactions and experiences, they can also be a part of a worker’s role that they perform, this is known as Emotional Labour. Let's delve into the specifics of what forms emotional labour and how it differs from, yet connects with work emotions.

Defining Emotional Labour: Breaking Down the Concept

In your exploration of workplace dynamics in business studies, you must have come across the idea of work emotions, but another equally important concept is Emotional Labour. Emotional labour, a term coined by sociologist Arlie Hochschild, is the process of managing feelings and expressions as part of the job role to fulfil organisational objectives.

Emotional Labour is the effort, planning, and control needed to express organisationally desired emotions during interpersonal transactions at work.

Emotional labour can be a part of numerous professions. For instance, airline attendants must maintain a friendly and hospitable demeanour even under distressing situations, therapists and counsellors must always appear empathetic and understanding, while salespeople need to convey energy and enthusiasm about their product or service to potential customers.

Emotional labour isn't necessarily negative, but it can potentially lead to emotional exhaustion or even burnout if not balanced properly. Hence, understanding emotional labour can help in evaluating job roles and managing job stress better.

Difference Between Work Emotion and Emotional Labour

While work emotions and emotional labour might sound alike, they represent distinct elements of emotional dynamics within the workplace.

Work emotion is about the feelings and emotions experienced and expressed by an employee in response to their work environment. These emotions are primarily spontaneous and reactive, based on the individual's perception of their work situations or interactions.

Emotional labour, on the other hand, involves the management and often suppression of personal feelings to display emotions that align with the professional role or organisational expectations. It's about the emotions employees are expected to portray as part of their job, and these emotions might not necessarily align with their true feelings.

Work Emotion Emotional Labour
Spontaneous Planned
Reactive Proactive
Based on true feelings Based on job role
Influenced by the workplace environment Influenced by the job role and organisational expectations

The Interconnection of Work Emotion and Emotional Labour

Although work emotion and emotional labour are distinct concepts, they are interconnected in many ways. Emotional labour can influence the work emotions an individual experiences and vice versa.

For instance, if you're in a job role where you're expected to suppress your true feelings and constantly show positivity (emotional labour), it could lead to feelings of stress, dissatisfaction or frustration (work emotion). Conversely, strong negative work emotions could make emotional labour more stressful and challenging.

Therefore, an understanding of the interconnection between work emotion and emotional labour is crucial in managing work emotions effectively and ensuring the wellbeing of employees.

A Detailed Look at Different Work Emotion Types

The emotional landscape in an organisation is diverse, encompassing a wide spectrum of work emotions experienced by employees in a business environment. Let's explore these various types of work emotions in greater depth.

Categories of Work Emotions: An Overview

Emotions at work are an important facet of business studies because they can significantly impact not just individual productivity, but also team dynamics and overall business outcomes. Broadly, work emotions can be categorised as positive and negative, but for a deeper understanding, they can be further divided into two main types: cognitive and affective, and volitional and controlled.

These categorisations not only help in understanding the emotional dynamics in an organisation's environment but also aid supervisors and managers in identifying potential emotional pitfalls and ensuring a more balanced and healthy workplace atmosphere. Let's dive further into these categories.

Cognitive and Affective Work Emotions

Work emotions involve not just what a person feels, but also what they think about what they feel. Based on this, work emotions can be categorised into Cognitive Emotions and Affective Emotions.

Cognitive emotions are those wherein an individual's thought processes play a critical role. These emotions justify or rationalise the emotional response through cognitive evaluations.


For example, a sense of satisfaction from completing a challenging task or feeling proud upon receiving praise or recognition at work. These emotions are cognitive because they're tied to the individual's interpretation of an event or situation.

Affective emotions, on the other hand, are more about the spontaneous emotional response and less about conscious thinking. The emotional reaction precedes the cognitive understanding of the situation.


For instance, feeling instant joy upon seeing a positive email from a client or the immediate adrenaline rush from a heated argument with a colleague. The emotion felt in these situations is direct and primarily visceral, making them affective emotions.

Volitional and Controlled Work Emotions

Apart from the cognitive and affective division, there's another pair differentiating the emotional occurrences - Volitional Emotions and Controlled Emotions.

Volitional Emotions are allowed to be freely expressed, without the fear of judgement or prejudice. They generally represent how a person genuinely feels about a situation, representing their true internal emotional state in reaction to work-related situations or experiences.

Controlled Emotions, on the contrary, are not freely expressed. They are often guarded or altered according to the norms or expectations of the workplace. Many customer-facing roles, like customer service or sales, practice controlled emotions, otherwise known as emotional labour, where the employee is expected to modulate their emotions as per the job's demand.


For example, a flight attendant greeting every passenger with a warm and welcoming smile, regardless of how tired or stressed they might be feeling, is an instance of controlled emotion at work.

Understanding the difference and interplay between volitional and controlled emotions helps in creating emotional intelligence strategies and promotes a more harmonious and understanding workplace environment that values the emotional wellbeing of its workers.

Work Emotion Feeling Rules: Exploring the Interaction of Emotions and Culture

The interface of cultural influences and the workplace stands as a crucial determinant of the emotional experiences that employees undergo. Known as Work Emotion Feeling Rules, these cultural norms and expectations significantly impact the emotions experienced and expressed at work. Hence, understanding this interaction is key to establishing a healthy employee emotional environment and efficient management practices.

Definition of Work Emotion Feeling Rules

Emotions in the workplace don't exist in a vacuum. They are often regulated by certain implicit or explicit societal norms and rules that dictate what emotions are deemed appropriate to be felt and expressed in any given situation. These norms, otherwise referred to as Work Emotion Feeling Rules, can play a significant role in dictating the emotional environment in an organisation.

Work Emotion Feeling Rules represent societal norms and expectations regarding what emotions should be felt and displayed in various work situations.

They serve as guidelines on when, where, and how an individual should feel in a professional context. For example, a customer service representative might be expected to always sound cheerful and accommodating, irrespective of their personal feelings, which is a form of work emotion feeling rule. Or in a board meeting, it could be an unwritten rule to suppress sentiments of frustration or anger, projecting only calmness and professionalism.

The understanding of these feeling rules not only helps in maintaining a positive and professional work environment but also ensures that employees continue to function efficiently even under emotionally demanding situations.

Importance of Understanding Feeling Rules at Work

Understanding the concept of work emotion feeling rules is vital in an organisation for several reasons:

  • They help maintain professional decorum and foster positive interactions among employees.
  • They aid organisations in shaping their emotional culture, which could greatly influence organisational health and productivity.
  • They play a crucial role in customer service-oriented sectors, contributing to customer satisfaction and engagement.

However, it's worth noting that while feeling rules can contribute to productivity and professionalism, they can also lead to emotional dissonance when employees are forced to suppress their true feelings. This dissonance, in turn, might lead to increased stress, lowered job satisfaction, and in severe cases, burnout. Therefore, organisations should work towards fostering an environment where employees can express their genuineness while not crossing the boundaries of professionalism.

Furthermore, feeling rules should be flexible and adaptable, taking into consideration not only the organisational requirements but also the individual's emotional wellbeing. It's also essential to ensure that feeling rules don't lead to emotional inauthenticity and instead promote a work environment that values and respects individual emotional experiences.

Influences of Culture on Work Emotion Feeling Rules

Culture shapes emotions and emotional expression in numerous ways. Cultural norms and values can significantly influence work emotion feeling rules.

An organisation's emotional culture can dictate the appropriateness of various emotions. For instance, in a high-performance and highly competitive culture, there might be an unspoken rule against showing vulnerability or stress. On the contrary, cultures that prioritise employee wellbeing and positive work-life balance may encourage openness about emotions and promote an atmosphere of emotional support.

Besides organisational culture, the larger societal and national culture within which the organisation operates can also influence work emotion feeling rules. For example, certain cultures might view open displays of emotions as unprofessional, while others might see it as a critical part of relationship-building and collaboration.

Understanding the influence of culture enables organisations to create a more emotionally inclusive and healthy work environment. However, it also requires ongoing efforts and involvement from the management, to ensure that the emotional culture being cultivated is supportive, respectful, and beneficial for all employees. In summary, work emotion feeling rules can be heavily influenced by culture, and acknowledging this influence is key to managing work emotions effectively.

Work Emotions - Key takeaways

  • Work Emotions are feelings and emotions experienced by an employee in response to their work environment. These can be positive, fostering creativity, collaboration and productivity, or negative, leading to disengagement, conflict and reduced productivity.
  • Negative work emotions might stem from stressful work conditions, interpersonal conflicts, or a sense of underappreciation, resulting in detrimental behavior like isolation, withdrawal, conflict or workplace bullying and harassment.
  • Emotional Labour, coined by sociologist Arlie Hochschild, is the process of managing feelings and expressions as part of a job role to fulfil organizational objectives, involving the management and often suppression of personal feelings to display emotions that align with the professional role or organisational expectations.
  • Work Emotion types can be categorized as cognitive and affective (based on if an individual's thought processes play a critical role or not) and volitional and controlled (based on if emotions are freely expressed or altered according to the norms or expectations of the workplace).
  • Work Emotion Feeling Rules represent societal norms and expectations regarding what emotions should be felt and displayed in various work situations, impacting the emotional environment in an organisation.

Frequently Asked Questions about Work Emotions

Emotional work refers to the management of personal feelings to create a publicly visible facial and bodily display in a work environment. For example, a customer service representative responding calmly and empathetically to an irate customer, despite feeling frustrated or stressed themselves.

Emotional work in a relationship refers to the effort of managing one's own emotions and responses, as well as understanding and responding to the emotions of a partner, with the aim of maintaining a healthy and functional relationship.

Emotional work is critical as it fosters a healthy work environment, ensuring better collaboration among employees. It increases job satisfaction, productivity and interpersonal relationships. It also helps in managing stress, change and conflict while enhancing leadership capabilities.

The types of emotional work generally encompass surface acting, deep acting and genuine acting. These describe whether employees suppress, alter, or genuinely express their emotions at work, respectively.

Emotional loading refers to the emotional investment and experience that an individual incurs during their work. It can involve emotions like stress, frustration, joy and satisfaction, which directly impact a person's engagement and productivity at work.

Final Work Emotions Quiz

Work Emotions Quiz - Teste dein Wissen

Question

Define personality. 

Show answer

Answer

Personality is a combination of a person’s characteristics and behaviors that makes them distinct from others. 

Show question

Question

Define Myers-Briggs. 

Show answer

Answer

Myers-Briggs is a personality test based on an introspective self-report questionnaire. It shows how people perceive real-world situations and make decisions.

Show question

Question

Who were the creators of Myers-Briggs?  

Show answer

Answer

Katharine Cook Briggs and Isabel Briggs Myers 

Show question

Question

The purpose of the Myers-Briggs personality test is to help individuals understand themselves.

Show answer

Answer

True 

Show question

Question

In organizational behavior, there is no application of the Myers-Briggs personality test. 

Show answer

Answer

False

Show question

Question

Myers-Briggs personality test can help us to make decisions that align with our personalities resulting in living fulfilling lives. 

Show answer

Answer

True 

Show question

Question

Managers can use Myers-Briggs to manipulate employees. 

Show answer

Answer

False

Show question

Question

In the Myers-Briggs test, people are asked questions based on imaginary scenarios. 

Show answer

Answer

False

Show question

Question

The _________ dichotomy explains how people interact with the outer world.

Show answer

Answer

Extraversion(E)/ Introversion(I)

Show question

Question

The ________ dichotomy explains how people collect information from their surroundings.

Show answer

Answer

Sensing(S)/ Intuition(N)

Show question

Question

The ________ dichotomy explains how people use sensing and intuition functions to make decisions and judgments.

Show answer

Answer

Thinking (T)/ Feeling(F)

Show question

Question

The _______ dichotomy explains how people function in the outside world.

Show answer

Answer

Judging(J)/ Perceiving(P)

Show question

Question

________ are intuitive(N) and thinking(T) types

Show answer

Answer

Analysts

Show question

Question

________ are intuitive(N) and feeling(F) types

Show answer

Answer

Diplomats 

Show question

Question

__________  are sensing(S) and judging(J) types

Show answer

Answer

Sentinels

Show question

Question

What is emotional intelligence?

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Answer

Someone's emotional intelligence is their capability to perceive, understand and use emotions to communicate effectively with others.

Show question

Question

Who popularized the concept of emotional intelligence?

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Answer

Daniel Goleman popularized the concept of emotional intelligence in 1995, in his book "Emotional Intelligence: Why It Can Matter More Than IQ".

Show question

Question

Why having a high IQ does not automatically mean someone is incredibly intelligent?

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Answer

People often think that having a high IQ means a person is incredibly intelligent and will likely succeed in everything they do. However, things are a bit more complex than that, as IQ tests only evaluate specific types of intelligence, such as logico-mathematics and linguistics. In fact, many people with high IQs have notoriously poor social skills. 

Show question

Question

Which one of this intelligence is not one of Howard Garnder's from his theory of Multiple intelligences?

Show answer

Answer

Economic

Show question

Question

What is bodily-kinesthetic intelligence?

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Answer

The capacity to control our body perfectly.

Show question

Question

According to Daniel Goleman, what are the five crucial elements of emotional intelligence?

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Answer

  • Self-awareness
  • Self-regulation
  • Motivation
  • Empathy
  • Social skills


Show question

Question

What is empathy?

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Answer

It's the ability to perceive and understand other people's emotions and appropriately respond to them. 

Show question

Question

____________ is the ability to be aware of your emotions, understand them and perceive the impact of your actions on others. 

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Answer

Self-awareness

Show question

Question

_____________ is the control over your emotions, impulses, and moods. It's the capability to express your feelings appropriately.  

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Answer

Self-regulation

Show question

Question

How can you improve your self-awareness?

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Answer

Meditation can help you connect to yourself, keeping a journal of what you do can help you reflect on your actions, asking for constructive feedback can help you see yourself from someone's else perspective, trying to analyze people's reactions to what you do will help you understand the impact of your actions, etc.

Show question

Question

Why is emotional intelligence so important?

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Answer

High emotional intelligence can create a great work environment and improve overall job satisfaction and performance in the workplace. On the other hand, a low level of emotional intelligence will create stress, a bad working environment, and problems within the organization.

Show question

Question

What are the three types of emotional intelligence?

Show answer

Answer

  1. The ability model
  2. The trait model
  3. The mixed model

Show question

Question

What is the ability model?

Show answer

Answer

It's a theory that states that people need four skills to be emotionally intelligent:


  • Perceive emotions,
  • Reason and think with your emotions,
  • Understand your emotions,
  • Manage emotions.

Show question

Question

Which one of these models is not one of the three types of emotional intelligence?

Show answer

Answer

The ability model

Show question

Question

What is the mixed model?

Show answer

Answer

A theory stating that emotional intelligence is a mix of skills, personality traits, and other qualities such as being observant, a good listener, etc. 

Show question

Question

Define emotions

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Answer

Feelings that are intense and short-lived generated as a result of a specific event is known as an emotion.

Show question

Question

What are some examples of emotions?

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Answer

Excitement, happiness, contentment, calmness, fatigue, boredom, and nervousness are some of the examples.

Show question

Question

Moods are intense feelings that affect an individual over __________ without stimulation.

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Answer

long periods of time

Show question

Question

Feelings that are intense and short-lived generated as a result of a specific event are known as ______.

Show answer

Answer

emotions

Show question

Question

___________ indicate how emotional a person gets in moral situations.  

Show answer

Answer

Emotions

Show question

Question

 A mood can have a:

  • high positive affect,
  • ______________,
  • ______________, and 
  • low negative affect.


Show answer

Answer

  • high positive affect,
  • low positive affect,
  • high negative affect, and 
  • low negative affect.

 

Show question

Question

Name the causes of types of moods.

Show answer

Answer

  • personality,
  • time of day,
  • day of the week,
  • weather,
  • stress,
  • social activities,
  • sleep,
  • exercise, and
  • age.

Show question

Question

Individuals experience the same mood in different ways:

Show answer

Answer

True

Show question

Question

When people correlate two events that are not related, it is known as  ________.

Show answer

Answer

illusory correlation

Show question

Question

Stress can either reduce or increase productivity.

Show answer

Answer

True

Show question

Question

How does exercise help in improving one's mood?

Show answer

Answer

The release of endorphins and serotonin help in improving one's mood.

Show question

Question

What are the main types of moods in the workplace?

Show answer

Answer

  • Positive mood,
  • negative mood,
  • strong mood,
  • weak mood,
  • intentional mood, and 
  • inherent mood.

Show question

Question

The company's or a team's general mood or approach towards their goals and competition is known as 

Show answer

Answer

Inherent mood

Show question

Question

People in the workplace mainly experience six types of moods, and they are:

  • Positive mood,
  • negative mood,
  • strong mood,
  • __________,
  • __________, and 
  • __________.


Show answer

Answer

  • Positive mood,
  • negative mood,
  • strong mood,
  • weak mood,
  • intentional mood, and
  • inherent mood.

Show question

Question

Name a few mood disorders seen in the workplace.

Show answer

Answer

Major Depressive Disorder (MDD), Bipolar Disorder (BD), Depression, and Seasonal Affective Disorder (SAD).

Show question

Question

When did Abraham Tesser create his Self-Evaluation Model (SEM)?

Show answer

Answer

1988

Show question

Question

What does self-evaluation mean?

Show answer

Answer

Self-valuation is about analyzing and assessing a specific task, action, or work you did yourself.


Show question

Question

What are the two main assumptions of the Self-Evaluation Model?

Show answer

Answer

  • People try to maintain or increase their self-esteem because they want to feel good about themselves.
  • People are influenced by their relationships. They will try to choose the types of people they want to be associated with and compare themselves to. Their self-esteem will improve if the people around them are successful, as they will also be associated with them.



Show question

Question

Why can the Abraham Tesser self-evaluation model be helpful in the workplace?

Show answer

Answer

It can improve employees' self-esteem by working in their organization and motivating them.

Show question

Question

According to Abraham Tesser, people never compare one to another.

Show answer

Answer

False

Show question

Test your knowledge with multiple choice flashcards

The purpose of the Myers-Briggs personality test is to help individuals understand themselves.

In organizational behavior, there is no application of the Myers-Briggs personality test. 

Myers-Briggs personality test can help us to make decisions that align with our personalities resulting in living fulfilling lives. 

Next

Flashcards in Work Emotions224

Start learning

Define personality. 

Personality is a combination of a person’s characteristics and behaviors that makes them distinct from others. 

Define Myers-Briggs. 

Myers-Briggs is a personality test based on an introspective self-report questionnaire. It shows how people perceive real-world situations and make decisions.

Who were the creators of Myers-Briggs?  

Katharine Cook Briggs and Isabel Briggs Myers 

The purpose of the Myers-Briggs personality test is to help individuals understand themselves.

True 

In organizational behavior, there is no application of the Myers-Briggs personality test. 

False

Myers-Briggs personality test can help us to make decisions that align with our personalities resulting in living fulfilling lives. 

True 

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