Chapter 4:1. What are two ways individuals can experience affect? a. In the form of emotions or moods2. What are the key differences between emotions and moods?a. Emotions:i. Are caused by a specific eventii. Very brief in duration (last seconds or minutes)iii. Specific and numerous in nature (many specific emotions such as anger, fear, sadness, happiness, disgust, surprise)iv. Usually accompanied by distinct facial expressionsv. Action oriented in natureb. Moods:i. Cause is often general and unclearii. Lasts longer than emotions (lasts hours or days)iii. More general (two main dimensions: positive affect and negative affect that are composed of multiple specific emotions)iv. Generally not indicated by distinct expressionsv. Cognitive in nature3. What is positive affect and negative affect? a. Positive affect: i. A mood dimension consisting of positive emotions such as excitement, enthusiasm, and elation at the high end (high positive affect) and boredom,depression, and fatigue at the low end (low positive affect or lack of positive affect)b. Negative affect:i. A mood dimension consisting of nervousness, stress, and anxiety at the high end (high negative affect) and contentedness, calmness, and serenity at the low end (low negative affect or lack of negative affect)4. What is emotional labor and why does it occur?a. Emotional labor:i. Is an employee’s expression of organizationally desired emotions during interpersonal transactions at work ii. It is a key component of effect job performanceiii. It is relevant to almost every job5. What is the difference between felt and displayed emotions?a. Felt emotions:i. Our actual emotionsb. Displayed emotions:i. Those that the organization requires workers to show and considers appropriate in a given jobii. They are learnediii. May or may not coincide with felt emotions6. What is surface acting and deep acting?a. Surface acting:i. Hiding inner feelings and emotional expression in response to display rulesii. Ex: a worker smiles at a customer even when he doesn’t feel like itiii. Deals with felt emotionsb. Deep acting:i. Trying to modify our true inner feelings based on display rulesii. It deals with felt emotions7. What is emotional intelligence?a. Emotional intelligence:i. A person’s ability to perceive emotions in the self and others, understand the meaning of these emotions, and regulate one’s emotions accordingly ina cascading modelii. People who know why they’re angry and how to express themselves without violating norms are most likely to be effective8. What is emotional contagion and why does it matter in groups?a. Emotional contagion:i. The catching of emotions from othersii. When someone experiences positive emotions and laughs and smiles at you, you tend to respond positivelyChapter 9:1. What is a group?a. Two or more individuals, interacting and interdependent, who have come togetherto achieve particular objectives2. Why do we form and join groups?3. Distinguish between formal and informal groupsa. Formal groups:i. Defined by the organization’s structure, with designated work assignmentsestablishing tasksii. The behaviors team members should engage in are stipulated by and directed toward organizational goalsb. Informal groups:i. Neither formally structured nor organizationally determinedii. In the work environment, these groups meet the need for social contactiii. Ex: 3 employees from different departments who normally have lunch togetheriv. These interactions among individuals deeply affect their behavior and performance4. What are critiques of the 5 stage model of group development?a. Forming: i. Characterized by uncertainty about the group’s purpose, structure, and leadershipii. This stage is complete when members have begun to think of themselves as part of a groupb. Storming:i. Members accept the group but resist the constraints is imposes on individualityii. There is conflict over who will control the groupiii. When this stage is complete there will be a relatively clear hierarchy of leadershipc. Norming:i. Close relationships develop and the group demonstrates cohesivenessii. There is a strong sense of group identityiii. This stage is complete when the group structure solidifies and the group has assimilated a common set of expectations of what constitutes correct member behaviord. Performing:i. The structure is now fully functional and performs the task at hande. Adjourning:i. Is for wrapping up activities and preparing to disband5. What is the punctuated equilibrium model?a. Phase 1 is first meeting, then transition to phase 2 of completion 6. Six properties of groups and how they shape group effectivenessa. Roles:i. A set of expected behavior patterns attributed to someone occupying a given position in a social unitii. Different groups impose different role requirements on individualsb. Norms:i. Acceptable standards of behavior shared by team members that express what each ought and ought not to do under certain circumstancesii. Norms influence group behavior with a minimum of external controlsc. Status:i. Socially defined position or rank given to groups or group members by othersii. Is a significant motivator and has major behavioral consequences when individuals perceive a disparity between what they believe their status is and what others perceive it to bed. Size:i. Groups large in size are good for diversity and may be more effectiveii. Smaller groups are better at productivitye. Cohesiveness:i. Degree to which members are attracted to each other and motivated to stayin the groupii. It affects group productivity and brings smaller groups together because ofthe interaction requirediii. If cohesiveness is high and performance norms are low, productivity will be lowiv. If cohesiveness is low and performance norms are high, productivity increasesv. If cohesiveness and performance are both low, productivity tends to fallf. Diversity:i. Increases group conflict, especially in early stages of a group’s tenure, which lowers group morale and raises dropout ratesii. Culturally and demographically diverse groups may perform better over time if they can get other their initial conflictsiii. Surface-level diversity: observable characteristics like national origin, race, and genderiv. Deep-level diversity: underlying attitudes, values, and opinionsv. It is difficult to be in a diverse group in the short term, but diversity may help them be more open-minded, creative, and to do better in the long term7. What