Reference no: EM132748211

Protocol of the work world kept a damper on emotions. A well-run organisation didn't allow employees to express frustration, fear, anger, love, hate, joy, grief, or similar feelings thought to be the antithesis of rationality. Though researchers and managers knew emotions were an inseparable part of everyday life, they tried to create organisations that were emotion-free. Of course, that wasn't possible. Many believed emotions of any kind were disruptive. Researchers looked at strong negative emotions-especially anger- that interfered with an employee's ability to work effectively. They rarely viewed emotions as constructive or contributing to enhanced performance.

Certainly, some emotions, particularly exhibited at the wrong time, can hinder performance. But employees do bring their emotions to work every day, and no study of OB would be comprehensive without considering their role in workplace behaviour.

(Adapted from Robbins and Judge (2013:98))

Briefly explain how emotions and moods are different from each other and discuss emotional labour and its relationship with emotional dissonance?