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Anger,also known as wrath or rage,is an intense emotional state involving a strong uncomfortable and non-cooperative response to a perceived provocation,hurt or threat.
Gaydar is a colloquialism referring to the intuitive ability of a person to assess others' sexual orientations as homosexual,bisexual or straight. Gaydar relies on verbal and nonverbal clues and LGBT stereotypes,including a sensitivity to social behaviors and mannerisms like body language,the tone of voice used by a person when speaking,overt rejections of traditional gender roles,a person's occupation,and grooming habits.
Emotional labor is the process of managing feelings and expressions to fulfill the emotional requirements of a job. More specifically,workers are expected to regulate their personas during interactions with customers,co-workers,clients,and managers. This includes analysis and decision-making in terms of the expression of emotion,whether actually felt or not,as well as its opposite:the suppression of emotions that are felt but not expressed. This is done so as to produce a certain feeling in the customer or client that will allow the company or organization to succeed.
A frown is a facial expression in which the eyebrows are brought together,and the forehead is wrinkled,usually indicating displeasure,sadness or worry,or less often confusion or concentration. The appearance of a frown varies by culture. An alternative usage in North America is thought of as an expression of the mouth. In those cases when used iconically,as with an emoticon,it is entirely presented by the curve of the lips forming a down-open curve. The mouth expression is also commonly referred to in the colloquial English phrase,especially in the United States,to "turn that frown upside down" which indicates changing from sad to happy.
Dispositional affect,similar to mood,is a personality trait or overall tendency to respond to situations in stable,predictable ways. This trait is expressed by the tendency to see things in a positive or negative way. People with high positive affectivity tend to perceive things through "pink lens" while people with high negative affectivity tend to perceive things through "black lens". The level of dispositional affect affects the sensations and behavior immediately and most of the time in unconscious ways,and its effect can be prolonged. Research shows that there is a correlation between dispositional affect and important aspects in psychology and social science,such as personality,culture,decision making,negotiation,psychological resilience,perception of career barriers,and coping with stressful life events. That is why this topic is important both in social psychology research and organizational psychology research.
According to some theories,emotions are universal phenomena,albeit affected by culture. Emotions are "internal phenomena that can,but do not always,make themselves observable through expression and behavior". While some emotions are universal and are experienced in similar ways as a reaction to similar events across all cultures,other emotions show considerable cultural differences in their antecedent events,the way they are experienced,the reactions they provoke and the way they are perceived by the surrounding society. According to other theories,termed social constructionist,emotions are more deeply culturally influenced. The components of emotions are universal,but the patterns are social constructions. Some also theorize that culture is affected by the emotions of the people.
Emotion classification,the means by which one may distinguish or contrast one emotion from another,is a contested issue in emotion research and in affective science. Researchers have approached the classification of emotions from one of two fundamental viewpoints:
- that emotions are discrete and fundamentally different constructs
- that emotions can be characterized on a dimensional basis in groupings
Phoebe C. Ellsworth is an American social psychologist and professor at the University of Michigan,holding dual appointments at the Psychology Department and in the Law School.
Thin-slicing is a term used in psychology and philosophy to describe the ability to find patterns in events based only on "thin slices",or narrow windows,of experience. The term refers to the process of making very quick inferences about the state,characteristics or details of an individual or situation with minimal amounts of information. Research has found that brief judgments based on thin-slicing are similar to those judgments based on much more information. Judgments based on thin-slicing can be as accurate,or even more so,than judgments based on much more information.
Emotions in the workplace play a large role in how an entire organization communicates within itself and to the outside world. "Events at work have real emotional impact on participants. The consequences of emotional states in the workplace,both behaviors and attitudes,have substantial significance for individuals,groups,and society". "Positive emotions in the workplace help employees obtain favorable outcomes including achievement,job enrichment and higher quality social context". "Negative emotions,such as fear,anger,stress,hostility,sadness,and guilt,however increase the predictability of workplace deviance,",and how the outside world views the organization.
Amy Joy Casselberry Cuddy is an American social psychologist,author and speaker. She is a proponent of "power posing",a self-improvement technique whose scientific validity has been questioned. She has served as a faculty member at Rutgers University,Kellogg School of Management and Harvard Business School. Cuddy's most cited academic work involves using the stereotype content model that she helped develop to better understand the way people think about stereotyped people and groups. Though Cuddy left her tenure-track position at Harvard Business School in the spring of 2017,she continues to contribute to its executive education programs.
Interpersonal emotion regulation is the process of changing the emotional experience of one's self or another person through social interaction. It encompasses both intrinsic emotion regulation,in which one attempts to alter their own feelings by recruiting social resources,as well as extrinsic emotion regulation,in which one deliberately attempts to alter the trajectory of other people's feelings.
In social psychology,a positive stereotype refers to a subjectively favourable belief held about a social group. Common examples of positive stereotypes are Asians with better math ability,African Americans with greater athletic ability,and women with being warmer and more communal. As opposed to negative stereotypes,positive stereotypes represent a "positive" evaluation of a group that typically signals an advantage over another group. As such,positive stereotypes may be considered a form of compliment or praise. However,positive stereotypes can have a positive or negative effect on targets of positive stereotypes. The positive or negative influence of positive stereotypes on targets depends on three factors:(1) how the positive stereotype is stated,(2) who is stating the positive stereotype,(3) in what culture the positive stereotype is presented.
Ruth Kanfer is a psychologist and professor at Georgia Institute of Technology in the area of Industrial and Organizational Psychology. She is best known for her research in the fields of motivation,goal setting,self-regulation,job search,adult learning,and future of work. Kanfer has received numerous awards for her research contributions including the American Psychological Association Distinguished Scientific Award for an Early Career Contribution in Applied Research in 1989,the Society for Industrial and Organizational Psychology (SIOP) William R. Owens Scholarly Achievement Award in 2006 and the SIOP Distinguished Scientific Contributions Award in 2007. Ruth Kanfer has authored influential papers on a variety of topics including the interaction of cognitive abilities and motivation on performance,the influence of personality and motivation on job search and employment. and a review chapter on motivation in an organizational setting.
A functional account of emotions posits that emotions facilitate adaptive responses to environmental challenges. In other words,emotions are systems that respond to environmental input,such as a social or physical challenge,and produce adaptive output,such as a particular behavior. Under such accounts,emotions can manifest in maladaptive feelings and behaviors,but they are largely beneficial insofar as they inform and prepare individuals to respond to environmental challenges,and play a crucial role in structuring social interactions and relationships.
Shlomo Hareli is an Israeli psychologist,Full Professor of Social Psychology at the School of Business Administration at the University of Haifa. At present,he is serving as the head of the school.
Emily A. Holmes is a clinical psychologist and neuroscientist known for her research on mental imagery in relation to psychological treatments for post traumatic stress disorder (PTSD),bipolar disorder,and depression. Holmes is Professor of Clinical Neuroscience at Karolinska Institute in Sweden. She also holds an appointment as Honorary Professor of Clinical Psychology at the University of Oxford.
Epistemic motivation is the desire to develop and maintain a rich and thorough understanding of a situation,utilizing one's beliefs towards knowledge and the process of building knowledge. A learner's motivation towards knowledge as an object influences their knowledge acquisition. In interpersonal relations,epistemic motivation is the desire to process information thoroughly,and thus grasp the meaning behind other people's emotions. In group settings,epistemic motivation can be defined as participants' willingness to expend effort to achieve a thorough,rich,and accurate understanding of the world,including the group task,or decision problem at hand,and the degree to which group members tend to systematically process and disseminate information.
Jonathan B. Freeman is an American psychologist and associate professor of psychology at Columbia University. He is best known for his work on the neuroscience of person perception and social cognition,as well as mouse-tracking methodology in cognitive science. His research focuses on the cognitive and neural mechanisms underlying split-second social judgments and their impact on behaviour.
Nalini Ambady was an Indian-American social psychologist and a leading expert on nonverbal behavior and interpersonal perception. She was born in Calcutta,India and earned her bachelor’s degree at Lady Shri Ram College for women,Delhi University. She furthered her education by moving to the United States for her master’s degree in psychology,from the College of William and Mary,and later received her PhD in social psychology from Harvard. While completing her research at Harvard,she met her husband Raj Marphatia,who was studying at Harvard Law school.
References
- 1 2 "Faculty". olin.wustl.edu. Retrieved 2022-11-01.
- ↑ "Five Women Scholars Appointed to Endowed Professorships". Women in Academia Report; Bartonsville. September 9, 2016 – via Proquest.
- ↑ Elfenbein, Hillary Anger (January 2013). "Nonverbal Dialects and Accents in Facial Expressions of Emotion". Emotion Review. 5 (1): 90–96. doi:10.1177/1754073912451332. ISSN 1754-0739. S2CID 147512640.
- ↑ Elfenbein, Hillary Anger; Ambady, Nalini (2002). "Is there an in-group advantage in emotion recognition?". Psychological Bulletin. 128 (2): 243–249. doi:10.1037/0033-2909.128.2.243. ISSN 1939-1455. PMID 11931518.
- ↑ Elfenbein, Hillary Anger (2022-09-14). "Emotion in Organizations: Theory and Research". Annual Review of Psychology. 74 (1): 489–517. doi: 10.1146/annurev-psych-032720-035940 . ISSN 0066-4308. PMID 36104000.
- ↑ Curhan, Jared R.; Elfenbein, Hillary Anger; Xu, Heng (2006). "What do people value when they negotiate? Mapping the domain of subjective value in negotiation". Journal of Personality and Social Psychology. 91 (3): 493–512. doi:10.1037/0022-3514.91.3.493. hdl: 1721.1/18234 . ISSN 1939-1315. PMID 16938032. S2CID 10166193.
- ↑ Elfenbein, Hillary Anger; Eisenkraft, Noah; Ding, Waverly W. (September 2009). "Do We Know Who Values Us?". Psychological Science. 20 (9): 1081–1083. doi:10.1111/j.1467-9280.2009.02396.x. ISSN 0956-7976. PMID 19572970. S2CID 26736042.
- ↑ Elfenbein, Hillary Anger; Ambady, Nalini (2002). "Predicting workplace outcomes from the ability to eavesdrop on feelings". Journal of Applied Psychology. 87 (5): 963–971. doi:10.1037/0021-9010.87.5.963. ISSN 1939-1854. PMID 12395820. S2CID 670253.
- ↑ Issues (2011-10-01). "From the Hill - Fall 2011". Issues in Science and Technology. Retrieved 2022-11-01.
- ↑ Shane Mauss (2022-08-05). "Episode 390: Emotional Intelligence, Hillary Anger Elfenbein". Here We Are Podcast (Podcast).
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