Our understanding of emotions and moods can affect many aspects of organizational behavior. One implication from the evidence on EI is that employers should consider it a factor in hiring, especially for jobs that demand a high degree of social interaction. In fact, more employers are starting to use EI measures to hire people. Positive emotions and moods seem to help people make sound decisions. Positive emotions also enhance problem-solving skills, so positive people find better solutions.

One goal of leadership is to maximize employee productivity through creativity. Research suggests that people in good moods tend to be more creative and produce more ideas. Leaders who focus on inspirational goals generate greater optimism, cooperation, and enthusiasm in employees, leading to more positive social interactions with coworkers and customers. Workers’ emotional states influence the level of customer service they give, which in turn influences levels of repeat business and customer satisfaction.

Anyone who has spent much time in an organization realizes people can behave in ways that violate established norms and threaten the organization, its members, or both. These actions are called counterproductive work behaviors (CWBs). People who feel negative emotions are more likely than others to engage in deviant behavior at work. Selecting positive team members can contribute toward a positive work environment because positive moods transmit from team member to team member.