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What is Group Emotion?

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Introduction

Group emotion refers to the moods, emotions and dispositional affects of a group of people. It can be seen as either an emotional entity influencing individual members’ emotional states (top down) or the sum of the individuals’ emotional states (bottom up).

Top Down Approach

This view sees the group’s dynamic processes as responsible for an elusive feeling state which influences the members’ feelings and behaviour. This view, that groups have an existence as entities beyond the characters that comprise them, has several angles.

Effects on Individuals

One angle of this approach was depicted in early works such as Le Bon’s and Freud’s who reasoned that there is a general influence of a crowd or group which makes the members of the group “feel, think and act” differently than they would have as isolated individuals. The reassurance of belonging to a crowd makes people act more extremely. Also, the intense uniformity of feelings is overwhelming and causes people to be emotionally swept to join the group’s atmosphere. Thus, the effect of the group causes emotions to be exaggerated.

Norms

Another aspect of the group as a whole perspective sees the normative forces a group has on its members’ emotional behaviour such as norms for the amount of feelings’ expression and even which emotions it is best to feel. The group’s norms control which emotions would (or at least should) be displayed at a specific situation according to the group’s best interest and goals. The norms help differentiate felt emotions, what the individuals actually feel, from expressed emotions, what they display in the current situation. This perspective has practical implications as shown by researchers. Thus, according to this angle the group causes the emotions to be moderated and controlled.

Binding Force

Another perspective emphasizes the importance of emotional attraction in group settings. It defines group emotion as members’ desire to be together, and finds that emotional ties are a type of glue which holds groups together and influences the group’s cohesiveness and the commitment to the task. This perspective focuses on the positive emotions of liking the other group members and the task at hand.

Indicator

This perspective of the group as a whole approach studies the dynamic development of the group, from its establishment to its disassembly. Along the course the group changes in its interrelationships and interdependence amongst its members. These changes are accompanied by emotional processes which shape the outcome of the group. For instance, the midpoint in a group’s development is characterised by anxiety and anticipation about the capacity of the team to complete its goals, which drives teams to restructure their interaction patterns following the midpoint. Should the group harness these feelings and overcome the crisis stronger, its chances of completing the group’s goals are higher. In other cases, negative emotions towards members of the group or towards the task might jeopardise the group’s existence. This perspective sees the temporal changes of the emotions that govern the group.

Bottom Up

Contrary to the former approach, this approach views group-level emotion as the sum of its individuals’ affective compositions. These affective compositions are actually the emotional features each member brings with them to the group, such as: dispositional affect, mood, acute emotions, emotional intelligence, and sentiments (affective evaluations of the group). The team affective composition approach helps to understand the group emotion and its origins, and how these individual members’ affective predisposition combine to become one common entity. For the purpose of combining these individual characteristics, one can embrace several viewpoints:

Average Mood

Research has shown that by averaging the members’ dispositional affective tone it is possible to predict group-level behaviour such as absenteeism and prosocial behaviour. Also, when the average mood of employees was positive, it was positively related to the team’s performance.

Emotional Variance

Affective-homogenous groups are expected to behave differently from heterogeneous ones. The verdict is yet to be decided as to whether homogeneity is better than heterogeneity. In favour of affective homogeneity stand the notion that familiarity and similarity bring feelings of liking, comfort and positive emotions, and thus presumably better group outcomes and performances. It has long been found that people prefer to be in a group similar to them in many perspectives. A support for the positive effects of homogeneity can be found in a study that examined homogeneity in managers’ positive affectivity (PA) and its influence on several aspects of performance such as satisfaction, cooperation and financial outcome of the organisation. On the other hand, according to the view of opposites being beneficial, affective heterogeneity may lead to more emotional checks and balances which could then lead to better team performance. This was found to be true especially in groups where creativity is needed to complete the task appropriately. Homogeneity might lead to groupthink and hamper performance. It is necessary though for group members in heterogeneous groups to accept and allow one another to enact their different emotional roles.

Emotionally Extreme Members

Even if there is only one member in an otherwise averaged group which is extremely negative (or positive) in effect, that person might influence the affective state of the other members and cause the group to be much more negative (or positive) than would be expected from its mean-level dispositional affect. This mood shift might happen through emotional contagion, in which members are “infected” by others’ emotions, as well as through other processes. Emotional contagion has been observed even in absence of non-verbal cues, for example on online social networks like Facebook and Twitter.

Combining Approaches

The above approaches can be combined in a way that they maintain reciprocal relations. For instance, members bring dispositional affective states and norms for expressing them to the team. These components are then factors determining the creation of group norms, which may in turn alter the moods, feelings and their expression by the members. Thus, the top-down and bottom-up approaches coalesce along the dynamic formation and lifespan of teams.

Empirical Definition

One study compared the reports of team members to reports of outside-observers. It showed that team affect and emotions were observable by and agreed upon by outsiders as well as by members of the team interacting face to face. So, it is possible to identify the group’s affective tone by aggregating self-reports of members of the group, as well as by viewing the group from the outside and looking for emotional gestures, both verbal and nonverbal.

Affecting Group Emotion

Studies show that the leader of the team has an important part in determining the moods of their team’s members. Such that members of a team with a leader in a negative affective state tend to be more negative themselves than members of teams with a leader in a positive mood. However, any member of the group might influence the other members’ emotions. The leader may do so either by way of implicit, automatic, emotional contagion or by explicit, deliberate, emotional influence in order to promote his interests. Other factors that affect the forming of the group’s emotional state are its emotional history, its norms for expressing feelings and the broader organisational norms regarding emotions.

Influence on Performance

The emotional state of the group influences team processes and outcomes. For example, a group in a positive mood displays more coordination between members, yet sometimes the effort they apply is not as high as groups in a negative mood. Another role emotions play in group dynamics and performance is the relation between intra-group task-conflicts and relationship-conflicts. It is assumed that conflicts related to the task can be beneficial for achieving the goal, unless these task-conflicts lead to relationship-conflicts among the team members, in which case the performance is hindered. The traits that decouple task from relationship conflicts are emotional attributes such as emotional intelligence, intragroup relational ties, and norms for reducing or preventing negative emotionality. Hence aspects of group emotion affect the outcome. Other findings are that an increase in positive mood will lead to greater cooperativeness and less group conflict. Also, positive mood results in elevated perceptions of task performance.

Evolutionary-Psychological Perspective

According to the evolutionary psychology approach, group affect has a function of helping communication between members of the group. The emotional state of the group informs its members about factors in the environment. For instance, if everyone is in a bad mood it is necessary to change the conditions, or perhaps work harder to achieve the goal and improve the conditions. Also, shared affect in groups coordinates group activity through fostering group bonds and group loyalty.

Emotional Aperture

Emotional aperture has been defined as the ability or skill to perceive features of group emotions. Examples of features of group emotions include the level of variability of emotions among members (i.e. affective diversity), the proportion of positive or negative emotions, and the modal (i.e. most common) emotion present in a group. The term “emotional aperture” was first defined by the social psychologist, Jeffrey Sanchez-Burks and organisational theorist, Quy Huy. Analogous to adjusting a camera’s aperture setting to increase depth of field, emotional aperture involves adjusting one’s depth of field to bring into focus not solely the emotions of one person but also others scattered across a visual landscape. The difference between perceiving individual-level emotions versus group-level emotions is builds upon the distinction between analytic versus holistic perception.

On This Day … 08 February

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People (Deaths)

  • 1964 – Ernst Kretschmer, German psychiatrist and author (b. 1888).
  • 2007 – Ian Stevenson, Canadian-American psychiatrist and academic (b. 1918).

Ernst Kretschmer

Ernst Kretschmer (08 October 1888 to 08 February 1964) was a German psychiatrist who researched the human constitution and established a typology.

Kretschmer was born in Wüstenrot near Heilbronn. He attended Cannstatt Gymnasium, one of the oldest Latin schools in Stuttgart area. From 1906 to 1912 he studied theology, medicine, and philosophy at the universities of Tübingen, Munich and Hamburg. From 1913 he was assistant of Robert Gaupp in Tübingen, where he received his habilitation in 1918. He continued as assistant medical director until 1926.

In 1926 he became the director of the psychiatric clinic at Marburg University.

Kretschmer was a founding member of the International General Medical Society for Psychotherapy (AÄGP) which was founded on 12 January 1927. He was the president of AÄGP from 1929. In 1933 he resigned from the AÄGP for political reasons.

From 1946 until 1959, Kretschmer was the director of the psychiatric clinic of the University of Tübingen. He died, aged 75, in Tübingen.

Ian Stevenson

Ian Pretyman Stevenson (31 October 1918 to 08 February 2007) was a Canadian-born American psychiatrist. He worked for the University of Virginia School of Medicine for fifty years, as chair of the department of psychiatry from 1957 to 1967, Carlson Professor of Psychiatry from 1967 to 2001, and Research Professor of Psychiatry from 2002 until his death.

As founder and director of the university’s Division of Perceptual Studies, which investigates the paranormal, Stevenson became known for his research into cases he considered suggestive of reincarnation, the idea that emotions, memories, and even physical bodily features can be transferred from one life to another. Over a period of forty years in international fieldwork, he investigated three thousand cases of children who claimed to remember past lives. His position was that certain phobias, philias, unusual abilities and illnesses could not be fully explained by heredity or the environment. He believed that, in addition to genetics and the environment, reincarnation might possibly provide a third, contributing factor.

Stevenson helped found the Society for Scientific Exploration in 1982 and was the author of around three hundred papers and fourteen books on reincarnation, including Twenty Cases Suggestive of Reincarnation (1966), Cases of the Reincarnation Type (four volumes, 1975-1983) and European Cases of the Reincarnation Type (2003). His most ambitious work was the 2,268-page, two-volume Reincarnation and Biology: A Contribution to the Etiology of Birthmarks and Birth Defects (1997). This reported two hundred cases in which birthmarks and birth defects seemed to correspond in some way to a wound on the deceased person whose life the child recalled. He wrote a shorter version of the same research for the general reader, Where Reincarnation and Biology Intersect (1997).

Reaction to his work was mixed. In an obituary for Stevenson in The New York Times, Margalit Fox wrote that Stevenson’s supporters saw him as a misunderstood genius but that most scientists had simply ignored his research and that his detractors regarded him as earnest but gullible. His life and work became the subject of three supportive books, Old Souls: The Scientific Search for Proof of Past Lives (1999) by Tom Shroder, a Washington Post journalist, Life Before Life (2005) by Jim B. Tucker, a psychiatrist and colleague at the University of Virginia, and Science, the Self, and Survival after Death (2012), by Emily Williams Kelly. Critics, particularly the philosophers C.T.K. Chari (1909-1993) and Paul Edwards (1923-2004), raised a number of issues, including claims that the children or parents interviewed by Stevenson had deceived him, that he had asked them leading questions, that he had often worked through translators who believed what the interviewees were saying, and that his conclusions were undermined by confirmation bias, where cases not supportive of his hypothesis were not presented as counting against it.

What is Flutoprazepam?

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Introduction

Flutoprazepam (Restas) is a drug which is a benzodiazepine.

It was patented in Japan by Sumitomo in 1972 and its medical use remains mostly confined to that country. Its muscle relaxant properties are approximately equivalent to those of diazepam – however, it has more powerful sedative, hypnotic, anxiolytic and anticonvulsant effects and is around four times more potent by weight compared to diazepam. It is longer acting than diazepam due to its long-acting active metabolites, which contribute significantly to its effects. Its principal active metabolite is n-desalkylflurazepam, also known as norflurazepam, which is also a principal metabolite of flurazepam (trade name Dalmane).

Flutoprazepam is typically used for the treatment of severe insomnia and may also be used for treating stomach ulcers.

Flutoprazepam does not fall under the international Convention on Psychotropic Substances of 1971, and is currently unscheduled in the United States.

  • In Singapore, flutoprazepam is a Class C-Schedule II drug under the Misuse of Drugs Act.
  • In Thailand, flutoprazepam is a Schedule III psychotropic substance.
  • In Hong Kong, flutoprazepam is regulated under Schedule 1 of Hong Kong’s Chapter 134 Dangerous Drugs Ordinance.
    • Flutoprazepam can only be used legally by health professionals and for university research purposes.
    • The substance can be given by pharmacists under a prescription.
    • Anyone who supplies the substance without prescription can be fined $10000 (HKD).
    • The penalty for trafficking or manufacturing the substance is a $5,000,000 (HKD) fine and life imprisonment.
    • Possession of the substance for consumption without license from the Department of Health is illegal with a $1,000,000 (HKD) fine and/or 7 years of jail time.

What is Flunitrazolam?

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Introduction

Flunitrazolam (FNTZ, Flunazolam) is a triazolobenzodiazepine (TBZD), which are benzodiazepine (BZD) derivatives, that has been sold online as a designer drug, and is a potent hypnotic and sedative drug similar to related compounds such as flunitrazepam, clonazolam and flubromazolam.

Background

It was first definitively identified and reported to the EMCDDA Early Warning System, by an analytical laboratory in Germany in October 2016, and had not been described in the scientific or patent literature before this.

It is the triazole analogue of Flunitrazepam (Rohypnol).

The addition of the triazole ring to the scaffold increases potency significantly, this is evident as flunitrazolam is reported anecdotally to be active in the microgram level.

What is Flubromazepam?

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Introduction

Flubromazepam is a benzodiazepine derivative which was first synthesized in 1960, but was never marketed and did not receive any further attention or study until late 2012 when it appeared on the grey market as a novel designer drug.

It is a structural analogue of phenazepam in which the chlorine atom has been replaced by a fluorine atom.

An alternative isomer, 5-(2-bromophenyl)-7-fluoro-1,3-dihydro-2H-1,4-benzodiazepin-2-one or “iso-flubromazepam”, may have been sold under the same name.

United Kingdom

In the UK, flubromazepam has been classified as a Class C drug by the May 2017 amendment to The Misuse of Drugs Act 1971 along with several other designer benzodiazepine drugs.

United States

Flubromazepam, clonazolam, and flubromazolam are Schedule I controlled substances under Virginia State Law.

On This Day … 07 February

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People (Births)

People (Deaths)

  • 2015 – Marshall Rosenberg, American psychologist and author (b. 1934).

Alfred Adler

Alfred Adler (07 February 1870 to 28 May 1937) was an Austrian medical doctor, psychotherapist, and founder of the school of individual psychology.

His emphasis on the importance of feelings of inferiority, the inferiority complex, is recognised as an isolating element which plays a key role in personality development. Alfred Adler considered a human being as an individual whole, and therefore he called his psychology “Individual Psychology” (Orgler 1976).

Adler was the first to emphasize the importance of the social element in the re-adjustment process of the individual and to carry psychiatry into the community. A Review of General Psychology survey, published in 2002, ranked Adler as the 67th most eminent psychologist of the 20th century.

Marshall Rosenberg

Marshall Bertram Rosenberg (06 October 1934 to 07 February 2015) was an American psychologist, mediator, author and teacher.

Starting in the early 1960s, he developed nonviolent communication, a process for supporting partnership and resolving conflict within people, in relationships, and in society. He worked worldwide as a peacemaker and in 1984, founded the Centre for Nonviolent Communication, an international non-profit organisation for which he served as Director of Educational Services.

According to his biographer, Marjorie C. Witty, “He has a fierce face – even when he smiles and laughs. The overall impression I received was of intellectual and emotional intensity. He possesses a charismatic presence.”

What is Emotion Work?

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Introduction

Emotion work is understood as the art of trying to change in degree or quality an emotion or feeling.

Emotion work may be defined as the management of one’s own feelings, or work done in an effort to maintain a relationship; there is dispute as to whether emotion work is only work done regulating one’s own emotion, or extends to performing the emotional work for others.

Not to be confused with Emotional Labour and refer to Emotional Self-Regulation.

Hochschild

Arlie Russell Hochschild, who introduced the term in 1979, distinguished emotion work – unpaid emotional work that a person undertakes in private life – from emotional labour: emotional work done in a paid work setting. Emotion work has use value and occurs in situations in which people choose to regulate their emotions for their own non-compensated benefit (e.g., in their interactions with family and friends). By contrast, emotional labour has exchange value because it is traded and performed for a wage.

In a later development, Hochschild distinguished between two broad types of emotion work, and among three techniques of emotion work. The two broad types involve evocation and suppression of emotion, while the three techniques of emotion work that Hochschild describes are cognitive, bodily and expressive.

However, the concept (if not the term) has been traced back as far as Aristotle: as Aristotle saw, the problem is not with emotionality, but with the appropriateness of emotion and its expression.

Examples

Examples of emotion work include showing affection, apologizing after an argument, bringing up problems that need to be addressed in an intimate relationship or any kind of interpersonal relationship, and making sure the household runs smoothly.

Emotion work also involves the orientation of self/others to accord with accepted norms of emotional expression: emotion work is often performed by family members and friends, who put pressure on individuals to conform to emotional norms. Arguably, then, an individual’s ultimate obeisance and/or resistance to aspects of emotion regimes are made visible in their emotion work.

Cultural norms often imply that emotion work is reserved for females. There is certainly evidence to the effect that the emotional management that women and men do is asymmetric; and that in general, women come into a marriage groomed for the role of emotional manager.

Criticism

The social theorist Victor Jeleniewski Seidler argues that women’s emotion work is merely another demonstration of false consciousness under patriarchy, and that emotion work, as a concept, has been adopted, adapted or criticised to such an extent that it is in danger of becoming a “catch-all-cliché”.

More broadly, the concept of emotion work has itself been criticized as a wide over-simplification of mental processes such as repression and denial which continually occur in everyday life.

Literary Analogues

Rousseau in The New Heloise suggests that the attempt to master instrumentally one’s affective life always results in a weakening and eventually the fragmentation of one’s identity, even if the emotion work is performed at the demand of ethical principles.