For a long time the topic of Emotions and Moods did not receive any attention in organisational behaviour for two reasons: The first is the myth of rationality. According to Robbins and Judge (2013) since the late nineteenth century and the rise of scientific management, the rules at the workplace world discouraged display of emotions and emphasized rationality. A well-run organization was one that didn’t allow employees to express frustrations, fear, anger, love, hate, joy, grief, and similar feelings. The prevailing thought was that such emotions were the antithesis of rationality. Even though researchers and managers knew that emotions were an inseparable part of everyday life, they tried to create organizations that were emotion-free. That, of course, wasn’t possible.