plutchiks-wheel-of-emotions

What is Plutchik’s wheel of emotions? Plutchik’s wheel of emotions in a nutshell

Plutchik’s wheel of emotions is a framework illustrating the various relationships between human emotions. Plutchik’s wheel of emotions was developed by American psychologist Robert Plutchik in 1980 to help people make sense of their sometimes mysterious or overwhelming feelings.

AspectExplanation
Concept OverviewPlutchik’s Wheel of Emotions is a psychological model developed by American psychologist Robert Plutchik in 1980. It provides a visual representation of human emotions and their relationships. The wheel arranges emotions in a circular structure, categorizing them into eight primary emotions and various secondary emotions based on their intensity and combinations. Plutchik’s model helps individuals and psychologists understand the complexity of human emotions and how they relate to one another. It has been influential in the fields of psychology, therapy, and emotional intelligence.
Primary Emotions– Plutchik’s model identifies eight primary emotions arranged in pairs of opposites: 1. Joy vs. Sadness: The emotions associated with happiness and pleasure are on one end, while those linked to unhappiness and sorrow are on the opposite end. 2. Anger vs. Fear: Emotions related to anger, irritation, or frustration are on one side, whereas those associated with fear, anxiety, and apprehension are on the other. 3. Trust vs. Disgust: Trust, acceptance, and admiration are situated opposite to emotions of disgust, rejection, and aversion. 4. Surprise vs. Anticipation: Surprise, astonishment, and amazement are contrasted with emotions of anticipation, interest, and expectation.
Secondary Emotions– The secondary emotions in Plutchik’s model are combinations of the primary emotions. For example, combining joy and trust results in love, while combining anger and fear leads to aggressiveness. These secondary emotions help explain the complexity of human emotional experiences.
Intensity Levels– Emotions in the wheel can vary in intensity, from mild to intense. For instance, a mild form of anger might be annoyance, while a more intense form could be rage. This intensity spectrum provides a nuanced understanding of emotional experiences.
Applications– Plutchik’s Wheel of Emotions has various applications: 1. Psychology and Therapy: Used in therapy to help individuals identify and understand their emotions, fostering emotional awareness and regulation. 2. Education: Employed in educational settings to teach emotional intelligence and empathy. 3. Communication: Enhances interpersonal communication by aiding individuals in expressing their feelings more accurately. 4. Art and Literature: Influences the creation of relatable characters and emotional narratives in art, literature, and storytelling. 5. Marketing: Utilized in marketing and advertising to evoke specific emotional responses in consumers.
Benefits and Impact– Understanding Plutchik’s Wheel of Emotions offers several benefits and impacts: 1. Emotional Awareness: Enhances emotional awareness, enabling individuals to recognize and label their feelings more effectively. 2. Improved Communication: Facilitates clearer communication of emotions, reducing misunderstandings in personal and professional relationships. 3. Emotional Regulation: Helps individuals manage and regulate their emotions more successfully. 4. Empathy: Fosters empathy and understanding of others’ emotional experiences. 5. Artistic Expression: Supports artists and creators in conveying complex emotions in their work. 6. Self-Discovery: Encourages self-discovery and introspection, leading to personal growth and well-being.
Criticism– Some critics argue that Plutchik’s model oversimplifies the intricate nature of human emotions and that emotions cannot always be neatly categorized into discrete categories. Additionally, cultural and individual variations in emotional expression are not fully addressed in the model. Nevertheless, Plutchik’s Wheel remains a valuable tool for promoting emotional awareness and understanding.

Understanding Plutchik’s wheel of emotions

Plutchik based his framework on the psycho-evolutionary theory of emotion, which he also developed.

The theory argues emotions have a long evolutionary history, adapting and evolving to increase human reproductive fitness. 

Plutchik also believed emotion played an important role in survival and involved both a cognitive and behavioral response.

For example, a person encountering a snake may conclude they are in danger (cognition) and then experience fear (emotion) as a result.

This fear then motivates them to take action that improves their chances of survival.

Though it is thought humans experience over 34,000 different emotions, Plutchik identified just eight that serve as the foundation for every other emotion.

By learning to identify these eight emotions, the individual can help the sometimes impulsive human mind remain objective when the fight or flight response is triggered.

The eight basic emotions of Plutchik’s wheel

The eight basic emotions are arranged in opposite pairs around Plutchik’s wheel. 

The four pairs include joy and sadness, trust and disgust, fear and anger, and surprise and anticipation. This means joy is the opposite of sadness and trust is the opposite of disgust, and so on.

The wheel itself is arranged in a series of color-coordinated spokes in three layers representing by circles. 

Let’s take a look at the constituent parts of Plutchik’s wheel below:

Outer edges

Along the outer edges are low-intensity emotions such as boredom, distraction, acceptance, and interest.

Toward the center

As one moves toward the center of the wheel, deepening colors represent mild emotions as they intensify and become the eight basic emotions.

For example, boredom becomes disgust, distraction becomes surprise, and interest becomes anticipation.

Centre circle

The center circle houses the most intense manifestations of each basic emotion.

These include loathing (disgust), rage (anger), vigilance (anticipation), ecstasy (joy), admiration (trust), terror (fear), amazement (surprise), and grief (sadness).

Between the spokes

Between each colored spoke are what Plutchik called mixed emotions.

For example, disapproval arises from a combination of sadness and surprise.  Optimism arises from a combination of anticipation and joy.

Using Plutchik’s wheel of emotions

There are two ways for individuals to use the wheel:

The two-dimensional circle

The two-dimensional circle is the simplest way to use Plutchik’s wheel.

This approach allows the individual to identify the primary emotions they are feeling and how they combine to create secondary emotions.

The three-dimensional ellipse

Using the three-dimensional ellipse approach, the individual can analyze the emotional intensity of their primary and secondary emotions.

Both approaches help the individual determine their emotions, which can sometimes be difficult to identify because they are processed subconsciously.

Specifically, the wheel encourages individuals to:

  • Attend to their own emotions through patience and curiosity.
  • Talk about their emotions and portray their true feelings to others.
  • Accept that feeling a wide gamut of emotions in life is healthy and normal, and
  • Adopt healthier, more constructive ways of reacting to a particular situation by substituting negative emotions with more positive emotions.

Drawbacks of Plutchik’s Wheel of Emotions

  1. Simplistic Representation: One of the main drawbacks of Plutchik’s Wheel is its simplistic representation of emotions. It reduces the richness and complexity of human emotions to a finite set of categories, which may not fully capture the intricacies of individual experiences.
  2. Lack of Cultural Sensitivity: The model’s universality has been questioned, as it does not account for cultural variations in the perception and expression of emotions. Emotions can be influenced by cultural norms and values, which this model does not address.
  3. Contextual Variations: Plutchik’s Wheel does not consider the context in which emotions occur. Emotions are often context-dependent, and their meaning and impact can change based on the situation and personal experiences.
  4. Static Nature: Emotions are dynamic and can evolve over time. Plutchik’s model presents emotions as static categories, while in reality, they can shift, blend, and change in response to evolving circumstances.

When to Use Plutchik’s Wheel of Emotions

  1. Therapy and Counseling: Plutchik’s Wheel can be useful in therapeutic settings to help clients identify and express their emotions, facilitating discussions about emotional well-being.
  2. Educational Context: Educators can use the model to teach emotional intelligence and self-awareness to students, helping them better understand and manage their emotions.
  3. Art and Creative Expression: Artists, writers, and creators can draw inspiration from the model to explore and convey a wide range of emotions in their work.
  4. Conflict Resolution: Plutchik’s Wheel can aid in understanding the emotions involved in conflicts and guide conflict resolution strategies.

Expected Long-Term Impact from Using Plutchik’s Wheel

  1. Emotional Awareness: Continued use of the model can lead to increased emotional awareness and self-understanding, contributing to personal growth and improved well-being.
  2. Effective Communication: Understanding the nuances of emotions can enhance interpersonal relationships and communication, both in personal and professional settings.
  3. Emotional Regulation: Over time, individuals can learn to regulate their emotions more effectively, leading to better stress management and mental health outcomes.
  4. Conflict Resolution Skills: Those who regularly employ the model may develop more effective conflict resolution skills by identifying and addressing emotions at the root of conflicts.

Related Business Frameworks

While Plutchik’s Wheel of Emotions is primarily a psychological model, it can find relevance in various business contexts:

  1. Emotional Intelligence (EI) Framework: Plutchik’s model can complement EI frameworks by providing a visual representation of emotions, helping individuals and teams develop their emotional intelligence.
  2. Customer Experience Mapping: Understanding and analyzing customer emotions is a crucial aspect of customer experience mapping, which can benefit from the insights offered by Plutchik’s Wheel.
  3. Brand Management: Marketers and brand managers can use the model to assess and shape the emotional associations customers have with their brands, influencing brand perception and loyalty.
  4. Employee Engagement: In the workplace, recognizing and addressing employees’ emotions can be crucial for enhancing engagement, job satisfaction, and overall productivity.
  5. Conflict Resolution Strategies: Plutchik’s Wheel can aid businesses in developing conflict resolution strategies that take into account the emotional aspects of disputes within teams or with clients and partners.

Key takeaways

  • Plutchik’s wheel of emotions is a framework illustrating the various relationships between human emotions. It was invented by American psychologist Robert Plutchik in 1980 to help people make sense of the subconscious expression of emotions.
  • Plutchik’s wheel of emotions is based on eight basic emotions which, in various degrees and combinations, describe every other emotion a person experiences. The eight emotions include anger, anticipation, joy, trust, fear, surprise, sadness, and disgust.
  • Plutchik’s wheel of emotions helps individuals attend to their life experiences with patience and curiosity and express their true feelings to others. Perhaps most importantly, Plutchik’s wheel can be used to adopt healthier, more constructive ways of reacting to a situation.
Related FrameworksDescriptionWhen to Apply
Emotion RegulationEmotion Regulation refers to the ability to manage and modify one’s emotional responses to adapt to different situations. – It involves strategies such as cognitive reappraisal, mindfulness, and expressive suppression to regulate emotions effectively.– When individuals need to manage their emotions in stressful or challenging situations, employing Emotion Regulation techniques helps maintain emotional balance and enhance resilience.
Emotional Intelligence (EI)Emotional Intelligence (EI) encompasses the ability to recognize, understand, and manage one’s own emotions as well as the emotions of others. – It involves skills such as self-awareness, self-regulation, empathy, and social skills.– When individuals or teams aim to improve their interpersonal relationships, communication, and overall effectiveness, developing Emotional Intelligence enhances emotional awareness and fosters positive interactions.
Positive PsychologyPositive Psychology focuses on understanding and promoting factors that contribute to human flourishing and well-being. – It emphasizes strengths, positive emotions, resilience, and personal growth.– When individuals or organizations seek to cultivate a positive mindset, enhance well-being, and foster psychological resilience, adopting principles of Positive Psychology promotes a strengths-based approach to life and work.
Cognitive Behavioral TherapyCognitive Behavioral Therapy (CBT) is a psychotherapeutic approach that helps individuals identify and change negative thought patterns and behaviors. – It aims to replace maladaptive thoughts and behaviors with healthier alternatives through cognitive restructuring and behavior modification techniques.– When individuals struggle with negative emotions or maladaptive behaviors, engaging in Cognitive Behavioral Therapy offers practical strategies to challenge and reframe unhelpful thoughts, leading to improved emotional well-being and coping skills.
Dialectical Behavior TherapyDialectical Behavior Therapy (DBT) is a form of psychotherapy that combines cognitive-behavioral techniques with mindfulness practices. – It helps individuals develop skills to manage distress, regulate emotions, improve interpersonal relationships, and tolerate emotional discomfort.– When individuals experience difficulties in emotion regulation, impulse control, or interpersonal conflicts, participating in Dialectical Behavior Therapy equips them with practical tools to cope with intense emotions and navigate challenging situations effectively.
Self-CompassionSelf-Compassion involves treating oneself with kindness, understanding, and acceptance, especially in moments of failure or suffering. – It entails recognizing one’s common humanity, being mindful of one’s experiences, and responding to oneself with self-kindness rather than self-criticism.– When individuals face self-doubt, self-criticism, or feelings of inadequacy, practicing Self-Compassion fosters resilience and emotional well-being by offering oneself support, understanding, and kindness.
MindfulnessMindfulness is the practice of being present and fully engaged in the present moment, without judgment. – It involves cultivating awareness of one’s thoughts, emotions, and sensations with acceptance and openness.– When individuals experience stress, anxiety, or rumination, engaging in Mindfulness practices promotes emotional balance, reduces reactivity, and enhances overall well-being by fostering a non-judgmental awareness of the present moment.
Acceptance and Commitment Therapy (ACT)Acceptance and Commitment Therapy (ACT) is a form of psychotherapy that helps individuals accept their thoughts and feelings while committing to actions aligned with their values. – It emphasizes psychological flexibility, mindfulness, and values-based living to promote psychological resilience and well-being.– When individuals struggle with emotional distress, avoidance, or difficulty making life changes, participating in Acceptance and Commitment Therapy encourages acceptance of internal experiences and empowers individuals to take meaningful action toward valued life goals.
Transactional Analysis (TA)Transactional Analysis (TA) is a psychoanalytic theory and therapy approach that focuses on understanding and improving communication and interpersonal relationships. – It involves analyzing ego states, transactions, and scripts to promote self-awareness, autonomy, and effective communication.– When individuals encounter communication challenges, conflicts, or relationship difficulties, applying Transactional Analysis concepts enhances awareness of interpersonal dynamics, fosters effective communication, and facilitates healthy relationships by recognizing and addressing patterns of interaction.
Neuro-Linguistic Programming (NLP)Neuro-Linguistic Programming (NLP) is an approach to communication, personal development, and psychotherapy that explores the relationship between language, behavior, and subjective experience. – It offers techniques and strategies to change patterns of thought and behavior for personal growth and improvement.– When individuals seek to overcome limiting beliefs, develop confidence, or improve communication skills, practicing Neuro-Linguistic Programming provides tools and techniques to reframe perceptions, change behaviors, and achieve desired outcomes through effective communication and self-awareness.

Connected Business Concepts

Herzberg’s Two-Factor Theory

herzbergs-two-factor-theory
Herzberg’s two-factor theory argues that certain workplace factors cause job satisfaction while others cause job dissatisfaction. The theory was developed by American psychologist and business management analyst Frederick Herzberg. Until his death in 2000, Herzberg was widely regarded as a pioneering thinker in motivational theory.

Maslow’s Hierarchy of Needs

maslows-hierarchy-of-needs
Maslow’s Hierarchy of Needs was developed by American psychologist Abraham Maslow. His hierarchy, often depicted in the shape of a pyramid, helped explain his research on basic human needs and desires. In marketing, the hierarchy (and its basis in psychology) can be used to market to specific groups of people based on their similarly specific needs, desires, and resultant actions.

Extrinsic vs. Intrinsic Motivation

extrinsic-vs-intrinsic-motivations
Extrinsic motivation refers to behavior that is motivated by the prospect of earning a reward or avoiding a punishment. Intrinsic motivation refers to behavior that is motivated by the desire to do something for its own sake. There is no obvious, external reward for behaving a certain way. 

Theory X and Theory Y

theory-x-and-theory-y
Theory X and Theory Y were developed in the 1960s by American management professor and social psychologist Douglas McGregor. McGregor believed there were two fundamental approaches to managing people in the workplace to get things done and benefit the organization. Theory X and Theory Y are theories of motivation used by managers to increase the performance of subordinates.

ERG Theory

erg-theory
The ERG theory was developed by American psychologist Clayton Alderfer between 1961 and 1978.  The ERG theory is a motivational model based on Maslow’s hierarchy of needs. The ERG theory is based on an acronym of three groups of core needs: existence, relatedness, growth.

Groupthink

groupthink
Groupthink occurs when well-intentioned individuals make non-optimal or irrational decisions based on a belief that dissent is impossible or on a motivation to conform. Groupthink occurs when members of a group reach a consensus without critical reasoning or evaluation of the alternatives and their consequences.

Wheel of Life

wheel-of-life
The idea behind the wheel of life is credited to self-improvement pioneer Paul Meyer who founded the Success Motivation Institute in 1960. Despite numerous interpretations of the wheel of life in more recent years, each version shares the common purpose of personal transformation.

Job Characteristics Model

job-characteristics-model
Hackman and Oldham’s job characteristics model is a framework that businesses use to design jobs that facilitate employee motivation. Hackman and Oldham’s model is based on the idea maintaining motivation in the workplace lies in the job itself. While mundane tasks were found to decrease productivity, more varied tasks had the opposite effect. Hackman and Oldham identified five job characteristics that enrich a role and cause employee motivation, satisfaction, and performance to increase: skill variety, task identity, task significance, task autonomy, and feedback. These factors are linked with three psychological states that improve an employee’s motivation in the workplace.

Premack Principle

premack-principle
The Premack principle posits that an individual will perform a less preferred activity (low probability behavior) to obtain access to a more preferred activity (high probability behavior). The Premack principle was developed after a study of capuchin monkeys conducted by David Premack in 1965. Premack later conducted a similar experiment with children and found that irrespective of their preference between pinball and candy, they would perform the less desirable activity to get what they wanted. The Premack principle can also be useful in some workplace scenarios as an employee motivation tactic.

First-Principles Thinking

first-principles-thinking
First-principles thinking – sometimes called reasoning from first principles – is used to reverse-engineer complex problems and encourage creativity. It involves breaking down problems into basic elements and reassembling them from the ground up. Elon Musk is among the strongest proponents of this way of thinking.

Ladder Of Inference

ladder-of-inference
The ladder of inference is a conscious or subconscious thinking process where an individual moves from a fact to a decision or action. The ladder of inference was created by academic Chris Argyris to illustrate how people form and then use mental models to make decisions.

Six Thinking Hats Model

six-thinking-hats-model
The Six Thinking Hats model was created by psychologist Edward de Bono in 1986, who noted that personality type was a key driver of how people approached problem-solving. For example, optimists view situations differently from pessimists. Analytical individuals may generate ideas that a more emotional person would not, and vice versa.

Second-Order Thinking

second-order-thinking
Second-order thinking is a means of assessing the implications of our decisions by considering future consequences. Second-order thinking is a mental model that considers all future possibilities. It encourages individuals to think outside of the box so that they can prepare for every and eventuality. It also discourages the tendency for individuals to default to the most obvious choice.

Lateral Thinking

lateral-thinking
Lateral thinking is a business strategy that involves approaching a problem from a different direction. The strategy attempts to remove traditionally formulaic and routine approaches to problem-solving by advocating creative thinking, therefore finding unconventional ways to solve a known problem. This sort of non-linear approach to problem-solving, can at times, create a big impact.

Moonshot Thinking

moonshot-thinking
Moonshot thinking is an approach to innovation, and it can be applied to business or any other discipline where you target at least 10X goals. That shifts the mindset, and it empowers a team of people to look for unconventional solutions, thus starting from first principles, by leveraging on fast-paced experimentation.

Biases

biases
The concept of cognitive biases was introduced and popularized by the work of Amos Tversky and Daniel Kahneman in 1972. Biases are seen as systematic errors and flaws that make humans deviate from the standards of rationality, thus making us inept at making good decisions under uncertainty.

Bounded Rationality

bounded-rationality
Bounded rationality is a concept attributed to Herbert Simon, an economist and political scientist interested in decision-making and how we make decisions in the real world. In fact, he believed that rather than optimizing (which was the mainstream view in the past decades) humans follow what he called satisficing.

Dunning-Kruger Effect

dunning-kruger-effect
The Dunning-Kruger effect describes a cognitive bias where people with low ability in a task overestimate their ability to perform that task well. Consumers or businesses that do not possess the requisite knowledge make bad decisions. What’s more, knowledge gaps prevent the person or business from seeing their mistakes.

Occam’s Razor

occams-razor
Occam’s Razor states that one should not increase (beyond reason) the number of entities required to explain anything. All things being equal, the simplest solution is often the best one. The principle is attributed to 14th-century English theologian William of Ockham.

Mandela Effect

mandela-effect
The Mandela effect is a phenomenon where a large group of people remembers an event differently from how it occurred. The Mandela effect was first described in relation to Fiona Broome, who believed that former South African President Nelson Mandela died in prison during the 1980s. While Mandela was released from prison in 1990 and died 23 years later, Broome remembered news coverage of his death in prison and even a speech from his widow. Of course, neither event occurred in reality. But Broome was later to discover that she was not the only one with the same recollection of events.

Crowding-Out Effect

crowding-out-effect
The crowding-out effect occurs when public sector spending reduces spending in the private sector.

Bandwagon Effect

bandwagon-effect
The bandwagon effect tells us that the more a belief or idea has been adopted by more people within a group, the more the individual adoption of that idea might increase within the same group. This is the psychological effect that leads to herd mentality. What in marketing can be associated with social proof.

Read Next: BiasesBounded RationalityMandela EffectDunning-Kruger EffectLindy EffectCrowding Out EffectBandwagon Effect.

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