Emotional Labor During The Organizational Sciences

Although originally written in 1983, The Managed Heart is still an up to date look at an interesting concept: combining emotional feelings with the work one does. At first glance, the notion that emotions may have an impact on one’s work environment seems almost a non-issue. However, Hochschild is not saying that; rather, Hochschild looks at the effect of emotions in the workplace, but also the interaction of those emotions with the work itself. The author’s interest in this topic began at an early age, 12, when she recounts an event in her life: her parents, part of the U.S. Foreign Service, entertained diplomats. Hochschild describes the question that came to her mind as she looked up into the smiling face of a

In “Exploring the Managed Heart” by Arlie Russel Hochschild and “All the Happy Workers” by William Davies, the authors agree that the emotions of employees are influenced by corporations in order to increase profit, but while Davies suggests workers can resist this phenomenon, Hochschild argues that employees will be affected, even in their private lives. Hochschild uses the term “transmutation,” which is the blending of a worker’s private and public life, to show how corporation’s requirements for “emotional labor” affect the employee’s personal lives (15). To support how corporations are effecting workers personal lives, Hochschild states “transmutation of an emotional system to convey that what we do privately often, unconsciously, to feelings...

It is also essential for us to find the “appropriate” emotion during work. If we cannot find the emotional boundaries between appropriate and inappropriate, we might face either underinvolvement or overinvolvement (Skovholt & Rønnestad, 2003, p.50). Although the human service career is rewarding, doesn't mean it's going to be easy. Every day we need to face clients with different issues, and our daily day is highly possible be emotional draining because of struggling individuals. Learning how to control our emotion inside or outside of our workplace is one of the important lesson in our career life. In addition, our unfinished business in our life could definitely make things difficult. Maintain wellness is important for every human service professional. We all know that unfinished personal concerns can limit the helper’s ability to build a working alliance with a client, that’s why we need to attend other counseling and understand how to help ourselves before we help

Emotional Labour can be described in a vast amount of ways. One definition is “the management of feeling to create a publicly observable facial and bodily display; emotional labour is sold for a wage and therefore has exchange value” (Hochschild, 2003, p. 7).

Emotional Labor is a term coined by Arlie Hochschild (2012) in The Managed Heart: The Commercialization of Human Feeling as the action of having to controlling one’s emotions and following what she classifies as “feeling rules” for the purpose of getting paid (Hochschild 2012: 7). Feeling rules can be defined as rules that dictate and teach us what feeling is or is not appropriate in a particular social setting

Emotional Labor is a person’s ability to accurately analysis their internal emotion, decide if it is compatible with the required response to a situation and then change their external expressions to compensate for any differences or competing discrepancies. The Free Dictionary describes this as, “...the process of managing feelings and expressions to fulfill the emotional requirements of a job” (Farlex, n.d.). Some people are better at this skill than others. A person with a high level of empathy, emotional intelligence, and maturity is able to find the correct way to look, act, and know what to say. If you want to find someone that practices emotional labor you need to only look at the following professions: emergency dispatchers, police

In many companies there is a r¬¬eal urgency in the need to take on some form of emotional labour. Emotional labour is therefore the ‘control of a person 's behaviour to display the appropriate emotions’ (Chu, 2002). This suggests that an individual either suppresses or conceals ones emotion in order to correspond to social norms. Hochschild first introduced this concept of ‘Emotional Labour’ in her book ‘The Managed Heart’ in 1983. In her book, she discussed workforce management and how their views construct ‘publicly observable facial and bodily displays’ (Hochschild, 1983). In juxtaposition to this, emotions are associated to specific reasons/events to which disrupt thought patterns and attitudes. They are momentary and are communicated orally and non-orally. Consequently an individual’s performance of emotions, include ‘a complex combination of facial expression, body language, spoken words and tone of voice’ (Rafaeli and Sutton, 1987).

In the research there is a gathering of discussion on the possible negative impacts of emotional labour, frequently prompting burnout. Dawn did not experience the ill effects of emotional labour like that. Dawn thinks that the care homes management would genuinely not care how polite she acted, but as long as she got her work done without any problems. Management’s element of trust gives her the independence to act in her favour. If a patient has a bad attitude, she tries to understand why they may feel the need to act like that, not as a strategy act but because understanding what a patient needs is the correct way to

First, emotional intelligence is a characteristic employers deem important. In today’s business world, employers are increasingly seeking potential candidates with high emotional intelligence because these individuals are adaptable and better equipped to work in teams. Second, stress can hinder a person’s ability to handle change. Specifically, my results have shown me that the amount of stress in my life has caused my body’s defenses to become compromised. As a result, it has been difficult adjusting to the array of changes in my life, which explains why I have been experiencing insomnia from time to time. Last, an individual’s emotional intensity can have consequences at work. For instance, if a person is a judge, he or she cannot showcase high emotional intensity, because it is mandatory for individuals in this profession to keep their

Emotional labor is when an employee has to control and hide their feelings and emotions whole at work. Jobs that involve emotion labor include, nurses, ems, morticians, and dispatchers. A time I was put in this situation is when my boyfriend passed away and I still had to go to work. I am a server and bartender and that’s how I made my money to pay bills and take care of my needs. Missing days on end of work hurts when I am in need of money. It was hard to have to do that but like the meaning of emotional labor this was what I had to do while at work, hide my feelings and emotions. Emotional dissonance is when there is a negative feeling that is being established within a person who is observing their emotions as a possible problem with their identity. Potential consequences with emotional dissonance include job dissatisfaction which leads to lack of performance or interest. Ways that organizations can help minimize this would include social support and teaching problem solving

While labor can and is often seen as work that is done physically, it is also seen as an act which necessitates using mind and soul. Depending on the area in which an individual works, it can lean towards using all three – body, mind, and soul – to be successful. It is at this point that Emotional Labor (Hochschild, 1983) begins to take its place in the work environment. Emotional Labor is using self to perform work where an employee creates a pleasant atmosphere by giving good customer service. The ability to use self as a means to perform better on the job may have larger implications than we know of. This paper will look at different ideas which contribute to Emotional Labor as a workplace construct and the effects it has on the

The Psychodynamic Theory focuses on how unconscious needs and internal emotions affect emotional development and motivate or drive human behaviour (Woods & Robinson 2006). This is highly relevant to the case as Emily explained how much she really loved her job and her colleagues, and that leaving was not her choice. Through understanding the relationship between the people and their experiences, the organisation can easily recognize the defence mechanisms of Emily, which is necessary for understanding emotional self-regulation. The application of

Extracted cues represent what was noticed as worthy of attention. Extracted cues, then, can provide insight into how people choose to pay attention to emotions in organizations, creating the potential to both challenge and reinforce the rationality/emotionality duality in the workplace.

In our everyday lives, we are constantly interacting with other individuals. These interactions have an effect on our emotions. We have to learn how to identify and deal with these emotions because they have a direct effect on how we deal with issues at work. Individuals can work their way through this process by becoming aware of the importance of emotional intelligence.

This paper is aimed at evaluating my own emotional intelligence while subsequent parts of the paper will discuss how this emotional intelligence affects other aspects of human life like business, religion and politics. In this part of the paper, I will reflect on and demonstrate the skills and the knowledge needed to enable one to accurately see and understand the emotional strengths, weaknesses and nuances of other workers at the workplace.