Emotional Labor : Modern Day Capitalist Society

Both A.R Hochschild in “Exploring The Managed Heart” and William Davies in “All Happy Workers” argue that managers are too focused on their employees’ public emotions rather than their private feelings, therefore revealing a lack of empathy for their employees’ emotions. In “Exploring The Managed Heart” Arlie Russel Hochschild addresses the issues of corporations being more concerned with worker’s emotions than their feelings. Employees’ have to suppress their feelings in order to produce proper body language to consumers; Hochschild defines this as “emotional labor” therefore, workers unconsciously integrate their private feelings with their public feelings which can cause the workers to feel drained from their genuine feelings (7). Hochshild

Interaction is an important concept in sociology, and it has been studied from multiple different perspectives. Both Erving Goffman and Arlie Hochschild have made notable contributions to the sociological study of interaction. According to Erving Goffman’s The Presentation of Self in Everyday Life, interaction can be explained through a dramaturgical model. Within the dramaturgical model, interactions are portrayed as performances, as if a particular social environment is a stage, and the people in that social environment are actors (Goffman). Erving Goffman’s sociological interpretation of interaction is extended by Arlie Hochschild in her piece Feelings Management. Hochschild focuses specifically on performances that are put on in the workplace. Acting in the workplace has become a necessity in the service industry because in many cases, people must act warm and welcoming in order to keep their jobs. This method of acting happy and upbeat in the service industry is called emotional labor. However, as Hochschild explains, emotional labor can cause a strain on service workers, especially when they must act cheerful, even when they feel upset and distressed. The discrepancy between a person’s true emotions and their feigned emotional state is known as emotive dissonance. Continued emotive dissonance can lead to spillover, in which a person’s true emotions come out because they can no longer hold back these emotions. Though emotional labor began in the workplace, Hochschild

The workers at the deli chain Pret A Manger is used as a prime example of this by Timothy Noah in his article “Labor of Love.” Noah’s article builds primarily off the work of Arlie Hochschild, who defined “emotional labor,” which is is when employees must "induce or suppress” emotions in order to make the customer "experience a positive feeling" (1-2). According to Noah, Pret’s employees are extreme examples of “emotional laborers,” as they must follow set “Pret Behaviors” at all times. These rules of behavior make positivity and smiling mandatory, and subsequently all Pret workers must not only serve customers food, but also cater to their emotions (2-3). If employees fail to uphold their happy facade they face repercussions, often in the form of withheld bonuses (3). Noah states the stress to perform to these standards at all times makes the employees into “enthusiasm cops,” watching and enforcing these emotional behaviors onto one another, and as Noah puts it, “further constricting any space for a reserved and private self” (3). It is in this way that Pret manipulates its own workers into doing extra work (emotional labor and the enforcement of it) without extra

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

Essentially corporations are treating human emotion as if it were something that can be corrected by regular exercise. Consequently, corporations have their managers be more friend-like to the employees to increase morale, and monitor employee emotion. Although friendly management began with good intent, it extends the corporation’s reach into the employees’ personal lives. With managers as friends the employee is not able to fully detach from emotions associated with work. The only way to avoid a manager that is a friend is to call in sick; this is also one way to resist the control of the corporation (paragraph 22). Both authors agree that emotions generated by an employees’ job blend into their personal lives over time due to the control the company has over its employees. Davies contends that the emotional control stems from overly friendly management, and Hochschild believes the control stems from regulation of certain emotions while on the job. Either view leads to the realization that corporations have exerted an inescapable control on their employees’

“Competition which is motivated by a goal of individual achievement, or egoistic dominance, also requires of its participants a degree of emotional insensitivity to feelings of hurt and loss in defeated others, and a measure of emotional insensitivity to protect oneself from being vulnerable to manipulation by others” (Devor 420). This quote is referring to men and their efforts to be emotionally distant when it comes to work and others in a public setting. Traditionally, emotions are a weakness especially amongst men because they are supposed to represent strength and support towards their partners and families. In serious career fields, especially STEM fields, there is a sense of focus required to obtain accurate results in whatever a person is working on. They cannot let emotions get in the way because it can cause a distraction from the work at hand and cause clouded judgements when discussing the given topics. Jahren lets emotion overwhelm her and gives into her thoughts while working on glass tubes that must be filled with chemicals. The task she is performing requires the person’s full attention and skill for it to be created correctly and not cause any accidents. Jahren states, “I had left it a minute while daydreaming and far more gas had been trapped than the tube could hold” (pg. 83). Her focus was in her daydreams instead of on the task she was trying to complete. The tube she was working on exploded and caused a chain reaction of explosions and lead to glass going everywhere around the room almost hitting Jahren and Bill. This one careless action could have killed one, if not both, of them. Her lapse in focus plays into traditional stereotype that women tend to fall victim to their emotions and thoughts very easily and their attention is taken away from the tasks at hand. Therefore, women are not taken as seriously in more

This section will primarily focus on analyzing Hochschild’s theory of emotional labour amongst the three main characteristics it entails. It will first define emotional labour which will be followed by an explanation of the three characteristics involved. The topics covered are quite relevant because it is crucial to first understand the theory of emotional labour in

A concept of “emotional competency” Carol Saarni (1990) articulates involves awareness of our own emotions, including multiple emotions experience simultaneously, the ability to recognize and empathize with others’ emotions, awareness of the impact of our expression of emotions on others, and sensitivity to cultural rules for expressing emotions (as cited in Wood, J. T., 2010, p. 171) I felt mirrored a personal and career mission statement of mine.

Your objestive is a sure possible way to move your audience. Make your self cry dose nothing for the audience there is know emotion behinde it. Lots of people can make them self cry but most people can’t move a audience. If you have a good ehough objective and you play is with furiious passion, the emotion will come through to the audience. iT is the homework you do with your character that is the most important step if your imargy is there so will the emotion. Emotional trigger is the “somthingting “ inside of you that trigger some sort of real emotoion. When you find your are blocked. Emotoncan be a phycial gesture, sensororial memory or complety from your imagion. It basically cn be anything that triiger

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

I work as a case coordinator for the Devereux Foundation. There are many times a day when I have to display required emotions in my job. We have clients that are emotional disturbed as well as client who have development disabilities. This requires that we use our behavior to teach our clients how to control their emotions. To do this, we have to be able to control not only our inward emotions; we also have to control our outward appearance in ways that display the appropriate manner in which to deal with a conflict or emotional breakdown. One specific example would be in how we have to react situations that require us to physically restrain someone who has become a danger to themselves or others. We are trained to be emotionally detached to

Emotional labor (also known as emotion work) is a requirement of a job that employees display required emotions toward customers or others. Jobs such as flight attendants, nurses, doctors, teachers and social workers are roles that involve emotional labor (Hochschild, 1983). Sociologist Arlie Hochschild defines emotional labor as a form of emotional regulation that creates a publicly visible facial and bodily display within the workplace (Hoschild, 2012). The related term, emotion management, is understood as the art of trying to change in degree or quality an emotion or feeling. It can be defined as the management of one's own feelings or as work done in a conscious effort to maintain the well being of a relationship (Ferraro, 1993).

In the past, emotions were believed to be disruptive and organizations worked to make emotion-free environments. This is an interesting concept to me because since I have been working, I can prove that emotions drive performance. Depending on the particular person, whether someone is in a good or a bad mood, it can motivate him or her to perform better in the workplace. People have had emotions their entire life and it is something that cannot be separated from them.

According to the researchers that was interpreted some perspectives were new and some had a good results pertaining to service jobs and emotional labor. Brotheridge and Grandey (2002) Received more accurate results when they compared their research to Hochschild. Brotheridge and Grandey (2002) Hochschild (1983) proposed a list of emotional labor jobs invoke frequent customer contact and emotional displays controlled by the organization. However, Brotheridge and Grandey (2002) claimed Hochschild’s list to nonemtional labor jobs was not effective in predicting stress and burnout. Hochschild’s results of employees in high emotional labor grouping do not report significantly higher levels of emotional exhaustion than do those in the low emotional labor grouping. Brotheridge and Grandey (2002) stated, Hochschild experienced these results because emotional labor is not a dichotomous variable; there could be a range of emotional labor demands and many different jobs have some level of these demands. Brotheridge and Grandey results were

Managing emotions is a part of many employees’ job as it produces positive outcomes. Hocschild (2012) called "emotional labor" the management of feelings to create the right state of mind in others. For instance, a teacher maintains positive emotions and controls negative emotions to motivate the students. A nurse deals with demanding patients and effectively takes care of them. The salesperson manages emotions