Emotional Labor Professions

In a global world, post-industrial economies are required to focus on the workforce’s emotional labour, particularly in service and blue collar areas due to the emotional impact that certain situations and work-place interactions require of the employee. In Australia Emotional labour is a key issue in Human Resources and People management and is a focus of Industrial relations due to the significance of these interactions on the wider community. Emotional labour is a human emotive process produced at a personal level which involves the sacrifice of one’s personal emotions in order to provide the face of the company and to present a certain disposition that promotes a feeling of well-being on another. In 1979 Airlie Hochschild provided the first definition of emotional labour ‘the management of feeling to create a publicly observable facial and bodily display” (Hochschild, 1979). Since Hochschild’s definition, thirty seven years have passed and the argument as to whether emotional labour is beneficial or detrimental to the workplace has led to dramatic developments of HR practices since the shift of a post-industrial economy in advanced countries like Australia.

Society plays a role in disrespecting women in the work field, between men and women, men usually have a higher chance of getting the promotion and/or being able to run a business. “Findings revealed that husbands’ conservative attitude towards their wives, sex preference in education, women’s limited movement, violence perpetrated by husbands and employer, gender stereotyped roles of women hindered women’s active labor force participation” (Sarkar). As for strength, men are always looked up to as the stronger being, and women are looked down upon. Some men believe women are not strong enough therefore they will not be able to be as hard a worker as a

Men can do things that need a lot of handy dangerous work such as building houses, establishing electricity, and lifting furniture. A small part of women can do the things that men can, but not everyone. In an article “Why Men Still Get More Promotions Than Women”, the writer named Herminia Ibarra said that “Our interviews and surveys alike suggest that high-potential women are over mentored and under sponsored on their male peers—and that they are not advancing in their organizations. Furthermore, without sponsorship, women not only are less likely than men to be appointed to top roles but may also be more reluctant to go for them.” If we’re so different from each other, why is it that women must be good at everything when men don’t. I believe that’s why intelligence is dependent on people’s

Introduction Often in the social work field, a clinical will hear the term emotional intelligence and the five domains associated with it, which are relationships, tolerance, flexibility, self-management, and emotional awareness. There are many different definitions of emotional intelligence, but it has been described as the ability to motivate oneself and continue in the face of frustrations; to manage impulse and delay gratification; to regulate ones moods and keep distress from overtaking the ability to think; to empathize and to hope (Morrison, 2007). Regarding the social work field, emotional intelligence is something that all clinicians need to be aware of and how it applies. A clinician needs to be able to listen and build empathy when working with others, understand non-verbal communication and its effects, and have self-awareness of how working with others can affect the clinician emotionally (Morrison, 2007). It is crucial to be able to monitor your own feelings and emotions as well as being able to monitor your client’s feelings and emotions.

Hailey Pazmino Senior Defense Topic: Sexism Sexism is defined as the discrimination and bias towards one gender, that one gender is powerful and righteous compared to the other. Sexism has been the largest barrier between sexes to the point in which cultures

According to the Institute for Women’s Policy Research, women make up half of the workforce today and 40 percent of women are either equal to their male counterparts or the singular breadwinners in their household (Institute for Women’s Policy Research). And most Americans find women are better than men in key leadership traits such as intelligence and competence for

In america the rights women have gained are good, on the other hand people still think there are still some things to overcome. In most places women have had the right to vote. Some say that women remain at a disadvantage in education as well and women continue to

Women tend to go into occupations that are more interpersonal. Occupations where they can form some sort of connection with people and help them. According to the United States Department of Labor, Nursing, dental hygienists, abuse/mental health workers, social workers, and teachers are heavily female occupied, where 80% of that workforce is composed of women. On the very opposite end of the spectrum where men comprise most of the workforce, construction, machine operators and other dangerous or physically demanding jobs alike . It is no wonder that 94% of workplace deaths are male, and 99% of combat deaths are

Not all women are capable of doing most jobs, but the same applies to men, and it took far too long for this realization to flow across America. Not too long ago, it was even a struggle for women to be able to take on the secondary positions in the workplace– or any work at all. In her book Bella!: Ms. Abzug Goes to Washington, Bella Abzug argued, “the test of whether or not you can hold a job should not be in the arrangement of your chromosomes” (80). Fortunately, in today’s day and age it is uncommon for a woman to fail in a job search entirely because of her gender, but in the past that was the case. Society created an idea that females were not good enough to hold their own job, so the duty of providing for the family was left to their husbands. For years, the majority of society did not realize that every individual has their own strengths and weaknesses, and neither men nor women are automatically more qualified than the other. As Abzug was trying to emphasize, it should be genuine ability that determines who is

Today, the workforce is unfair; genders are not treated equally. Women are paid less than men for a variety of reasons. Whether it be discrimination, tradition, or simply the effects of the wage gap beginning right out of college, women are underpaid. Women often find that right out of college

Humans tend to be very social creatures, but women are statistically more social and have a more empathetic nature than males do. This is do to their nurturing and motherly nature. It is part of their DNA. Because of this, women are more likely to pick jobs that involve the care or nourishment of others, or involve more social contact. Hence working for jobs such as teaching, nursing or social work.

Researchers have proposed a variety of explanations for systematic gender inequality in the workplace. Cultural benefits, the actions of male employees, the actions of the female employees, and the actions of the employer can contribute to intentional or unintentional gender discrimination (Ngo, Foley, Wong, & Loi, 2003). It has also been mentioned that women make less money because their work environment is generally safer than the stereotypical male work environment; childcare, cashiers, and secretary positions as opposed to firefighters, truck drivers and construction workers (Parcheta, Kaifi, & Khanfar, 2013). Perhaps the most dominant reasoning for women receiving less pay is the carrying over of biological roles into the workplace. Female employees often take time off to have a family, take care of a family, and are the primary caregiver of said family.

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

A study on the implicit and explicit occupational gender types, Sex Roles, “Occupational gender stereotypes are activated when men and women are considered to be more suited for certain occupations based on stereotyped characteristics and temperaments” (White and White 2006). Matheus represented the following examples, “a stereotypically feminine job would be associated with attributes such as nurturing, caring, and being sensitive to the needs of others and a stereotypically masculine job would be associated with attributes such as decisiveness, coldness and toughness” (Matheus 2010). Nowadays, women are usually seen in the workforce as secretaries and nurses. Meanwhile, most doctors and construction laborers are men. In addition, Anker points out that “Occupational segregation by gender is prevalent in most if not all countries” (Anker 1998). “Women and men work in different fields and within fields at different levels” (Anker 1998). Diekman and Wilde explained that “men’s concentration in leadership and other high power roles led to the assumption that men have “agentic characteristics” such self-assertion and dominance and women’s concentration in subordinate and caretaking roles lead to the assumption that they have “communal characteristics” such as being kind and supportive (Diekman and Wilde 2005).

However, in fact, women are more employable due to femininity if compared to men. This is because, traditional feminine work is aimed for maintaining good relations with everyone in the society for instance, peers, supervisor, working conditions and job security whereas traditional masculine aims for recognition, challenge, earnings and advancement according to Kriszta, 2006. Men are more focused on material success, but women focused on quality of/ on life and caring for others.