Exploring The Managed Heart Analysis

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

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

Supervisors and managers can encourage their employees to do things such as exercise (Wong, 2016) to help improve their mood, especially during significantly stressful times. Kinicki and Fugate (2016) wrote that emotions are products of our thoughts, behaviors, and experiences. They also wrote about some specific things we can do to manage our thoughts and behaviors to experience more positive emotions: manage expectations, take time to plan and organize, give a gift to other people, deflect partisan conversations, assume people have good intentions, focus on the job in front of you, and end the day with gratitude (Kinicki & Fugate,

Arthur Brooks’ book “The Conservative Heart – How to Build a Fairer, Happier and More Prosperous America” represents a challenge to the established view of Conservatives and Republicans regarding America’s social issues. Many Americans feel caught between two dispiriting political choices: ineffective compassion on one hand and heartless pragmatism on the other.

In The Managed Heart Hochschild focuses on emotional labour: managing one 's emotions in the work place because it is one 's job to do so. While she touches on some benefits of emotion management, her book focuses on the dangers of losing one 's true self when one 's employer can control how one feels. Her main subjects are bill collectors and flight attendants, both are expected to have extreme (and opposite) emotions on the job.

Besides, her achievements and successes, Russel’s work have had a profound influence on sociological thought and theory. Her work surrounding the sociology of emotion helps to understand how emotions, “offer a special vision of how we experience and appraise social settings, and (…) how [they] partly constitute what we think of as social settings” (Kemper 117). In essence, Russel uses her notions surrounding the development and action of emotions towards everyday contexts and issues. More specifically, drawing inspiration from other commonly used sociological models (The Organismic Model and The Interactional Model) Russel develops a third perspective which she coins as the “Emotional-Management Model.” To elucidate, this model highlights how emotions are used as “attempts to reconcile our expectations with the actuality of situations in which we find ourselves” (Appelrouth &Edles). As a side note, Russel also explains how emotions are innate at birth, as our senses. Similarly, to the development of “self,” though, they also have the ability adjust or change depending on the social setting or context as a form or type of signal functioning. They also can be influenced culturally and socially. In a similar fashion, emotions also can adjust their intensity in what Russel terms as “emotion work.” In this notion, she explains how the “self” can exaggerate or lessen the type of

Has a vulture eye cause mental disorder on someone? First off, The tell-tale heart by Edgar Allen Poe explains about a murder an unmade narrator committed and convince all readers about his sanity. The unnamed narrator start off by explaining the story that he’s is nervous but not mad. Next, the author uses plot, theme to create the story with anxiety by saying he want to kill the old man. The narrator wants to kill the old man because he can’t stand to see his ugly evil eye of a vulture. In the tell tall heart it illustrates that a person may act and talk normal but in the inside of his body he acts in a mental illness state of mind. By simply answering these question, how is the story relevant in historical, social,

After a series of announcements about cardiac screenings and where to buy gym clothes, the Instructional Coordinator finally projected the three offerings for the students not signed up for one of the new specialized P.E. courses.The first choice was out immediately because there was no way I would pay to golf off-campus. One of the two remaining choices looked identical to a girls-only course I had taken my junior year, although this year all P.E. classes were officially coed. The group fitness unit offered would be less torturous than rotating between the cardio room and the weight room that catered to football players and wrestlers, not petite out-of-shape non-athletes, but I’d have to repeat hip-hop dance.

In the last decade of the 20th century, many researchers became involved in in-depth analyses of the causes and consequences of specific emotions and moods at work and several theories were proposed to explain emotions in the work place and one of these theories is the affective events theory. AET is a model developed by organisational psychologists, Weiss and Cropanzano in 1996 to explain how emotions and moods influence job performance and job satisfaction, Thompson and Phua (2012). The model explains the linkages between employees' internal influences (e.g., cognitions, emotions, mental states) and their reactions to incidents that occur in their work environment that affect their performance, organisational commitment and job satisfaction. The theory proposes that affective work behaviours are explained by employee mood and

Dr. Smith had ordered The ECG due to Mr. Adam complains about chest pain and pain radiating to his left arm and back. The ECG supports Mr. Adam’s diagnosis of MI because according to his ECG result, the ST segment does not look normal and it is raised or elevated. The ST segment is the time between the end of the QRS complex and the start of the T wave which represents the period of zero potential between ventricular depolarization and repolarization. The ST segment is used as baseline reference by both the PQ and TP segments. The PQ and the TP are diastolic potentials.

The reason why my fellow group members and I chose this activity was not only is it a fun and engaging activity, it helps strengthen your cardiovascular endurance. The main goal of this activity was to have the entire class participate and letting them build sportsmanship and strategy. The game capture the flag allowed each team to learn how to work together in order to win. Each team had to strategically plan out there idea of how they would succeed. Overall, I think the game went smoothly and everyone enjoyed themselves.

* Through the self-assessment on Leadership style and Emotional intelligence, I drew the inference that while I am good at gauging the emotions of my direct reports and peers, I often don’t intervene to better cement my professional relationship. It shall be my earnest endeavor to be more emotionally aware and apathetic.

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

Affective Events Theory is recognising different factors that cause employees’ emotional reactions on their work and how the emotional reactions influence the employees’ job performance (Greenberg, 2011). This theory helps employers to understand employees’ moods and emotions at workplace. Affective Events Theory examines the impacts of work-related incidents on emotional reactions and the following consequences for attitudes and behaviour (Russell-Bennett, Hartel & Beatson, n.d.). Ashkanasy (2002) stated that Affective Events Theory is the collection of a sequence of positive or negative affective events that turns to positive or negative affective states. If there is a negative affective event and turn to negative affective states, it will threaten attitudinal states and behavioural reactions of employees (Ashkanasy, 2002). This theory also clarifies as an approach of counterbalancing judgment-based theories of work attitudes and behaviours (Weiss & Cropanzano, 1996).

Attitudes and emotions in the workplace are extremely important because they dictate job performance. The emotions that people go through are something that cannot be avoided; however, they can be manipulated. Managers, leaders, CEO’S of companies learn to do this by experience and training. They manipulate employee’s emotions with the purpose of achieving better performance and satisfy an organization’s goals. Although people have always had different emotions, the notion that managers need to care for employee’s satisfaction and happiness is newly implemented in the workplace. In this paper, I will be explaining the impact of attitudes in the workplace, how mood, emotions, attitudes and behavior affect job performance and I will implement the point of view of the CEO of the Defense Commissary Agency, Mr. Joseph Jeu.