The Importance Of Managers Pressure And Experience Negative Feelings When They Are Forced

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

There is a lot that we can learn from Disney’s Pixar movie Inside Out including leadership and group decision making processes. Inside Out is about a young girl named Riley who lives in Minnesota and the five emotions, Fear, Anger, Disgust, Sadness, and Joy, that characterize her. When Riley moves from Minnesota to San Francisco, the emotions must help Riley stay happy and strong with all the changes she has been going through, but the story takes a twist when Joy and Sadness get trapped outside of headquarters, which is where all the emotions are posted. In this paper I reference Inside Out to three Industrial and Organizational Psychology topics including abuse of power, emotions at work, and groupthink.

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

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...

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.

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

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

Where as the same study showed that men who use anger were given the chance to justify their emotion by the situation they are put in and not judged unfairly (Kreamer). The stereotype that women are sensitive and nurturing has enabled them to be seen as competitors in the business world and because of this study they now feel the need to refrain from displaying their emotions completely to be seen as a competitive candidate for a job. “Emotionality at the workplace is not a female issue, men and women are equally driven by it, even if the emotions are sometimes expressed differently” (Kreamer).

During my time at the soup kitchen, I had to utilize emotion management when dealing with people and situations in which it would have been inappropriate for me to react in the way that I would otherwise have wanted to. Emotion management is the act of obeying “feeling rules” and responding appropriately to situations (Brym and Lie 2012:77). For example, when a homeless man came into the soup kitchen and started to dance and shout instead of calmly sitting down and eating his meal, I courteously asked him to sit down and to try not to disturb the other guests of the establishment. Regardless of any initial emotions of fear, annoyance, or confusion, I had to respond appropriately to the situation by controlling my emotions and engaging in acceptable behavior. I especially had to utilize emotion labor, which is distinguished

“Emotional intelligence is the ability to understand and manage our emotions and those around us, therefore, this quality gives individuals a variety of skills, such as the ability to manage relationships, navigate social networks, influence and inspire others. Every individual possesses different level, but in order for individuals to become effective leaders, they will need a high level of emotional intelligence. In today’s workplace, it has become a highly important

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).

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.

According to Elkin and Rosch (1990) workplace related stress in a major problem in the U.S. and it creates a major expense for corporations. Koeske, Kirk, and Koeske (1993) indicate that all jobs have some level of stress but jobs that are in the human services have additional stressors because they “derive from intense involvement in the lives of others”. (p.319). They also refer to the type of stress experienced by individuals working in human services as “burnout” (Koeske, Kirk, and Koeske, 1993, p.319). Another factor that can influence our stress level is how we handle life’s demands. There are different ways of reacting to the situations we face every day of our lives. We have all heard of expressions such as ‘road rage’ and ‘going postal’. These are terms that we have come to identified with violent reactions to stressors caused by situations all of us face every day. How many of us have experiences in the road that

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.