The Importance of Emotional Intelligence In Kreamer´s Article Go Ahead - Cry At Work

Men (and sometimes women) ignore it, see it as our being “upset” or “hysterical,” or see it as craziness” (Frye, p.84). In Frye’s opinion, men see women’s anger as “irrational”. Men do not know how to handle women’s anger and sometimes even respond physically or just disregard it because they do not know how to deal with it. Frye’s discussion of anger, although from a feminist point of view, brings an insight into the emotion of anger and how it affects people.

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

From a different perspective, women’s role in the corporate workplace has evolved from traditionally being just a pretty face to one in which a woman’s unique talents are valued. It was not that many years ago that women were hired based on looks and performed menial tasks like answering the phone to take messages and bring coffee to the boss. Their skills, work ethic and intelligence are evaluated far more than appearance alone.

Women in the work force are not nearly as dominant as men are. Katha argues that this isn’t due to women not being able to handle the workload, but instead because of how society, especially in the business world, best adheres to a man. Katha uses an excellent example on page 402 that shows how inequality in the business world is prevalent. Katha uses the Sears case in which Men were getting the bigger and better business deals, simply because women could not handle the pressure of dealing with the amount of work and emotional fatigue this would have brought. Finally she analyzes that women aren’t actually emotionally weak. It is society that has labeled them this way, which causes people to view and categorize women as emotionally weak. Pollitt wants the general public to know that women are perfectly happy by being themselves, and not having to conform to society's expectations. Katha says that this is because society has labeled women as not wanting a job that has a lot of emotional ties in it.

In Everyday injustices for working women: The slights add up website, even though today women have the freedom of association and press, men are feeling less powerful than women at work. When women present problems are an issue at work, they are seen weak and not a strong person who wants to find solutions to the conflict. Although, when men present their problems, they are seen strong, uptight person who is able to take charge to find a solution not like the women. Unfortunately, women are not accredited for their hard

Today, gender roles somewhat loosened compared from the past years, and cultural winds have somehow shifted back the idea of crying as a sign of manliness. Sharon Martin, a licensed psychotherapist in a private practice in San Jose, California, suggests that there are many advantages to having a good cry. “I encourage crying because it purges negative energy and allows for new, positive energy to fill us up. Sometimes people feel embarrassed or ashamed about crying, especially in public. Crying is normal and nothing to be ashamed of,” she told Medical Daily in an email (Borelli par 3). “Shedding a few tears does not only mentally cleanse us, it can cleanse our body too, she added (Borelli par 4).”

Summary The article “Why We Cry”, written by Mandy Oaklander, describes a variety of aspects about crying such as human tears’ biological and evolutionary purposes. First of all, scientists try to convey and research why emotional crying still exists in human society and if it has benefits because Charles Darwin said that emotional tears are useless in his evolutionary theories. Different scientific researchers believe in different perspectives, and they are still competing with each other to get the true result in the modern society.

When anger is expressed, it can be used as a tool to reveal pressing ideas or opinions that can be deeply troubling to an individual. Conversely, when anger is shown, the outcome is usually in the field of disagreement, refusal or non-optimistic standpoints. Specifically, throughout history, a majority of women have been expected to absorb all systems

Our brains and bodies are still heavily influenced by these hormones and basic evolutionary drive even though our environment has changed dramatically, especially as we have moved from the agrarian and nomadic society into a domesticated world, where we spend much of our waking hours in an office and where women have also joined their male counterparts in the hunting ground. But as women have moved from the home and immersed themselves more in the traditionally male dominated sphere of the workplace, women are under constant pressure to restrain their emotional lives in an environment where the time and culture of the workforce hardly permits one to cry or else lose the possibility

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’

Despite men and women performed effectively in gender atypical field and better educated than each other, they are still advantaged and disadvantaged by their gender due to the society has much greater power in the gendered nature of service work. The mentioned theories above suggested that emotional labour is not created equal in the gendered nature of work but still the performance of emotional labour by women is undervalued even in male-concentrated occupations due to employers placed a lower value on work done by women and other factors that are often hard to quantify such as social pressure and gender

Others have found gender effects associated with anger in that the direct expression of anger by females, but not males, is associated with less positive organizational outcomes (Gibson, Schweitzer, Callister, & Gray,

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.

In contrast with the past workplace challenges and organizational behavior, there is a necessity to understand ourselves and others. Sometimes the stress and prestige can cause an adverse impact on one’s position in the workplace. The ability to deal with our emotions while working effectually with others and at the same time, performing the organization’s expectations are in high demand. Since the employees are an asset, and the organization is expecting a return on their investment, understanding how emotions work and how it impacts one’s capacity is indispensable in accomplishing organizational goals. In the workplace, people often have to work with each other. So the handling of relationships and interacting with others becomes the key to the success of the organization. Managers need to have a combination of skills and abilities such as the strength of will, awareness of self, empathy for others and sensitivity toward others internally and externally. Before one can handle others emotions he/she must first learn to lead themselves. So the question become, how is this done? Coleman’s theory suggest that this can be done through emotional intelligence which is the ability to create, build and maintain viable relationships (Coleman, 1998, p. 14). No one wants to follow the leadership of a person who cannot manage his/her emotions. Let’s look together at three business CEO’s personal backgrounds and use of emotional intelligence. The top chief emotions officers in the U.S.

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.