In Ch. 3 the authors discuss emotional labor and how "many kinds of jobs demand that we control our emotions." This reminded me of an organization that I worked with (in the tech research field), which provided counseling at the job site for personal issues that may or may not be related to work. For example, a psychologist was available as a resource for employees to talk about stress management, outside issues effecting work such as alcohol or drug abuse, or even issues related to transitioning out of the organization (lay-offs, retirement). The organization has a relatively high employee retention rate employee satisfaction ratings.
I do believe that it is important to keep some emotions "off the job" if they are a distraction from the organization's goals. At the same time, it is difficult to turn off being human, because even at work we are still human. I find that the organizational practice described above (to provide support for employees on issues outside of work) can play a big role in creating a harmonious environment for employees to work in. The organization acknowledges that employees are people.
Streaning Star Trek: Insurrection Full Movie
6 years ago
2 comments:
It is hard to “turn off” being human. After all, we experience joy and frustrations, and the ups and downs of life. Why shouldn’t we just act how we feel?
When thinking about this, the first thing that came to my mind was the president of the United States – President Bush. Whether or not you agree with his decisions or his political stance, you have to respect the position that he holds and the responsibility that he bears. After thinking about his “emotional labor,” I could not think of one time when I saw him unhappy. He is human and he must become frustrated and mad at times, but he does not show it. As Hochschild says, he has a “heightened expression of joy.” I think this is necessary for people in positions in leadership because they must motivate and inspire others.
Post a Comment