Managing emotions in a changing workplace (original) (raw)
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The emerging role of emotions in work life: An introduction
2000
Summary Research into the role that emotions play in organizational settings has only recently been revived, following publication in 1983 of Hochschild's The Managed Heart. Since then, and especially over the last five years, the tempo of research in this field has stepped up, with various initiatives such as conferences and e-mail discussion lists playing significant roles. This Special Issue is another initiative in this genre.
The Experience, Expression and Management of Emotion at Work
Psychology at Work Edited by P. Warr, 2002
Emotions are intrinsic to everyday experience inside and outside work, both colouring experience and shaping behaviour. Three key aspects of emotion that influence well-being and behaviour at work will be considered here: emotional experiences (such as feeling angry, embarrassed, excited or proud), the ways in which people express their emotions, and the ways in which they manage their own and other people's emotions.
Third Brisbane Symposium on Emotions and Worklife: Program and book of abstracts
2005
Third Brisbane Symposium on Emotions and Worklife Welcome from the Chair Welcome to the Third Brisbane Symposium on Emotions and Worklife. This is the third in the Symposium Series that began in 2003, following informal meetings of the UQ Business School "Emotions reading group", established in 2002 by PhD students Marie Dasborough and Michael O'Shea. It is the first time the symposium has been held away from the University of Queensland and I would like to thank Professor Neal Ashkanasy for his support in achieving this. The aim of the symposium is to provide an opportunity for interested academics and students to come together to present and to discuss topics in this exciting and developing field. Over the years this has expanded to include the participation of practitioners in the symposium. This year the Symposium has been generously sponsored by elements within the Griffith Business School, including the provision of two travel scholarships to permit interstate or international PhD students to attend. This was a very competitive field with 6 excellent applications for the scholarship received, including 2 from outside Australia. Let me offer congratulations to this year's scholarship winners: Ruby Ma (Deakin University) and Liam Page (Monash University). The future of emotions research looks secure based on the applications we received. This year, we have a varied program that includes a keynote address by Professor Cynthia D. Fisher (Bond University), presentations by the scholarship winners, poster displays, and roundtable discussion of posters. This year we will also be conducting a debate looking at the merits of utilizing qualitative and quantitative research methodologies when researching emotions. This carries on from a recent and very active discussion of a similar topic on Emonet this year. In total for this year's Symposium, we have 21 presentations, covering a wide gamut of research into emotion across the disciplines of organisational behaviour, management, marketing, and industrial organisational psychology. The topics are just as widely varied ranging from theoretical models looking at the impact of emotions on trust, ethics, cross cultural communication to empirical papers looking at the experience of emotions in the workplace and dysfunctional service encounters. At the time of printing, the Symposium registration total was 42.
Emotions in workplaces are hot topics in management today. Leading business journals such as Fortune and Harvard Business Review have featured articles on emotional intelligence. But there is more to emotions in the workplace than just emotional intelligence. The aim of this journal is to acquaint managers with intriguing new research that examines both emotional intelligence and the broader issue of emotion, which has been shown to play a powerful role in workplace settings. Trying to show that this research has a strong potential for practical application in organizations within many broad human-resource functions such as selection, performance management, and training, as well as implications for more narrow domains like customer service. Although the experience of work is saturated with emotion, research has generally neglected the impact of everyday emotions on organizational life. Further, organizational scholars and practitioners frequently appear to assume that emotionality is the antithesis of rationality and frequently hold a pejorative view of emotion. This has led to four institutionalized mechanisms for regulating the experience and expression of emotion in the workplace: (1) neutralizing, (2) buffering, (3) prescribing, and (4) normalizing emotion. In contrast to this perspective, we argue that emotionality and rationality are interpenetrated, emotions are an integral and inseparable part of organizational life, and emotions are often functional for the organization. This argument is illustrated by applications to motivation, leadership, and group dynamics.
Emotion in Organizations: An Overview for the Humanities
.he subdiscipline of Emotion in Organizations within the schools of business and management provides the most robust analysis of the role, function, and consequences of emotions within the workplace. An overview of the work within Emotion in Organizations will provide the theoretical underpinnings necessary to ground the future chapters looking at specific focal points and the development of emotional languages. In this paper, will answer questions such as: what role do emotions play within organizations? What emotional work is being undertaken on a daily basis? What kind of emotions do we want in our organizations? How do we turn harmful emotional states into productive ones? How can we strengthen the emotional capacity of organizations? How does this research correspond with previous discussion of emotional languages?
Old Paths and New Directions: Studying Emotions in the Workplace
Sociology Compass, 2008
The study of emotions in the workplace is a vibrant area of research that has grown considerably over the last 25 years. This research has traveled far, but it has not run its course. This article maps the different paths that have been explored, beginning with Hochschild's classic work on emotional labor in the form of surface and deep acting, and charts new directions for future research. We start by reviewing the literature on emotional labor and emotion management in the workplace. Next, we discuss new theoretical developments in the sociology of emotions – interaction ritual chain theory, theories of identity and affect control, and theories about power, status, and exchange – and their potential utility for understanding emotions at work. Finally, we discuss new methodological directions that can be pursued in future research on emotions in work and organizational settings.
Emotions in organisation: an integral perspective
International Journal of Work Organisation and Emotion, 2008
The main purpose of this paper is to outline the state-of-the-art of research on emotion in organisations and to provide perspectives on an integral orientation and research approach. On the basis of an extended understanding of emotions, reasons for the neglect of emotions and some main influences of emotions in organisations and research findings are presented. An integral framework is then proposed, which allows a more comprehensive understanding by covering various interdependent dimensions of emotions in organisations. Following this, there is a discussion of the theoretical and methodological implications and future directions for more integral research on emotion in organisations.
DEVOLVING THE THOUGHT ON WORKPLACE EMOTIONS FOR GAINFUL RESEARCH: A THEORETICAL REFLECTION
Journal of Organisation & Human Behaviour, 2017
The present paper presents a critical and analytical discussion on emotional intelligence in the workplace. The paper chronicles major scholastic attempts that have propagated academic consciousness on the study and intricacies of emotions at the workplace. It identifies emotional intelligence as central to workplace harmony and proposes emotional capital theorising to develop both individual and organisational emotional assets. The paper views workplace emotions as occurring in the abstract or in the soul state of man therefore, requiring dominantly life occurring data for its research. Thus, the ideographic research methodology deriving its justification from subjectivism as a suitable research philosophical assumption is deemed appropriate for inquiry into the universe of human emotions. The paper also contends that the foregoing being dominant may be supported by primed nomothetic research instrument to produce data triangulation for evidences that may be closer to the truth.
2008
Welcome to the Third Asia Pacific Symposium on Emotions in Worklife. This is the sixth in a series, which began as the Brisbane Symposium on Emotions and Worklife in 2003. The aim of the Symposium is to bring together postgraduate students and academics who are working in the exciting new area of emotions at work. We are pleased to welcome delegates from Australia, USA and Brazil. The Symposium is being hosted this year by the University of Newcastle's Faculty of Business and Law, Newcastle Graduate School of Business. Thanks to their generous sponsorship and support, we have been able to offer four travel scholarships to assist doctoral students to attend and present their research. Competition for these awards was intense, and we offer congratulations to our winners, Alberto Melgoza (U of Queensland), Donna Wheatley (U of Sydney), Nilupama Wijewardena (Monash U) and Shameem Farouk (Indiana U). The winners will present their work in plenary sessions. We are very pleased to have Dr. Markus Groth as our keynote speaker this year. Markus is a Senior Lecturer in the School of Organization and Management at the Australian School of Business, University of New South Wales. He will guide us to analyse the current issues of Emotional Labour and identify new directions for future research. There are four poster sessions relating to different themes and two special discussion forums facilitated by Prof. Cynthia Fisher and Prof. Aron O'Cass. We will be concluding the first day by holding our Post-Symposium Functions 1 & 2 at the Terminal One Restaurant. On Saturday morning, Prof.