1 / 21

Processes of Emotion and Stress in the Workplace

Processes of Emotion and Stress in the Workplace. Thinking and Feeling. Emotion in the Workplace. Traditional Approach Human Resources / Human Relations. Emotion. Organizational life is typically governed by logic and rationality

aurelia-vaughn
Télécharger la présentation

Processes of Emotion and Stress in the Workplace

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Processes of Emotion and Stress in the Workplace Thinking and Feeling

  2. Emotion in the Workplace • Traditional Approach • Human Resources / Human Relations

  3. Emotion • Organizational life is typically governed by logic and rationality • Since the 1990s, more attention has been paid to emotion in the workplace. • Stress and Burnout

  4. Emotion in the West • Privilege of rationality • Need to “think on your feet” • Cost-benefit analysis • “Keep emotion out of it” • Scientific Method • Separate spaces for emotional expression

  5. Feeling at Work • Individual experience • Emotional Labor • Stress & Burnout • Relational experience

  6. Individual Experience- Emotional Labor • Genuine & managed emotions • “Service with a smile” • Emotional labor Surface Acting: Displaying an emotion for the sake of the job (i.e. servers in a restaurant smiling at the customer) Deep Acting: Displaying an emotion on the job that one does not feel internally. This can lead to emotional dissonance.

  7. Implications of Emotional Labor • Commodification of emotions • Feeling rules • Professionalism • Mind-body dualism

  8. Bounded Emotionality • An alternative mode of organizing in which nurturance, caring, community, supportiveness & interrelatedness are fused with individual responsibility to shape organizational experiences (Mumby & Putnam, 1992) • Challenges to bounded rationality & emotional labor • Mind-body dualism • Devaluation of physical labor • Co-optation of emotional experience

  9. Organizational limitations Reduction of ambiguity Hierarchy – Means-end chain Mind-body dualism Fragmented labor Gendered & occupational feeling rules Intersubjective limitations Tolerance of ambiguity Heterarchy of goals & values Integrated self-identity Community Relational feeling rules Bounded Rationality & Bounded Emotionality

  10. Relational Experience-Feeling at Work • Emotion as Part of Workplace Relationships • Workplace bullying • Tension between public and private • Emotional “buzzing” • Conflicting allegiances • Emotion Rules & Emotional Intelligence • Knowing when and how to implement a particular emotional response in a given situation • Stress & Burnout

  11. Stress, Burnout, & Social Support • Stress: stressors create strain on the individual (burnout), which can lead to negative psychological, physiological, & organizational outcomes

  12. Stressors • Workload • Role conflict • Role ambiguity • Stressors outside the workplace • Communication • Emotional labor

  13. Burnout • Emotional exhaustion • Lack of personal accomplishment • Depersonalization

  14. Outcomes of Burnout • Physiological—Stroke, Heart Attack, High Blood Pressure • Attitudinal—Sense of depersonalization, Feeling a lack of accomplishment • Organizational—Absenteeism, Turnover

  15. Empathy, Communication and Burnout • Research conducted on human service work (e.g. healthcare, social work, teaching) • “People oriented” careers feel a high degree of empathy for others. • Two kinds of empathy: • Emotional contagion (parallel feelings towards how others are feeling) • Empathic concern (nonparallel emotional response) • Emotional contagion= hinders communication (i.e. emotional exhaustion) • Empathic concern=helps communication

  16. Coping with Burnout • Problem-focused coping • Appraisal-focused coping • Emotion-centered coping • Social support

  17. Burning Out Mary goes home late in the evening after a long day of work time after time. Her work as a nurse at the health clinic is beginning to take its toll on her. Her health is worsening, her sleep is fitful, and her fuse is short. Sure, she wants to stay with her clinic, but she is not sure how many more non-stop days she can take.

  18. Problem-focused Work with supervisor to reduce hours Delegate work Work with colleagues to schedule breaks How can Mary Cope?

  19. Emotion-focused Seek counseling Relaxation-techniques How can Mary Cope?

  20. Appraisal-focused Reframe as helping people out Think of herself as a rare breed of civil servant How can Mary Cope?

  21. Social Support & Coping

More Related