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Relationship between Emotional Labor and Productivity Report

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Added on  2019-11-26

Relationship between Emotional Labor and Productivity Report

   Added on 2019-11-26

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Running head: RELATIONSHIP BETWEEN EMOTIONAL LABOR AND PRODUCTIVITYRelationship between emotional labor and productivityName of the Student:Name of the University:Author’s Note:
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1RELATIONSHIP BETWEEN EMOTIONAL LABOR AND PRODUCTIVITYEmotional labor is defined as the manipulation of outward behavior or inner feelings ofan individual to display the emotions in relation to the occupational norms or display rules. Theemotion of an individual involves the experiences or expressions in addition to the surface levelemotion. Emotional labor is required in all the sectors of the economy. These types of laborersget engaged in an interactive process and thus it improves the performance of the employees. Itis also important for the organizations to understand the emotions of the employees and thusprovide them necessary support. An important element of emotional laborers is that they expectthat people will work in teams and also show positive behaviors. The organization can measurethe importance of emotional labor by analyzing the emotional effort and commitment of theworkers (Schutte & Loi, 2014). The employees in an organization may develop positive or negative feelings towards theirjob role and this gives rise to the conflict in his or her inner feelings. The supervisors play animportant role in judging and analyzing the performance of the employees. This is essential tohelp the employees in coping with stress. Emotional labor tries to maintain proper co-ordinationwith their co-workers and mangers so that they can help the organizations to grow exponentially(Platis, Reklitis & Zimeras, 2015). There are two important strategies of an emotional labor i.e.deep level and surface level strategies. In the surface level strategies, the employees put mask orshow false emotions rather than developing a feeling for them. However, in deep level strategies,the organizations try to judge the employees emotions. Emotional labor creates stress in theworkplace and it involves physical and mental costs (Oswald, Proto & Sgroi, 2015). This jobstress causes more amount of absenteeism in the workplace and thus decreases the productivityof the workers. The employees can manage the emotions by using various kinds of strategieswhich will not hamper their productivity. The employees must understand the value of their
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2RELATIONSHIP BETWEEN EMOTIONAL LABOR AND PRODUCTIVITYwork and thus it will give them accomplishments and a sense of pride for their job. It willmotivate them to perform better and thus reduce their stress (Conway et al., 2106). It is also important for the employees to focus on that particular job which they prefer andare willing to work for it. This will help in lifting their mood and it will also give mentalsatisfaction to the employees. Emotional labor must perform small tasks and thus it will reducetheir stress. Emotional labor tries to improve the relationship in the workplace and they are alsoconcerned in building a healthy working environment (Lu & Guy, 2014). It is also important tohandle the negative emotions constructively. The employees must know how to highlight theproblems to the higher authority and thus co-operate with the team members. Emotional labormust talk directly to the team members and the higher authority rather than gossiping. Theplanning, effort and control of the emotional labor is essential to express their emotions in theinterpersonal transactions (Wagner, Barnes & Scott, 2014). The emotions are partially expressedin the social environment. Emotional exhaustion and job dissatisfaction affects the productivityof the laborers. It is also important for an individual to suppress or inhibit the feelings. It isimportant to regulate the emotions although the work environment is chronic. The workers whoare emotionally exhausted cannot manifest the turnover of the companies (Durkheim, 2014). Therelationship between emotional intelligence and effectiveness of workforce suggests that thoseorganizations which provide guide, help and support to the employees gets more commitmentand productivity from them. The employees also do not feel stressed and they can share theiremotions and feelings with the management. The management must help the employees in suchsituation so that they in turn get the same benefit when there is any problem in the organization.For example, it can be said that if an employee is sad or angry towards any co-workers, it will
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