🆕 Each week we try to serve you, our trusted community with fresh, future-forward info that can guide or inform your culture of work.
💙 Today we are jumping in with a new concept: emotional labor, emotion management and life management combined.
This is the unpaid, invisible work we do to keep those around us comfortable and happy. It envelops many other terms associated with the type of care-based labor: emotion work, the mental load, mental burden, domestic management, clerical labor, invisible labor and so on.
The term was first coined by the sociologist Arlie Hochschild in her 1983 book on the topic, The Managed Heart. Emotional labor, as she conceived it, referred to the work of managing one’s own emotions that was required by certain professions. Flight attendants, who are expected to smile and be friendly even in stressful situations, are the canonical example. In recent years, the term’s popularity has grown immensely—Google searches for it are up, and it’s being mentioned more and more in books and academic articles.
📲 According to wikipedia, emotional labor is the process of managing feelings and expressions to fulfil the emotional requirements of a job. Workers are expected to regulate their emotions during interactions with customers, co-workers and managers. This is done so as to produce a certain feeling in the customer or client that will allow the company or organisation to succeed.
What is your organisational approach towards emotional labor and how do you regulate this facet of the job requirement?
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