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    Case Study1

    Uploaded by

    Yasmeen Nsr
    The document discusses managing emotions in the workplace. It argues that trying to control an employee's emotions through threats will create resentment and a negative environment. A hostile work environment with rude coworkers was stressful and led to the author's termination. The strategic display of emotions depends on the job and company culture. While some sharing of personal life is acceptable between longtime coworkers, oversharing does not look professional. Management styles that rely heavily on emotions can lack clear guidelines for appropriate responses. Addressing poor treatment by management and establishing a code of conduct may help improve the emotional climate.

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    © All Rights Reserved
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    Case Study1

    Uploaded by

    Yasmeen Nsr
    61 views3 pages
    The document discusses managing emotions in the workplace. It argues that trying to control an employee's emotions through threats will create resentment and a negative environment. A hostile work environment with rude coworkers was stressful and led to the author's termination. The strategic display of emotions depends on the job and company culture. While some sharing of personal life is acceptable between longtime coworkers, oversharing does not look professional. Management styles that rely heavily on emotions can lack clear guidelines for appropriate responses. Addressing poor treatment by management and establishing a code of conduct may help improve the emotional climate.

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    case study1

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    The document discusses managing emotions in the workplace. It argues that trying to control an employee's emotions through threats will create resentment and a negative environment. A hostile work environment with rude coworkers was stressful and led to the author's termination. The strategic display of emotions depends on the job and company culture. While some sharing of personal life is acceptable between longtime coworkers, oversharing does not look professional. Management styles that rely heavily on emotions can lack clear guidelines for appropriate responses. Addressing poor treatment by management and establishing a code of conduct may help improve the emotional climate.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    61 views3 pages

    Case Study1

    Uploaded by

    Yasmeen Nsr
    The document discusses managing emotions in the workplace. It argues that trying to control an employee's emotions through threats will create resentment and a negative environment. A hostile work environment with rude coworkers was stressful and led to the author's termination. The strategic display of emotions depends on the job and company culture. While some sharing of personal life is acceptable between longtime coworkers, oversharing does not look professional. Management styles that rely heavily on emotions can lack clear guidelines for appropriate responses. Addressing poor treatment by management and establishing a code of conduct may help improve the emotional climate.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 3

    1- Decide with a partner how many emotions you can

    identify in the case study .

    I think that organizations that try to manage an employee’s


    emotions through threatening them or demanding it will result
    in the employee resenting their supervisor which can create a
    negative effect in the work place. You cannot demand a
    certain type of behavior from someone if you, yourself do not
    project that same behavior towards them and others. I think
    intimidation allows people to hold a high standard for
    themselves, but demeaning coworkers to gain that status only
    creates a hostile environment. Having a hostile environment
    creates conflict and can go against the goal of having a
    positive attitude. People want to be treated with the same
    respect as being on the receiving end. I worked with a group of
    women and they were extremely rude and snobby, I hated
    going to work and seeing them every day, I resented them and
    having to spend my whole day with someone I did not really
    like. Eventually I got terminated, but it was the happiest day
    for me

    2- Do you think the strategic use and display of emotions


    serve to protect
    employees, or does covering your true emotions at work
    lead to more problems than it solves?
    It would depend on the type of job you have and the type of
    people you work with, also the company you work for. It can
    almost be considered as a discriminating behavior, because
    the company may or may not approve of it, some companies do
    not want to deal with their employees erratic behavior, when
    you are at work you leave your life at the door, you are there to
    work not involve people with your personal life. Employer’s
    may consider it drama, and not want people caught up in it
    when they are to be focusing on their work in which they are
    getting paid to do. If you have worked for the same company
    and you know everyone and they do not mind discussing each
    other’s home lives then that would be different, but you should
    not go into a job volunteering your home dramatics for any to
    see, it doesn’t look professional.

    3- Have you ever worked where emotions were used as


    part of a management style? Describe the advantages
    and disadvantages of this approach in your experience.
    I have never held a position where “emotional” management
    was part of the job description. I have worked in customer
    service where positive attitude were expected from their
    employees. We were not taught how to handle certain
    situations just expected to have common sense to respond in
    a professional way. I have been to orientation for a new job
    where they have described what type of behavior they expect
    from their employees, they have a vague expectation of what
    is considered positive and negative. The disadvantage is that
    they can use the opportunity to demonstrate scenarios and
    what type of response is expected of the employee.

    4- Research shows that acts of co-workers (37 percent)


    and management (22 percent) cause more negative
    emotions for employees than do acts of customers (7
    percent). What can Laura’s company do to change its
    emotional climate?
                Laura can get together with other employees and they
    can express how they feel about the way they are being
    treated by management, and how they want things to be
    addressed. They can describe how it is creating a negative
    work space and how if they were treated with respect then
    things would run smoothly. They can discuss a code of
    conduct and how they can achieve the expectations from
    management.

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