Organisational Behaviour and Emotional Labour - Assignment Example

Topic 1 Organizations are witnessing a complete turnaround in the manner employees’ work as the work force in undergoing tremendous changes and organizations have to make those changes for best results. The changing workforce requires business to ingrain those changes and identify the different consequences which might arise due to it. This paper looks at presenting the manner in which workforce is undergoing changes and the consequences it has for business. The workplace environment has witnessed revolutionary changes in the last few decades which have brought a complete change in the working styles. The major change which has been witnessed is the manner in which demographics have changed. The participation of women has increased which has forced major shifts in the workers needs. Organizations haven’t been able to adapt to the changes which requires expanding the caretaking responsibilities and providing more flexibility in the working style (Jay & Alec, 2006). The result has been increased in stress on both individuals and families which is reflected in the working culture and has affected the overall productivity. Workers have started to demand for more flexible hours but few are provided with the same as either the organization don’t have the required process to allow such things or employees are of the fear that it would have a negative impact on them and might affect their overall productivity (Bernadette & Gavin, 2005). This holds an important lesson for the organizations as they have to create the required flexibility in the work place which will help employees to hone their skills and are able to generate maximum results from it. This will help to add positivity to the working culture and will create results which will improve the overall dimensions of taking different responsibilities. Another major change which has been witnessed in the workforce is the fact that the pace, intensity and the number of hours which workers are required to work have increased. The average number of hours which an employee works in United States has increased by more than 500 hours yearly as compared to the hours that employees worked in the 1970’s. This has helped the business to gain additional advantage as the same work is being carried out by employees in a proficient manner (Arrowsmith, Marginson and Sisson, 2003). The organization based on it has to make certain fundamental changes which looks at improving the working conditions and looking towards transforming the manner in which activities are carried out. This will help to improve the overall effectiveness and will bring about a change in the manner employees work. Increase in the number of women participation in the workforce has further increased the availability of people. This has reduced the level of discrimination which was present among employees and has helped to create a culture through which maximum business gains have been achieved. This has also helped to create a culture where people are treated equally and are provided with the correct opportunity through which business gains have increased. This brings forward an important implication for businesses as they have to be watchful and ensure that no degree of discrimination is present among the employees (Edwards, 2003). This will help to create a level playing field where employees will work together and create a culture through which business gains and productivity will improve. This will help to ensure that the business decisions fetches long lasting results and will reduce and remove the difficulties which the business faces. Another change which is seen is in the manner workplace timings have changed and flexible hours have taken place. Organization need to respond to it positively and make changes in the working hours so that employees are provided the required flexibility to fetch the best results. This will help employees to work freely and will help to create the required culture through which business gains will increase. Thus, the workforce has undergone certain changes and requires organizations to respond to it positively so that the required changes benefit both the organization and the employees. This will help to achieve better results and ensure that best use of resources at all levels thereby ensuring better operational efficiency. Topic 2 Emotional labour is an aspect which organizations need to lay importance to so that they are able to ensure better use of resources. Employees looking to regulating emotions and comply the same with the social norms are referred to as emotional labour (Conrad & Witte, 2004). The requirements of the job require that organizations display certain type of emotions and organizations are able to make amends based on it so that positive results can be achieved. This paper looks at analyzing the manner in which emotional labour is an issues which employees in the service industry has to deal with so that better results can be achieved. Emotional labour is an aspect which provides different directives which organizations need to analyze. One the one hand emotional labour provides an opportunity to ensure better interactions among the different people while on the other hand it increases interpersonal problems while dealing with people. The complexities increases as organization while working in the competitive world has to develop strategies which will look at reducing the differences so that best results can be achieved (DeLay, 2009). This will require that employees bring about a change in their behaviour so that the business through the emotional quality is able to bring a change and transformation through which decisions take place. There is a clear correlation between emotional state and physical state which people undergo. Organizations require that positive emotions are displayed instead of negative emotions as it can have a negative impact on the people and performance. This will have a large impact on the performance as employees if they are unable to undertake the work assigned to them will have an impact on the overall performance (Dillard & Hunter, 2009). Emotional labour often results in burnout and dissatisfaction among the employees. This can lead towards negative results as the performance will be undermined and will thereby impact the overall performance of the organization. Emotional labour are often witnessed as a source of stress and negative outcomes associated with the job. This can lead towards wastage of resources and will create a situation where the organizations will not be able to use the resources in the best possible manner (Abraham, 2008). This requires that the organization identify the manner in which emotional labour helps to provide maximum advantage and creates a structure through which maximum gains are received. This will thereby create a culture through which business fundamental will be achieved Further emotional labour is something which is uncontrolled and it arises over a period of time when people continue to work for a profession or role. This has an impact on the result which is achieved as the ability of the business to deal with it will help to multiply the gains. This thereby requires that the organization based on the different fundamentals is able to use the emotional aspect of the labour in such a manner that gains are ensured for both (Adelman, 2009). This will require proper introspection of the different aspects which contributes towards the growth and well being so that things can be moulded for better results. Thus, emotional labour is an aspect which needs to be properly analyzed and looked at so that the organizations are able to bring a change and transformation through which the different resources can be sued in the most possible manner. This will thereby help to maximize the gains from the use of resources and will ensure that a framework is created through which the overall gains for the business increases. This will help to reap rich rewards and is an aspect which needs to be controlled for best possible use of resources. References Abraham, R. (2008). Emotional dissonance in organizations: Antecedents, consequences, and moderators. Genetic, Social, and General Psychology Monographs, 124, 229-246. Adelman, P. K. (2009). Emotional labor and employee well-being. Unpublished doctoral dissertation, University of Michigan, Ann Arbor. Arrowsmith, J, Marginson, P and Sisson, K. (2003). ‘Externalisation and internalisation of collective bargaining in Europe: variation in the role of large companies’. Industrielle Beziehungen. 10 (3), 363-92 Bernadette, P., & Gavin C. R. (2005). Flexibility, Firm-Specific Turbulence and the Performance of the Long-lived Small Firm. Review of Industrial Organization 26 (4), 415–443 Conrad, C., & Witte, K. (2004). Is emotional expression repression oppression? Myths of organizational affective regulation. In S. Deetz (Ed.), Communication Yearbook,17, 417-428. DeLay, M. T. (2009). Emotional labor in the workplace. Unpublished master thesis, University of Arkansas, Little Rock. Dillard, J.. P. & Hunter, J. E. (2009). On the use and interpretation of the Emotional Empathy Scale, the Self-Consciousness Scales, and the Self-Monitoring Scale. Communication Research, 16, 104-129. Edwards, P.K. (2003). ‘The challenging but promising future of industrial relations: developing theory and method in context-sensitive research. Industrial Relations Journal 36 (4), 264–282 Jay J. E., & Alec C. J. (2006). Efficiency, flexibility, or both? Evidence linking strategy to performance in small firms. Strategic Management Journal, 26 (13), 1249–1259 Read More