1. What factors do you think make some organizations ineffective at managing emotion?
According to the case, organizations are always hard to manage emotion effective. From my prospective, there might be three main reasons, emotional individual differences, lack of contact between organizations and their employees, and organization culture, all bringing about this situation.
First of all, different people have different personalities. It is hard for an organization to publish a policy or to make a solution, which could satisfy all employees. Even a same work event could generate two opposite emotional reactions by different personal dispositions. Furthermore, the greater the organization is, the more difficult the emotional management will be.
Secondly, Organizations should connect with their employees constantly to know their employees’ attitudes and should make a comfortable environment so that employees can express their real mind to their managers. Once organizations
contact their employees inconstantly or misunderstand their employees’ emotion, it is hard for them to achieve effective emotion management.
Finally, organization culture is also very important aspect to manage employees’ emotion. Organization culture can build a positive and warm work environment, which could receive positive emotional reactions from employees. Therefore, employees would work with high enthusiasm and it is easier for organization to manage emotion effectively.
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?
In Laura’s case, many employees in her company choose to hide their true emotions and always keep silence because of fear. In my opinion, this strategic use and display of emotions may serve to protect employees like Laura, at least to a certain degree, because this kind of display helps employees to save their job for money, and also...
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