RESEARCH PROPOSAL – EXAMPLE 1 Project Title Emotional Labour and Gender in the Hospitality Industry Research Context The idea that there is an ‘emotional’ aspect to work seems to have only gained academic credence in recent years. Hochschild (1983) originally introduced the concept of emotional labour in her study of flight attendants and bill collectors. Since then various researchers have subsequently expanded the topic to various different types of workers including teachers (Blackmore
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What is emotional labour? Defined by the author Bryman (2004) emotional labour is the state of affairs between employees as part of their working roles and the need to express feelings and emotions as part of their work. The types of emotions can be delivered in a desirable way or undesirable way‚ in other words positive or negative. Why is emotional labour so important? As stated in the article written by Bryman (2004) the importance of promoting emotional labour is because‚ emotional
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Discovering Emotional Labour Emotional work is the control of a person’s feeling in order to display the appropriate emotions to others in different situations (Hochschild‚ 1983: Pg.7). In other words‚ a person has to put aside his or her own feelings and shows the right emotions in the right place at the right time. This concept can be applied to many aspects of our daily life and when used in terms of it being sold for a wage‚ Hochschild (1983) define it as emotional labour. By focusing on the
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(Bryman‚ 2004) under chapter 5 performative labour‚ emotional labour can be defined as state of affairs between employees as part of their working roles needing to express feelings and emotions preferably to seem as though their emotions are deeply held within their job requirements. The type of emotions delivered can be encouraging or undesirable emotions or in other words‚ positive or negative emotions. All though there can be negative or positive emotional labour‚ in this chapter the author focuses more
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(2004)‚ emotional labour is regarded as situation in the workplace where workers are required to shows certain emotion as a part of their job. Bryman (2004‚ p.103) describes the developing trend of presuming work as a performance‚ where workplace is seen as stage for performance‚ while workers are the actors on the stage. He states that workers’ performance that is presented to the customers is vital as it is memorable to customers. Bryman (2004‚ p.103) emphasizes that emotional labour is capable
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Taylorism The American Frederick W. Taylor (1856–1915) pioneered the scientific management approach to work organization‚ hence the term Taylorism. Taylor developed his ideas on work organization while working as superintendent at the Midvale Steel Company in Pennsylvania‚ USA. Taylorism represents both a set of management practices and a system of ideological assumptions. The autonomy (freedom from control) of craft workers was potentially a threat to managerial control. For the craft worker‚
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Scientific management still holds a strong role in a predominantly service economy even though that type of management has been in existence for almost a century. According to Freeman‚ Scientific management system also known as "Taylorism" was founded by Frederick W Taylor in 1912 where he defended for his new management system which was not approved by the authorities that time (1996‚35). This system was first designated by the names "piece-rate system" and "task system". This century-old system
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Taylorism Frederick W. Taylor introduced the idea of applying science into business management in the late 1880’s. Taylor‚ a mechanical engineer was determined to find a way to improve industrial efficiency and productivity. He sought to reduce the time a worker spent on each task by optimizing the way the task was done. This was accomplished by breaking down every job into individual motions‚ timing the movements and analysis each of the motions involved. He would then eliminate the unnecessary
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Did Taylorism ultimately cause inefficiency in the workplace due to employee dissatisfaction? Scientific management also known as Taylorism was a management theory coined by Fredrick Winslow Taylor in which the main objective was to improve efficiency in the workplace. This was achieved by implementing scientific methods to the management of workers. These processes include optimizing the way tasks were performed and simplifying the jobs enough so that workers could be trained to perform tasks
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1992). 1.1 Conceptualization of the Principles Taylorism is a process of determining the division of work into its smallest possible skill elements‚ and how the process of completing each task can be standardized to achieve maximum efficiency (Bratton‚ Sawchuk‚ Forshaw‚ Callinan & Corbet‚ 2012). The key elements to Taylor’s approach of scientific management: 1.1.1 1.2 Critiques on Taylor’s Scientific Management Controversially‚ Taylorism is often criticized as destroying the soul of work
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