This case presents an employee, Laura, discussing in a very frank and open way the negative emotional climate in her workplace. Laura describes the workplace as very cold and unproductive. She very directly says that managers don’t like employees showing emotions and use fear as a tool to “keep employees in line”. They don’t seem to want to know that there is anything wrong in the working environment. It seems that Laura has been able to accept and adapt to the culture in her behaviour, at the same time expressing her dislike of the situation. It is obvious that for her this is now “just a job” and she focuses on her goal which seems to be to leave the company.
1. Do you think Laura is justified in her responses to her organization’s culture? Why of why not?
2. Do you think Laura’s strategic use and display of emotions serve to protect her?
3. Assuming that Laura’s description is accurate, how would you react to the organization’s culture?
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?
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