At the base of Emotions at workthe new essay by Francesca Romana Puggelli published by Sole 24 ore Publishing there is a very precise assumption: “Our culture has always tried to drive away emotions from the workplace, preferring and emphasizing, since the school years, the rational approach as the only possible way to be effective and solve problems.“. Puggelli, lecturer and journalist, currently at the University of Southern California in Los Angeles, in this clear and very pragmatic book really wants to overcome the “opposition between reason and emotion“especially when it comes to world of work.
Even the most banal empirical observation, in fact, shows that in any workplace they do not only count numbers, results, objectives, economic objectivity, but also a series of relational and personal complexities enter into circulation that cannot ignore emotions. If you get angry about a delay, try to satisfy a customer, try to mediate with colleagues, solve a problematic situation: here all these situations and not only do they require a fair amount of emotion management.
Emotions at work it starts right from the basics, indeed from fundamental definitions, because to analyze one’s professional attitude it is indeed essential to understand that emotion is a “reaction to an external or internal event whose nature is eminently social, as it occurs in relation to others and within a society”, And consequently emotions are basically forms of communication, which are divided into physiological, tonic-pastural, motor, expressive, subjective components and so on. Thanks to glossaries, psychological tests, schemes and advice, this becomes a very immediate manual to work on yourself and on relationships with others, be they bosses or colleagues.
According to Puggelli it is “It is important to talk about emotion management as the ability to influence not only one’s own feelings and emotional expressions, but also the feelings and emotional expressions of others“: from the customer satisfaction to leadership management, from sales and marketing strategies to crisis managementthrough team building and strategic planning, are countless areas in which it is necessary to know how to analyze and manage one’s own drives and feelings. Also because of the eight fundamental emotions (joy, expectation, anger, disgust, sadness, surprise, fear, acceptance), many can lead to not indifferent complications if left to themselves: anger arises from mobbingfrom sadness the burnout and so on.
The considerations contained in this essay are all the more topical after that the pandemic has subverted much of the work dynamics: the crisis, smart working, the fragilities that emerged more clearly due to the coronavirus have led (or should have led) to a rethinking of work cycles and relationships. These pandemic years, in other words, have introduced a new challenge because they have changed the habits and ways of interfacing: in a positive way there was a greater openness to focus on the positivity of change, to open up more to dialogue, to take more gradual approaches. In other words, even at work, perhaps, we are more open to emotions: if you are listening to them fully, however, perhaps you will understand it only with this book.