Ethical Dilemmas Of Working In Health And Social Care

In The Managed Heart Hochschild focuses on emotional labour: managing one 's emotions in the work place because it is one 's job to do so. While she touches on some benefits of emotion management, her book focuses on the dangers of losing one 's true self when one 's employer can control how one feels. Her main subjects are bill collectors and flight attendants, both are expected to have extreme (and opposite) emotions on the job.

The workers at the deli chain Pret A Manger is used as a prime example of this by Timothy Noah in his article “Labor of Love.” Noah’s article builds primarily off the work of Arlie Hochschild, who defined “emotional labor,” which is is when employees must "induce or suppress” emotions in order to make the customer "experience a positive feeling" (1-2). According to Noah, Pret’s employees are extreme examples of “emotional laborers,” as they must follow set “Pret Behaviors” at all times. These rules of behavior make positivity and smiling mandatory, and subsequently all Pret workers must not only serve customers food, but also cater to their emotions (2-3). If employees fail to uphold their happy facade they face repercussions, often in the form of withheld bonuses (3). Noah states the stress to perform to these standards at all times makes the employees into “enthusiasm cops,” watching and enforcing these emotional behaviors onto one another, and as Noah puts it, “further constricting any space for a reserved and private self” (3). It is in this way that Pret manipulates its own workers into doing extra work (emotional labor and the enforcement of it) without extra

There are many key ethical and cultural considerations that should be unfailingly addressed by those working in a hospital or other healthcare setting. It’s vital that human services professionals understand and carry out their responsibilities in a manner consistent with the ethical obligations and accepted standards that govern their profession (Corey, Corey, Corey, & Callahan, 2015) For example, The National Organization for Human Services (NOHS) has established a set of ethical standards that provide many guiding principles which include, protecting a client’s right to privacy, confidentiality and its limitations, informed consent, duty to warn, and ensuring that the values or biases of the professional are not imposed on their clients. These are just a few of the key standards a professional should meet to fulfill the responsibilities they have to a client (NOHS, 2015). Ethical dilemmas occur frequently, and handling them effectively requires having awareness, sensitivity, and cultural competency.

Reflection is a process of learning through and from self-analysis, self-evaluation, self-dialogue and self-observation towards gaining new possibilities for self-enhancement. In social work, this learning process is an integral part of applying theory to practice. With the growing influence of postmodernism, social workers also need to be prepared to recognise the eurocentric discourse that grounds and governs their disciplinary knowledge. It is against this background that I will reflect upon Foucault’s power-knowledge axis, particularly as it relates to cultural competence. As will be demonstrated, anti-oppressive practice rests on the ability of social workers to analyse the power dynamics that pervade their encounters

This section will primarily focus on analyzing Hochschild’s theory of emotional labour amongst the three main characteristics it entails. It will first define emotional labour which will be followed by an explanation of the three characteristics involved. The topics covered are quite relevant because it is crucial to first understand the theory of emotional labour in

Advocacy ensures that people who are vulnerable have a voice for the voiceless on their behalf for the injustice and policies that may impact them directly. Advocacy is helping or assisting an individual in acquiring the services they need. “Advocacy involves stepping forward on behalf of the client to promote fair and equitable treatment or gain needed resources” (Zastrow, 2013, p. 46). When advocating these issues can make the difference between a child being in a good position to make healthy choices in their life.

In health and social care, four key Ethical Principles that are taken into account during these settings. Which are:

Although originally written in 1983, The Managed Heart is still an up to date look at an interesting concept: combining emotional feelings with the work one does. At first glance, the notion that emotions may have an impact on one’s work environment seems almost a non-issue. However, Hochschild is not saying that; rather, Hochschild looks at the effect of emotions in the workplace, but also the interaction of those emotions with the work itself. The author’s interest in this topic began at an early age, 12, when she recounts an event in her life: her parents, part of the U.S. Foreign Service, entertained diplomats. Hochschild describes the question that came to her mind as she looked up into the smiling face of a

Both A.R Hochschild in “Exploring The Managed Heart” and William Davies in “All Happy Workers” argue that managers are too focused on their employees’ public emotions rather than their private feelings, therefore revealing a lack of empathy for their employees’ emotions. In “Exploring The Managed Heart” Arlie Russel Hochschild addresses the issues of corporations being more concerned with worker’s emotions than their feelings. Employees’ have to suppress their feelings in order to produce proper body language to consumers; Hochschild defines this as “emotional labor” therefore, workers unconsciously integrate their private feelings with their public feelings which can cause the workers to feel drained from their genuine feelings (7). Hochshild

Arlie R. Hochschild’s “Exploring the Managed Heart,” and William Davies “All the Happy Workers,” both argue that emotions generated at work are blending into employees’ private lives, showing the extent of corporate control over employees emotions. Hochschild illustrates corporate control of employee emotion when she discusses the personal testimony of a flight attendant and her inability to shed the enthusiasm required on the job once she was home (4). This inability as Hochschild states is “[a] deeper extension of the professional smile is not always easy to retract at the end of the work day,” she suggests that the emotions fostered at work are not easily shed once it is time to clock out (4). With such a high demand for emotional labor

As a social worker many problems may arise because of the constant grey area of either letting your personal values interfere with your professional opinion. It is essential to provide your client with information and tools to help them succeed and overcome their problems. Following the core values is essential to being a resourceful, competent social worker. In some cases, core values are in conflict. In a situation where more than one core value is in conflict it is considered an ethical dilemma (Hick, 2009). It’s not guaranteed that a perfect solution will arise, therefore one of the core values is subsided because the other has more of an impact on the client.

There are many ways in which social workers can avoid ethical dilemmas. In regards to the Jones case I will explain five ethical dilemmas. I will explain what 3 core values could have benefitted the Jones family and I will give three strategies I will use to practice ethical behavior in my field of social work in the future.

Everyday, healthcare professionals are faced with ethical dilemmas in their workplace. These ethical dilemmas need to be addressed in order to provide the best care for the patient. Healthcare professionals have to weigh their own personal beliefs, professional beliefs, ethical understandings, and several other factors to decide what the best care for their patient might be. This is illustrated in Mrs. Smith’s case. Mrs. Smith is an 85 year old who has suffered from a large stroke that extends to both of her brains hemispheres which has left her unconscious. She only has some brain stem reflexes and requires a ventilator for support. She is unable to communicate how she wishes to proceed with her healthcare. Mrs. Smith’s children, Sara and Frank have different views regarding their mother’s plan of care. The decision that needs to be made is whether to prolong Mrs. Smith’s life, as Sara would like to do, or stop all treatments and care, as Frank feels his mother would want. In the healthcare field, there are situations similar to this case that happen daily where moral and ethical judgment is necessary to guide the decision that would be best for the patient. The purpose of this paper is to explore and discuss, compare and contrast the personal and professional values, ethical principles, and legal issues regarding Mrs. Smith’s quality of life and further plan of care.

Emotional labor can easily be described as being required to display specific feelings or emotions toward customers, co-workers, clients and other people at work, when those feelings aren't genuine. It's always great to have happy employees, but when emotions are faked insomnia may be on the rise.

Emotional Labour can be described in a vast amount of ways. One definition is “the management of feeling to create a publicly observable facial and bodily display; emotional labour is sold for a wage and therefore has exchange value” (Hochschild, 2003, p. 7).