What is EMLABOR®?
Emotional labour is a stark reality in hospitality, and is a primary reason behind high attrition rates and burnout levels. EMLABOR® characterises the level and nature of emotional labour within your hospitality organisation, identifies underlying drivers, and outlines its impact on employee burnout. EMLABOR® is designed based on our proprietary framework on ‘emotional labour and burnout in service situations’. EMLABOR® first develops an interactionist view of emotional labour to identify causal factors. Subsequently, it studies the role of motivation in employees’ usage of emotional labour as a coping mechanism. EMLABOR® then analyses the components of emotional labour, assesses the level and nature of burnout, and links the two. Finally, it assesses institutional and individual skills to manage emotional labour.
Emotional labour is the primary reason behind high attrition rates and burnout levels in hospitality. Based on our proprietary framework on ‘emotional labour and burnout in service situations’, EMLABOR® first develops an interactionist view of emotional labour to identify underlying causal factors. Second, it studies the employees’ usage of emotional labour as a coping mechanism. Next, EMLABOR® analyses the components of emotional labour, and the level and nature of burnout, and links the two. Finally, it assesses institutional and individual skills to manage emotional labour.
Emotional labour is the primary reason behind high attrition rates and burnout levels in hospitality. Based on our proprietary framework on ‘emotional labour and burnout in service situations’, EMLABOR® first develops an interactionist view of emotional labour to identify underlying causal factors. Second, it studies the employees’ usage of emotional labour as a coping mechanism. Next, EMLABOR® analyses the components of emotional labour, and the level and nature of burnout, and links the two. Finally, it assesses institutional and individual skills to manage emotional labour.
Emotional labour is the primary reason behind high attrition rates and burnout levels in hospitality. Based on our proprietary framework on ‘emotional labour and burnout in service situations’, EMLABOR® first develops an interactionist view of emotional labour to identify underlying causal factors. Second, it studies the employees’ usage of emotional labour as a coping mechanism. Next, EMLABOR® analyses the components of emotional labour, and the level and nature of burnout, and links the two. Finally, it assesses institutional and individual skills to manage emotional labour.
Why worry about "emotional labour"? Why get EMLABOR®?
While emotional labour is the primary coping mechanism for hospitality employees, it is also the main reason behind employee unhappiness, untimely burnout and declining performance. Emotional labour causes emotional dissonance, which in turn leads to anger, resentment and psychological burnout. Emotional labour also leads to interpersonal stressors. Anxiety resulting from emotional labour leads to emotional exhaustion and conflict. Finally, and tellingly, emotional labour results in burnout, since emotional depletion affects her ability to attend to her job. Get EMLABOR® for a comprehensive view of the nature, causality and impact of emotional labour in your organisation, and shine the light on interventions to manage and mitigate, with the ultimate goal of enhancing job satisfaction and productivity.
Emotional labour leads inevitably to employee unhappiness, untimely burnout and declining performance. It causes emotional dissonance, leading to anger, resentment and psychological burnout. Emotional labour also results in interpersonal stressors and anxiety, leading on to emotional exhaustion and conflict. Emotional depletion affects employee’s ability to attend to her job, resulting in burnout. Get EMLABOR® for a comprehensive view of the nature, causality and impact of emotional labour in your organisation, and shine light on interventions to manage and mitigate.
Emotional labour leads inevitably to employee unhappiness, untimely burnout and declining performance. It causes emotional dissonance, leading to anger, resentment and psychological burnout. Emotional labour also results in interpersonal stressors and anxiety, leading on to emotional exhaustion and conflict. Emotional depletion affects employee’s ability to attend to her job, resulting in burnout. Get EMLABOR® for a comprehensive view of the nature, causality and impact of emotional labour in your organisation, and shine light on interventions to manage and mitigate.
Emotional labour leads inevitably to employee unhappiness, untimely burnout and declining performance. It causes emotional dissonance, leading to anger, resentment and psychological burnout. Emotional labour also results in interpersonal stressors and anxiety, leading on to emotional exhaustion and conflict. Emotional depletion affects employee’s ability to attend to her job, resulting in burnout. Get EMLABOR® for a comprehensive view of the nature, causality and impact of emotional labour in your organisation, and shine light on interventions to manage and mitigate.
Who will benefit from EMLABOR®?
While focused on benefitting employees, EMLABOR® has positive impact on multiple stakeholders. First and foremost, employees benefit from understanding the nature of their emotional labour and the causal factors, and the guidance for its containment and management. Second, the organisation benefits from the platform created by EMLABOR® to enhance job satisfaction, mitigate burnout, reduce attrition and raise productivity. Third, supervisors, managers and team leaders benefit from a richer understanding of the emotional state of team members, what drives or deters their performance, and their coping mechanisms. Finally, leaders of the institution benefit from an insightful view of stress patterns across the institution and from access to solutions that can raise quality and health of the organisation and employee climate.
First and foremost, EMLABOR® benefits employees by explaining the nature of their emotional labour and underlying causes, and by providing guidance for its management. Second, the organisation benefits through enhanced job satisfaction, reduced burnout and attrition, and raised productivity. Third, supervisors, managers and team leaders benefit from a richer understanding of the emotional state of team members. Finally, hospital leadership benefits from the view of stress patterns across the institution, and from solutions to raise quality of organisation health and employee climate.
First and foremost, EMLABOR® benefits employees by explaining the nature of their emotional labour and underlying causes, and by providing guidance for its management. Second, the organisation benefits through enhanced job satisfaction, reduced burnout and attrition, and raised productivity. Third, supervisors, managers and team leaders benefit from a richer understanding of the emotional state of team members. Finally, hospital leadership benefits from the view of stress patterns across the institution, and from solutions to raise quality of organisation health and employee climate.
First and foremost, EMLABOR® benefits employees by explaining the nature of their emotional labour and underlying causes, and by providing guidance for its management. Second, the organisation benefits through enhanced job satisfaction, reduced burnout and attrition, and raised productivity. Third, supervisors, managers and team leaders benefit from a richer understanding of the emotional state of team members. Finally, hospital leadership benefits from the view of stress patterns across the institution, and from solutions to raise quality of organisation health and employee climate.
Where (in which settings) should you get EMLABOR®?
Avail of EMLABOR® when faced with any of five situations, each of which is a symptom of emotional labour. First, ‘repeat breakdown situation’. Have you observed a pattern of valued employees breaking down? Often due to an inability to manage their emotional state? Second, ‘burnout situation’. Are you suffering from unusually high employee burnout levels? Third, ‘attrition situation’. Are you experiencing employee turnover that cannot be explained by compensation and competition? Chances are that emotional labour is at play. Fourth, 'productivity dip situation’. Has productivity declined despite stability in related causal parameters? Fifth, ‘conflict situation’. Have you observed a spike in interpersonal conflict situations? Emotional labour could be the underlying stressor.
Avail EMLABOR® when faced with any of five symptoms. First, ‘repeat breakdown symptom’. Is there a pattern of valued employees breaking down and not being able to manage their emotional state? Second, ‘burnout symptom’. Are you suffering from unusually high burnout levels? Third, ‘attrition symptom’. Is your employee turnover not commensurate with compensation and competition? Fourth, ‘productivity dip symptom’. Has productivity declined despite stability in operations? Fifth, ‘conflict symptom’. Have you observed a spike in interpersonal conflicts and stressors?
Avail EMLABOR® when faced with any of five symptoms. First, ‘repeat breakdown symptom’. Is there a pattern of valued employees breaking down and not being able to manage their emotional state? Second, ‘burnout symptom’. Are you suffering from unusually high burnout levels? Third, ‘attrition symptom’. Is your employee turnover not commensurate with compensation and competition? Fourth, ‘productivity dip symptom’. Has productivity declined despite stability in operations? Fifth, ‘conflict symptom’. Have you observed a spike in interpersonal conflicts and stressors?
Avail EMLABOR® when faced with any of five symptoms. First, ‘repeat breakdown symptom’. Is there a pattern of valued employees breaking down and not being able to manage their emotional state? Second, ‘burnout symptom’. Are you suffering from unusually high burnout levels? Third, ‘attrition symptom’. Is your employee turnover not commensurate with compensation and competition? Fourth, ‘productivity dip symptom’. Has productivity declined despite stability in operations? Fifth, ‘conflict symptom’. Have you observed a spike in interpersonal conflicts and stressors?
How does EMLABOR® work?
EMLABOR® is a product designed for biannual usage. Emotional labour is ever present, and needs close monitoring to prevent flare-up situations. For full-service institutions that differentiate solely on the basis of empathy and service quality, we recommend quarterly usage. Use EMLABOR® for a group of individuals, or a team or department, or the entire organisation. While using EMLABOR®, you undergo the four stages of ‘installation’, ‘engagement’, ‘analysis’ and ‘dissemination’ over eight to ten weeks. At installation, you identify the individuals who will be the product subjects. EMLABOR® then interacts through a process of guided reflection. The confidential EMLABOR® report has descriptions of the nature of emotional labour and burnout, the interlinkages, and possible institutional and individual remedies.
EMLABOR® is designed for biannual usage. For full-service institutions that differentiate solely on the basis of empathy and service quality, we recommend quarterly usage. Use EMLABOR® for individuals, for a group, or for the entire organisation. ‘Installation’, ‘engagement’, ‘analysis’ and ‘dissemination’ take place over eight weeks. To install, you will identify individuals with whom EMLABOR® will interact through a process of guided reflection. The confidential EMLABOR® output will characterise emotional labour and burnout, the interlinkages, and possible institutional and individual remedies.
EMLABOR® is designed for biannual usage. For full-service institutions that differentiate solely on the basis of empathy and service quality, we recommend quarterly usage. Use EMLABOR® for individuals, for a group, or for the entire organisation. ‘Installation’, ‘engagement’, ‘analysis’ and ‘dissemination’ take place over eight weeks. To install, you will identify individuals with whom EMLABOR® will interact through a process of guided reflection. The confidential EMLABOR® output will characterise emotional labour and burnout, the interlinkages, and possible institutional and individual remedies.
EMLABOR® is designed for biannual usage. For full-service institutions that differentiate solely on the basis of empathy and service quality, we recommend quarterly usage. Use EMLABOR® for individuals, for a group, or for the entire organisation. ‘Installation’, ‘engagement’, ‘analysis’ and ‘dissemination’ take place over eight weeks. To install, you will identify individuals with whom EMLABOR® will interact through a process of guided reflection. The confidential EMLABOR® output will characterise emotional labour and burnout, the interlinkages, and possible institutional and individual remedies.
When during the financial year should you get EMLABOR®?
From start, EMLABOR® requires eight to ten weeks for the ‘installing’, ‘engaging’, ‘analysing’ and ‘disseminating’ phases. EMLABOR® can be aligned with your human resources calendar. When used in quarterly frequency, EMLABOR® provides a dynamic yet present picture of the organisation’s emotional state. We recommend product installation at the beginning of each quarter. When used in biannual frequency, we recommend usage during the second and fourth quarters. This allows for interventions at the start of the year and for remedial measures in the middle. When used in an episodic manner, we recommend that you not synchronise EMLABOR® with the company calendar, and activate it whenever you encounter the problem. There is little wisdom in letting emotional labour play out.
EMLABOR® can be aligned with your human resources calendar. When used in quarterly frequency, it provides a dynamic yet current picture of the organisation’s emotional state. We recommend product installation at the beginning of each quarter. When used in biannual frequency, we recommend usage during the second and fourth quarters. This timing allows for interventions at the start of the year and for remedial measures in the middle. When you decide to use episodically, activate EMLABOR® whenever you encounter the problem. There is little wisdom in letting emotional labour play out.
EMLABOR® can be aligned with your human resources calendar. When used in quarterly frequency, it provides a dynamic yet current picture of the organisation’s emotional state. We recommend product installation at the beginning of each quarter. When used in biannual frequency, we recommend usage during the second and fourth quarters. This timing allows for interventions at the start of the year and for remedial measures in the middle. When you decide to use episodically, activate EMLABOR® whenever you encounter the problem. There is little wisdom in letting emotional labour play out.
EMLABOR® can be aligned with your human resources calendar. When used in quarterly frequency, it provides a dynamic yet current picture of the organisation’s emotional state. We recommend product installation at the beginning of each quarter. When used in biannual frequency, we recommend usage during the second and fourth quarters. This timing allows for interventions at the start of the year and for remedial measures in the middle. When you decide to use episodically, activate EMLABOR® whenever you encounter the problem. There is little wisdom in letting emotional labour play out.
© Copyright 2019 
All rights reserved.
© Copyright 2019 All rights reserved.
© Copyright 2019 All rights reserved.
© Copyright 2019 All rights reserved.