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Quartz: How to cry at work without the social cost

18 Jun 2018
When assessing female criers at work, observers rely on cognitive “scripts” about the way people should act in common—and stressful—work contexts such as receiving negative feedback.

Originally found at Quartz, by Kimberly Elsbach

While I was working as an engineer at a large food company, I once became frustrated and upset when the meeting leader dismissed a concern I had expressed and, in my mind, put me down for voicing the concern at all.

I felt tears in my eyes, but decided to stay in the meeting and try to get my emotions under control. Afterwards, I heard through the grapevine that many people were talking about me. My colleagues were shocked that I would cry in a meeting. I also found that many of them treated me differently—as if I were fragile—after that instance. I now understand that they may have perceived me as weak and unprofessional because I cried.

Psychologists have shown that women are perceived more negatively than are men if they display emotions at work.  Observers are more likely to make dispositional attributions (i.e., attributions to a person’s innate characteristics) when women express emotions. By contrast, they are more likely to attribute male expressions of emotions to the situation (e.g., it was an unexpectedly demanding situation). Researchers have also found that the belief that “displaying emotion at work is dysfunctional” is more likely to be applied to women than to men. In my own research, which I conducted with my colleague Beth Bechky, we looked at a particular emotional display: crying. We focused on crying because it may be expressed in response to many of the emotions employees feel at work (e.g., frustration, anger, sadness), and because it is highly salient and memorable for people who observe it at work. For the study, we interviewed 65 full-time, working professionals employed in a variety of industries and firms in Northern California. Our findings revealed one way to explain why observers tend to be judge women who display emotions at work differently than they judge men who do the same. They showed that when assessing female criers at work, observers rely on cognitive “scripts” about the way people should act in common—and stressful—work contexts such as receiving negative feedback.

Continue reading original article at Quartz at Work.


Read the original research in Academy of Management Discoveries

Learn more about the AOM Scholars and explore their work:

Blog Image Top with Categories

Quartz: How to cry at work without the social cost

18 Jun 2018
When assessing female criers at work, observers rely on cognitive “scripts” about the way people should act in common—and stressful—work contexts such as receiving negative feedback.

Originally found at Quartz, by Kimberly Elsbach

While I was working as an engineer at a large food company, I once became frustrated and upset when the meeting leader dismissed a concern I had expressed and, in my mind, put me down for voicing the concern at all.

I felt tears in my eyes, but decided to stay in the meeting and try to get my emotions under control. Afterwards, I heard through the grapevine that many people were talking about me. My colleagues were shocked that I would cry in a meeting. I also found that many of them treated me differently—as if I were fragile—after that instance. I now understand that they may have perceived me as weak and unprofessional because I cried.

Psychologists have shown that women are perceived more negatively than are men if they display emotions at work.  Observers are more likely to make dispositional attributions (i.e., attributions to a person’s innate characteristics) when women express emotions. By contrast, they are more likely to attribute male expressions of emotions to the situation (e.g., it was an unexpectedly demanding situation). Researchers have also found that the belief that “displaying emotion at work is dysfunctional” is more likely to be applied to women than to men. In my own research, which I conducted with my colleague Beth Bechky, we looked at a particular emotional display: crying. We focused on crying because it may be expressed in response to many of the emotions employees feel at work (e.g., frustration, anger, sadness), and because it is highly salient and memorable for people who observe it at work. For the study, we interviewed 65 full-time, working professionals employed in a variety of industries and firms in Northern California. Our findings revealed one way to explain why observers tend to be judge women who display emotions at work differently than they judge men who do the same. They showed that when assessing female criers at work, observers rely on cognitive “scripts” about the way people should act in common—and stressful—work contexts such as receiving negative feedback.

Continue reading original article at Quartz at Work.


Read the original research in Academy of Management Discoveries

Learn more about the AOM Scholars and explore their work:

Blog Image Right (For Homepage only)

Quartz: How to cry at work without the social cost

18 Jun 2018
When assessing female criers at work, observers rely on cognitive “scripts” about the way people should act in common—and stressful—work contexts such as receiving negative feedback.

Originally found at Quartz, by Kimberly Elsbach

While I was working as an engineer at a large food company, I once became frustrated and upset when the meeting leader dismissed a concern I had expressed and, in my mind, put me down for voicing the concern at all.

I felt tears in my eyes, but decided to stay in the meeting and try to get my emotions under control. Afterwards, I heard through the grapevine that many people were talking about me. My colleagues were shocked that I would cry in a meeting. I also found that many of them treated me differently—as if I were fragile—after that instance. I now understand that they may have perceived me as weak and unprofessional because I cried.

Psychologists have shown that women are perceived more negatively than are men if they display emotions at work.  Observers are more likely to make dispositional attributions (i.e., attributions to a person’s innate characteristics) when women express emotions. By contrast, they are more likely to attribute male expressions of emotions to the situation (e.g., it was an unexpectedly demanding situation). Researchers have also found that the belief that “displaying emotion at work is dysfunctional” is more likely to be applied to women than to men. In my own research, which I conducted with my colleague Beth Bechky, we looked at a particular emotional display: crying. We focused on crying because it may be expressed in response to many of the emotions employees feel at work (e.g., frustration, anger, sadness), and because it is highly salient and memorable for people who observe it at work. For the study, we interviewed 65 full-time, working professionals employed in a variety of industries and firms in Northern California. Our findings revealed one way to explain why observers tend to be judge women who display emotions at work differently than they judge men who do the same. They showed that when assessing female criers at work, observers rely on cognitive “scripts” about the way people should act in common—and stressful—work contexts such as receiving negative feedback.

Continue reading original article at Quartz at Work.


Read the original research in Academy of Management Discoveries

Learn more about the AOM Scholars and explore their work:

Blog Blocks Horizontal

Quartz: How to cry at work without the social cost

18 Jun 2018
When assessing female criers at work, observers rely on cognitive “scripts” about the way people should act in common—and stressful—work contexts such as receiving negative feedback.

Originally found at Quartz, by Kimberly Elsbach

While I was working as an engineer at a large food company, I once became frustrated and upset when the meeting leader dismissed a concern I had expressed and, in my mind, put me down for voicing the concern at all.

I felt tears in my eyes, but decided to stay in the meeting and try to get my emotions under control. Afterwards, I heard through the grapevine that many people were talking about me. My colleagues were shocked that I would cry in a meeting. I also found that many of them treated me differently—as if I were fragile—after that instance. I now understand that they may have perceived me as weak and unprofessional because I cried.

Psychologists have shown that women are perceived more negatively than are men if they display emotions at work.  Observers are more likely to make dispositional attributions (i.e., attributions to a person’s innate characteristics) when women express emotions. By contrast, they are more likely to attribute male expressions of emotions to the situation (e.g., it was an unexpectedly demanding situation). Researchers have also found that the belief that “displaying emotion at work is dysfunctional” is more likely to be applied to women than to men. In my own research, which I conducted with my colleague Beth Bechky, we looked at a particular emotional display: crying. We focused on crying because it may be expressed in response to many of the emotions employees feel at work (e.g., frustration, anger, sadness), and because it is highly salient and memorable for people who observe it at work. For the study, we interviewed 65 full-time, working professionals employed in a variety of industries and firms in Northern California. Our findings revealed one way to explain why observers tend to be judge women who display emotions at work differently than they judge men who do the same. They showed that when assessing female criers at work, observers rely on cognitive “scripts” about the way people should act in common—and stressful—work contexts such as receiving negative feedback.

Continue reading original article at Quartz at Work.


Read the original research in Academy of Management Discoveries

Learn more about the AOM Scholars and explore their work:

Blog Blocks Vertical (For Subpage Column)

Quartz: How to cry at work without the social cost

18 Jun 2018
When assessing female criers at work, observers rely on cognitive “scripts” about the way people should act in common—and stressful—work contexts such as receiving negative feedback.

Originally found at Quartz, by Kimberly Elsbach

While I was working as an engineer at a large food company, I once became frustrated and upset when the meeting leader dismissed a concern I had expressed and, in my mind, put me down for voicing the concern at all.

I felt tears in my eyes, but decided to stay in the meeting and try to get my emotions under control. Afterwards, I heard through the grapevine that many people were talking about me. My colleagues were shocked that I would cry in a meeting. I also found that many of them treated me differently—as if I were fragile—after that instance. I now understand that they may have perceived me as weak and unprofessional because I cried.

Psychologists have shown that women are perceived more negatively than are men if they display emotions at work.  Observers are more likely to make dispositional attributions (i.e., attributions to a person’s innate characteristics) when women express emotions. By contrast, they are more likely to attribute male expressions of emotions to the situation (e.g., it was an unexpectedly demanding situation). Researchers have also found that the belief that “displaying emotion at work is dysfunctional” is more likely to be applied to women than to men. In my own research, which I conducted with my colleague Beth Bechky, we looked at a particular emotional display: crying. We focused on crying because it may be expressed in response to many of the emotions employees feel at work (e.g., frustration, anger, sadness), and because it is highly salient and memorable for people who observe it at work. For the study, we interviewed 65 full-time, working professionals employed in a variety of industries and firms in Northern California. Our findings revealed one way to explain why observers tend to be judge women who display emotions at work differently than they judge men who do the same. They showed that when assessing female criers at work, observers rely on cognitive “scripts” about the way people should act in common—and stressful—work contexts such as receiving negative feedback.

Continue reading original article at Quartz at Work.


Read the original research in Academy of Management Discoveries

Learn more about the AOM Scholars and explore their work:

Event Blocks Vertical (For Subpage Column)

Event Title Lorem Ipsum Dolor Sit Amet, And Gender and Power At Annual Meeting

2:00PM

Melbourne Business School-The University of Melbourne

Melbourne Business School
Carlton VIC

Building Inclusive Agricultural Value Chains.Call for Papers for an Online Seminar Series Oct. 2020

11:45AM

Event Blocks Horizontal

Event Title Lorem Ipsum Dolor Sit Amet, And Gender and Power At Annual Meeting

2:00PM

Melbourne Business School-The University of Melbourne

Melbourne Business School
Carlton VIC

Building Inclusive Agricultural Value Chains.Call for Papers for an Online Seminar Series Oct. 2020

11:45AM

News Blocks Horizontal

News Blocks Vertical (For Subpage Column)

Video Management

Test Video

Mar 6, 2020

Test Video

Kimberly Elsbach - AOM Scholar Interview

Jan 24, 2020

AOM Insights - Women Who Cry at Work Need to Know These Five Things - Crying at work is not always a big problem, researchers have found, but in the wrong situation, it can be a reputation-killer.

Small Numbers Big Concerns: Practices & Organizational Arrangements in Rare Disease Drug Repurposing

Jan 24, 2020

Due to their small market size, many rare diseases lack treatments. While government incentives exist for the development of drugs for rare diseases, these interventions have yielded insufficient progress.

It Takes a Village to Sustain a Village: A Social Identity Perspective

Jan 24, 2020

This paper examines the powerful yet overlooked role of community-based enterprises (CBEs)—enterprises that are collectively established, owned, and controlled by the members of a local community, for which they aim to generate economic, social and/or ecological benefits—in addressing a broad range of problems facing many rural communities around the globe.

The AMD Paper Development Workshop Experience

Aug 5, 2018

These Broadly-based Workshops Create a Better Understanding of How Management Research Is Changing

How Do I Know if My Paper is Right for AMD?

Aug 5, 2018

Things to Consider Before Submitting

What Makes AMD Unique?

Aug 5, 2018

What Makes AMD Unique and Why You Should Publish Your Next "Discovery" With Us

To use the "Featured Video" widget template, which only shows one video and provides the ability to play that video directly, there are special settings that need to be made.  One may think they should choose the only one video item to display. However, doing so will remove the option for a user to click on the video's information to go to the video's detail page to see more information on the video. This is because Sitefinity has built-in functionality where if only one result is selected, it automatically shows the item in the "Detail Template". To work around this we need to force the widget to show the result as a single item list so it uses the "Featured Video" list template.

To work around this, apply a unique category to the video so that the video is the only item with that category applied to it. Set the widget to only show videos by that category. This forces Sitefinity to use a "List Template" instead of a "Detail Template". For good measure, limit results to "1" in the list settings and select the "Featured Video" widget template. See below.

Small Numbers Big Concerns: Practices & Organizational Arrangements in Rare Disease Drug Repurposing

Jan 24, 2020

Due to their small market size, many rare diseases lack treatments. While government incentives exist for the development of drugs for rare diseases, these interventions have yielded insufficient progress.