Third paragraph: Symbolic Interactionism and Emotion: Intellectuals argue that the sociological understanding of emotion is rooted within the traditions of symbolic interactionism (Fine, 1993). The expression of emotion is part of the way in which we manage our social environment and is linked to the way we understand our own identity and wish others to understand us and give us meaning. Emotional labour is the term used to discuss the work that is involved in dealing with the feelings of others. A key issue for members, when they are engaged in dealing with the feelings of others, is the extent to which they have to regulate both their own and others' emotions Although symbolic interactionism explores how members can use emotion to influence their situation, there is some literature on how emotions are regulated by social and cultural structures and how this affects individuals. In an organisation, members undertake 'emotion work' in order to shape and display their feelings. They are placed within social and organisational structures that impose constraints on these emotions. In such occasions, they undertake 'emotion management' in order to bridge the gap, as it were, between the self and the organisational norms.First paragraph: What is Symbolic Interactionism: "The theory of symbolic interaction takes as its central problem this question: How is it possible for collective human action to occur? How can people come together in lines of action in something we can call a collective act? By collective act we should understand not simply cooperative activities in which people consciously strive to achieve some common goal, but any activity involving two or more people in which individual lines of activity come to have some kind of unity and coherence with one another" (Becker, 1977, P. 290). Symbolic interactionism originated from the "Chicago School' (University of Chicago, Department of Sociology). Distinguished scholars worked at the department including Robert E. Park and George Herbert Mead. Second paragraph: The developing individual 1. Is capable of self reflective thought and action 2. Is able to act self- consciously in order to direct The individual with others their activities. 5. Humans are tes symbols out of 'objects". motivated towards 4. Interprets what sharing, bridging. is going on. meaning. Processes of re-interpretation In the group 6. Individuals begin the process of negotiation of moaning Changing perspective 7. Meanings achieved by 9. When members feel a group perspective and that all is well with ed symbols. the 'definition of . These meanings become reality they become "common sense'. lodged into it. ange happens when old perspect are felt not to meet (Mcauley et al., 2014) new needs.Fourth paragraph: Phenomenology: A phenomenological approach to organisations provides an understanding of deeper meanings, the emotions and values that are part of the person's experience of organisational life. . Phenomenologists see stories everywhere. Phenomenological approaches deal with the description and understandings of the everyday experience of organisational members without imposing on these experiences theories or presuppositions - letting the experience 'speak for itself. . It is all about Reflection! Ethnomethodology: Ethnomethodology is the study of the 'common sense' methods that organisational members use to make decisions and solve problems, and essentially make sense of their situations and undertake fact finding in their everyday lives. Each organisation has a 'natural language'. We tell stories of experiences in a way that is acceptable to the organisation. . We create and act according to the rules of conduct of the organisation