She decides that she will speak to the boss directly and explain that she feels that she is being treated both unfairly and in an unfriendly manner, and that she would like to be treated like everyone else. Based on her knowledge of the boss, what is the best way for the consultant to proceed? Upon reflection, she realizes that it is the feeling of being mistreated that bothers her the most. Based on this, she then needs to consider various ways of approaching the situation and then anticipate what the boss’s likely response to each approach will be. What is she to do?Ī healthy approach might consist of figuring out how she feels, why she feels the way she does, and what her feelings tell her about what she needs in the situation.

She feels furious and would like to quit, but she needs the money she is earning, however little it is, and finding a new job in the midst of the COVID-19 pandemic is quite difficult. Privately, the consultant feels that this is very unfair because the alleged mistakes were not her fault. The boss has also been complaining directly to her about the consultant’s recent as well as past mistakes, and the consultant is convinced the boss wants her to quit. Recently, the boss has started communicating to the consultant in an unfriendly tone that other co-workers notice as distinctly different from how she treats others in the office. The boss states that she is paying her at the top of the pay scale for her job category, which is technically correct.

The consultant feels that she is underpaid because she is loyal, thorough, accurate and creative in solving problems, and she resents the periodic salary raises she receives because she believes they are too small. For the past several months, she has been working remotely because of the COVID-19 pandemic that began in 2020 (ongoing at the time of this writing). A female consultant in her late 50 s has been working for a demanding female boss for about five years. The paper concludes with some recommendations for future research.Ĭonsider the following dilemma. This is a relatively new but promising area of research in the domain of socio-emotional skills. Evidence suggests that emotional awareness facilitates better emotion self-regulation, better ability to navigate complex social situations and enjoy relationships, and better physical and mental health.

The LEAS is a reliable and valid measure of emotional awareness. This review aims to provide a comprehensive summary of the evolving theoretical background, measurement methods, and empirical findings with the LEAS. Along the way, there have also been further refinements and adaptations of the LEAS such as the creation of a digital version in addition to further advances in the theory itself. Since then, a large number of studies have been completed in healthy volunteers and clinical populations including those with mental health or systemic medical disorders. Over thirty years ago, a cognitive-developmental theory of emotional awareness patterned after Piaget’s theory of cognitive development was created as well as a performance measure of this ability called the Levels of Emotional Awareness Scale (LEAS). Emotional awareness is the ability to conceptualize and describe one’s own emotions and those of others.

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