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romance. Sias (2009)pointed to the type of organization (conservative or liberal) and the climate
of the workplace (hot or cold) as factors that could affect the development of workplace romantic
relationships.
Organizations that are conservative, slow paced, traditional, conventional, with climates
that are impersonal and formal tended to discourage formation of romantic relationships (Sias,
2009). Conversely, an organization that is fast paced, action oriented, dynamic and high-
pressured, and has a climate where employees are visible and physical appearance is valued tend
to “stimulate sexual excitement” (p. 133) and can foster romantic relationships. I can point to my
own experience at firms where I worked and clearly see hot vs. cold organizations from a sexual/
relational standpoint. I worked for a regional stock brokerage firm, where risk was rewarded,
where understanding the rules was important and some success was knowing how and when to
challenge boundaries, where there were long working hours and the pressure could be intense.
This was a “hot” or “liberal” organization. Here there were office flings, office parties (spouses
were not invited) were wide-open and stories abounded the next day around the proverbial water
cooler on who was seen with whom. I contrast this to another financial services firm I worked
for, a life insurance company. I would describe this firm as “cold” and “conservative”; it is
based in the Midwest and prides itself on longstanding traditions. The company is hierarchical
and bureaucratic. Success comes from doing the same things well day in and day out. Around
the office, interactions were collegial and professional; workplace romance was discreetly but
obviously discouraged. The three-story office building did not have a breakroom (the coffee area
Reflection Paper #4 – Romantic Workplace Relationships Page 2
was the size of a closet) and there were no real places to casually congregate in the building.
Office parties occurred once a year, at Christmas, and were on a command-performance basis
with spouses; the drinking opened people up but did so without sexual messaging – here it was
believe that there is another factor that affects workplace romance; the issue of time/era, and
how the cultural climate of norms and mores impact romantic relationships at work. I look
specifically at how this played out in my personal experiences. I worked for a stock brokerage
firm in the 1980’s and early 90’s. At this company, it was not usual for office romances,
dalliances, one-night stands and various welcome and unwelcome flirting to occur. This was
culturally a time in America that tended to be less focused on “morals”, it was a time where
Gordon Gekko’s “greed is good” Wall Street was a lifestyle narrative that spilled over and
affected society. Madonna was on top, and songs like “Everybody Have Fun Tonight” by Wang
Chung were the rage (Internet, Top Hits 1987). It was a time before political correctness and
sexual harassment, a time before these issues added risks and consequences to workplace
romance (lawsuits and reputational damage have now been added to the negative consequences
of heartbreak, job troubles or being let go). Things changed culturally, and by the time I was
working for the insurance company in the late 1990’s, the pendulum had swung back towards
“family values” such that the overall American environment was less conducive to office
romances. Popular music of the time mirrored the changes; U2 and Jennifer Lopez were on the
charts and popular songs included “Family Affair” by Mary J. Bilge (Internet, Top Hits 2001).
Reflection Paper #4 – Romantic Workplace Relationships Page 3
Not only did the corporate environment I was now working in discourage office romance, but the
bigger social conditions served to reinforce the discouragement of sexual behaviors at work.
While workplace romantic relationships can blossom in any workplace and in any social
environment, I believe that the distinctions of corporate culture and business style can and do
have impact on the development of romantic relationships at work. In addition, overall cultural
norms and mores seem to, based on my experiences, affect by either encouraging or discouraging
References