Frequently humans are invited to engage with modern visual forms: emoji, emoticons, pictograms. Some of these forms are finding their way into the workplace, understood as augmentations to workplace atmospheres. What has been called the ‘quantified workplace’ requires its workers to log their rates of stress, wellbeing and subjective sense of productivity on a scale of 1–5 or by emoji, in a context in which Human Resources (HR) professionals develop a vocabulary of Workforce Analytics, People Analytics, Human Capital Analytics or Talent Analytics, and all this in the context of managing the work environment or its atmosphere. Atmosphere is mood, a compote of emotions. Emotions are a part of a human package characterized as ‘the quantified self’, a self intertwined with – subject to but also compliant with – tracking and archiving. The logical step for managing atmospheres is to track emotions at a granular and large-scale level. Through the concept of the digital crowd, rated and self-rating, as well as emotion-tracking strategies, the human resource (as worker and consumer) engages in a new politics of the crowd, organized around what political philosopher Jodi Dean calls, affirmatively, ‘secondary visuality’, high-circulation communication fusing speech, writing and image as a new form. This is the visuality of communicative, or social media, capitalism. But to the extent that it is captured by HR, is it an exposure less to crowd-sourced democracy, and more a stage in turning the employee into an on-the-shelf item in a digital economy warehouse, assessed by Likert scales? While HR works on new atmospheres of work, what other atmospheres pervade the context of labour, and can these be deployed in the generation of other types of affect, ones that work towards the free association of labour and life?

中文翻译：

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另一种氛围：反对人力资源、表情符号和设备

人们经常被邀请使用现代视觉形式：表情符号、表情符号、象形图。其中一些形式正在进入工作场所，被理解为对工作场所氛围的增强。所谓的“量化工作场所”要求其员工在人力资源 (HR) 专业人员开发词汇的背景下，以 1-5 的等级或通过表情符号记录他们的压力、幸福感和主观生产力感劳动力分析、人员分析、人力资本分析或人才分析，以及管理工作环境或其氛围的所有这些。气氛就是心情，是情绪的组合。情绪是人类包裹的一部分，其特征是“量化的自我”，自我与追踪和存档交织在一起——服从但也服从。管理气氛的合乎逻辑的步骤是在粒度和大规模级别上跟踪情绪。通过数字人群、评级和自我评级的概念，以及情绪跟踪策略，人力资源（作为工人和消费者）参与了一种新的人群政治，围绕政治哲学家乔迪迪恩所说的，肯定地组织起来，“二次视觉”，融合语言、文字和图像作为一种新形式的高循环传播。这就是传播或社交媒体资本主义的视觉效果。但就人力资源部门而言，它是否较少接触众包民主，而是通过李克特量表评估将员工转变为数字经济仓库中的现成物品的阶段？当人力资源在新的工作氛围中工作时，还有哪些其他氛围弥漫在劳动环境中，