12.Rmd

# Emotions and Organizing

[@Mumby_1992]

bounded rationality was developed around patriarchal modes of organizing.

-   Deconstruction benefits feminism:

    -   "exposes the political nature of categories" (e.g., nature, and gender)

    -   exposes oppressive system of hierarchy by challenging dichotomous thinking.

    -   helps rethinking power and identity

-   Bounded emotionality was created to challenge bounded rationality, but not to be its opposite.

-   bounded rationality grounded in "satisficing"

-   four premises of feminist view on bounded rationality:

    -   the centrality of the cognitive metaphor

    -   the emphasis on a mind-body dualism

    -   the devaluing of physical labor

    -   the treatment of emotion as a form a labor

-   [@hochschild2012] defined emotional labor as "the way individuals change or manage emotions to make them appropriate or consistent with a situation, a role or an expected organizational behavior."

    -   emotional labor becomes a commodity for organization to achieve its goal.

    -   *However, I disagree with this idea because people can be happier even when they fake smile.*

-   bounded emotionality is "an alternative mode of organizing in which nurturance, caring, community, supportiveness, and interrelatedness are fused with individual responsibility to shape organizational experience."

-   bounded emotionality also tries to reduce emotional labor and gendered divisions of labor (e.g., women can express work feeling).

After reading this piece, I was still not convinced that bounded rationality is rooted in patriarchy. Authors argued that since previous researchers are so embedded in the bureaucratization of organization that they don't realize power-knowledge relationship.

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[@Kramer_2002]

Emotion management in organization:

-   at the center is "professionalism"
-   both positive and negative emotions, need to be display in appropriate ways
-   the appropriate way of displaying negative emotions is masking them.
-   using emotions to help others, not for oneself.

Emotions are typically understood in terms of expectancy violation

Organizations are indoctrinated to favor positive emotions.

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[@Rivera_2014]

Using the framework of emotional taint to understand dirty works (e.g., border patrol).

Sometimes dirty work does not exclusively relate to physical or danger activities but include those social taint (e.g., exotic dancers)

Emotional labor "includes outward performances of emotions" (e.g., smiling, yelling, showing no emotions) is socially constructed.

Sensemaking of identities, dirty work by using past works.

This line of work (e.g., law enforcement) prefers more masculine emotional labor (e.g., use of force continuum)

Stoicism is a form of emotional labor. Emotional labor is dirty work.

Criticism of feminine care work and compassion, which is parallel to men's struggle with perception of sexuality when they act caring

Making sense of taint by expressing tensions:

-   Agents are at the crossroad of society's view of their work (e.g., positive and negative)
-   They have to switch between 2 types of emotional labor (e.g., stoicism and compassion)

Emotional Taint Management:

-   Strategically engage in different emotions

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[@Jia_2016]

-   emotions are expressed through communication

-   supervisor nonverbal immediacy influences subordinates' emotional experience (e.g., emotion work, and perceived emotional support)

-   Emotional response theory: people respond to external environmental stimuli (e.g., emotion inducing factor - nonverbal immediacy by supervisors).

-   According to [@Mehrabian_1967], nonverbal immediacy are "communicative behaviors used to enhance physical or psychological closeness and reduce interpersonal distance" (e.g., touching, nodding, smiling).

-   [@titsworth2010] defined three dimensions of student emotional experience in response to teacher communication:

    -   Emotional valance: positive/negative reactions

    -   Emotion work: intentional management of emotional expression, could lead to emotional exhaustion or burnout

    -   Emotional support: perception of receiving emotional support

-   "Supervisor NI will be positively correlated with subordinates' perceptions of received emotional support from the supervisor"

-   According to [@RUBIN_1988], based on goal-oriented behaviors, there are six motives for interpersonal communication:

    -   relationally oriented motives (used to facilitate positive encounters)

        -   pleasure

        -   affection

        -   relaxation

        -   inclusion

    -   personal-influence motives (used to manage interaction)

        -   escape

        -   control

-   Supervisor NI enhance employees' received emotional support, and reduce employees' engagement in emotion work

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# Identity

[@Tracy_2005].

-   The self is "a product or an effect of competing, fragmentary,a nd contradictory discourse [@Tracy_2005]

-   Since we spend most of our lives at work, identities are now typically based on organizational and workgroups.

-   People performing "dirty" work typically perform and perceive different selves (real vs. fake)

-   There are no real or fake, but "crystallized"

    -   multi-dimension, (multi facets, and complex).

-   Constituted Self: one is a thinking, feeling subject, and social agent

-   Deep vs. surface acting: both are separated from the "real" self

    -   deep acting = change how they feel

    -   surface acting = outward expression changed without changing internal feeling

-   Emotional labor creates emotive dissonance/discomfort

-   but we should conceptualize self as single self.

-   under the power discourse, organization prefers the dichotomized category of self.

-   should not call real, but "preferred" self

-   crystallization is "enacted in local/temporal moments."

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[@Stephens_2013]

-   Using social identity theory, [@Stephens_2013] hypothesize and find that people's identification with a message source (HIT- health information technologies) mediates the effect of social media on outcomes.

-   According to social identity theory (SIT), one of the aspect of identity is affiliated with organization.

    -   Organizational identification increase affect involvement, satisfaction and organizational commitment [@Ashforth_2008]

-   HIT can be either

    -   social function: social media

    -   information source (e-mail and websites)

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[@Meisenbach_2014]

-   In the context of voluntary work, identities are (re)created via communicative behaviors.
-   Voluntary works are ways to enact participants' nested identities (e.g., choir, music and family identities).

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[@Compton_2016]

-   Applying CTI (communication theory of identity) to the context of organizational employees managing their sexual identity.

-   Identity gap exists between

    -   relational identity and enacted identity,

    -   relation and communal identity

-   Policy text is different from policy talk

    -   Policy and practices can be different.

-   participants receive mixed messages:

    -   supportive

    -   discriminatory

-   don't scarify your life for your job (you should check your policy first)

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# Power & Privilege

organizational power negotiated with individual power to create an enmeshed privileges that we see

[@de_la_Garza_2020]

-   Hashtag is just a show for public solidarity without real substantive changes
-   we must shed light on marginalized groups, not only celebrity voices
-   shouldn't normalize the \#MeToo, but it should serve to put discomfort on perpetrators.

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[@Gan_2020]

-   Since university employees are constantly silent, they feel that they are belittle, and their efforts are futile.
-   Just like Plato's story of the cave, the perceived reality are only reflection of manipulated images of the truth, university with organizational power only see what they want to see. If it allows voices of its employees to be heard, the reality could be different or even improved.

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[@D_Enbeau_2013]

-   two paradoxes in practice:

    -   paradox of consistency: expected consistency between organizational philosophy and practice, but this alignment inhibits empowerment.

        -   Solution:

            -   distinction between meaningful and non-meaningful work

            -   distinction between work and non-work.

    -   paradox of transparency: "employees' desire for clarity of empowerment meanings in client interactions, goals,a nd outcomes."

        -   Solutions: staff has alternative meanings of empowerment.

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[@Kantola_2014]

-   Mediatization of corporate management

-   Media has become tools of power of corporate power within flexible capitalism.

-   Mediatization of power:

    -   mediatization has 4 processes [@Schulz_2004]:

        -   extension: communication extends the communication capacities of the CEO

        -   substitution: replace the controlling hierarchies of supervision

        -   amalgamation: amalgamated with the exercise of power in corporate capitalism

        -   accommodation: to media by planning their communication strategies.

    -   media prospers under the structures of power

    -   mediatization of CEOs:

        -   changes in the media

        -   changes in corporate capitalism

-   Media Logic in Corporate Life

    -   media has gained CEO's coverage in the early twentieth century [@Kantola_2014, pp. 31]

-   Mediatization theory: media shapes and frames the processes and discourse (conversation) of political communication and the society.

-   industrial capitalism to flexible post-Fordist capitalism

    -   But others called from managerial capitalism to investor capitalism. (see Khurana).

-   Mediatization and celebritization are intertwined

-   CEOs use affective appeal to get affective power of the populace.

    -   They use celebrity-making tactics.

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**The web-of-power-exploring communication and social class**

-   Social class is about power

-   Power (Mumby, 1998):

    -   Systems rationality perspective: struggle over scarce resources' distribution

    -   Interpretive perspective; centered in communication (how people socially constructed shared meanings).

    -   Critical perspective: power = domination where ruling class dominates the working class.

    -   Post-modern perspectives: power = fragmented and individual. And the focus is on discourse.

        -   Poststructuralism: modified vision of postmodernism, where society is structured through discourse.

    -   Feminism: patriarchy is power.

    -   Power can also be viewed in relation to social class, age, race, gender, sexuality, and ability

-   Social class:

    -   physically unmarked, but communicatively marked

    -   inherently unstable in meaning, but also stable as the same populations remain in the same social class strata

    -   represents ongoing struggle

    -   the web-of-power is weaved into social class

    -   Social class talk:

        -   text class (transcend body impediment) vs body class

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# Tension, Contradiction, and Paradox

[@Wood_1983]

Difficulties experienced by women in American labor force are studied under:

-   societal research: sex-role stereotypes

-   organizational perspective: organizational structures that are barriers

-   individualistic research: based on personalities and activities that make it difficult for women to be professionals.

Paradox, mystification, and the double-bind

Responses that Perpetuate the Double-binding Pattern

-   acceptance

-   counter-disqualification

-   withdrawal

Double-binds composed of:

-   type of relational situation: complementary relationship with unbalanced power structure

-   paradox-creating communication: mixed messages

-   responses (by person with less power) that solidify the pattern

Mystification: "the symbolic processes whereby one socio-economic group misrepresents action in order to maintain its hegemony over another socio-economic group."

-   mystification is a manifestation of bullying

In Western culture, women's stereotypical roles:

-   sex object,

-   pet

-   mother

-   iron maiden

Professional are thought of as:

-   rationality

-   power

-   decisiveness

-   activity

-   objectivity

-   toughness

Paradoxes in organizations:

-   powerlessness

-   marginality and minority

    -   success can be attributed to ease of task, perseverance, not competence.

    -   lone women status

-   self-definition

-   affirmative action

-   training programs

-   networks and mentor relationships

Responses to paradox:

-   responses that perpetuate the situation

    -   acceptance

    -   counter-disqualification

    -   withdrawal

-   responses that redefine the situation

    -   interpret in a fresh frame-of-reference

    -   redirection

    -   confrontation

-   responses that transcend the situation

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[@Trethewey_2004]

-   reframe organizational tension:

    -   irrationality (e.g., paradox, contradiction, irony) is normal

    -   irrationalities are gendered

    -   irrationality is an applied concern

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[@Way_2019]

-   Youth Crew context

-   tension between youths and adults in summer camp

-   tension is a "'feeling state,' specifically the discomfort experienced by organizational members when they encounter organizational practices and structures that are contradictory or paradoxical." [@Putnam_2016]

-   Youth work is just preparatory experience for future work.

-   Paradoxes

    -   Providing vs. discounting oneself as worker

    -   demanding confidence vs. orchestrating uncertainty

    -   playing along vs. being playful

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Acting to Alter Privilege by Maintaining the Structural-Performative Paradox by Sonja K. Foss

-   paradoxical perspectives on privilege---the structural and the performative

-   paradoxes of privileges:

    -   dispersal-divestment: disperse privilege, but also divest it.

    -   alteration-reproduction: when you try to combat prvilidge, it backfires

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# Coloniality/Transnationalism

[@dempsey2011]

-   World transnationalism has historically been developed under patriarchy ideology.

-   Feminism transnationalism is not homogeneous (i.e., women's experience worldwide is not the same); we should not treat women as a homogeneous group when considering international policies.

-   Spatial praxis helps the movement of feminism transnationalism

-   Should not romanticize resistance of marginalized groups.

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[@Murphy_2013]

-   Friction defined by Tsing (2005) as when organizational expectations and goal collide with reality of individual identities that show challenges

-   Identity, Power and Globalization

    -   Universal dreams: prosperity, knowledge, and freedom

    -   "Identity is not about a position in a static structure; it is continually produced and reproduced through interaction"

-   North = US, Europe

-   South = third-world

-   Discursive Frictions: knowledge, language, and identity politics.

    -   The politics of knowledge

        -   For example, anal sex does not exist in Kenya. Hence, scholars were thought to promote homosexuality.

    -   friction from micro-level and macro-level discursive "sex education" vs. "education on human sexuality"

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[@Cruz_2015]

-   Reengaging dirty work

    -   Dirty work used to be thought as dirty in physical, social moral manner

    -   Under the lens of African feminist perspective, workers can leverage both positive and negative stigma

-   An intersectional terrain (gender, class, and nation)

    -   Market work: women tended to be in jobs involved food processing

    -   Civilized Discourse: education, Christianity, domesticity, and good manners.

    -   Empowerment Discourse: because men are killed in war, women gained status.

-   Women involved in dirty works are proud of their strength, bravery

-   Aligning with oppositional discourse: strategically negotiate and align with these dynamics.

-   Creating new meanings: after the war, women gained more status in the society. Women are caring, while distance themselves from civilized people (e.g., uncaring and selfish).

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[@de_On_s_2018]

-   Energy coloniality: "'is constituted by discourse and system that colonizes places and peoples to control different energy forms, ranging from humans to hydrocarbons."

-   Energy privilege: studies privilege to uncover and resits the domination of different energy forms.

-   Emergency manager effect: result of neoliberal and colonial governance and discourses.

-   Rhetorical problems:

    -   Recovering from a "natural' disaster

    -   "Rebuilding", not transforming, power systems

    -   Employing "resilience" discourses uncritically

    -   "Experimenting' with energy projects in Puerto Rico

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# Technology

-   [@Ganesh_2016]: Surveillance, countersurveillance
-   [@Ramirez_2018]: police body camera archive. how community and police department interact?
-   [@Stephens_2016]: based on informative and explanatory communication, communication of technical details are valued when it is direct, elucidating, or quasi-scientific.
-   [@Carlson_2018]: awareness, knowledge, access, and technological capacity are factors that make up technological capital, which help individuals to benefit from their technological history.

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