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Bounded emotionality
Bounded emotionality is a concept within communication theory that stems from emotional labor and bounded rationality. It was proposed by Dennis K. Mumby and Linda L. Putnam and defines an alternative form of organizing that encourages the expression of a greater spectrum of emotions in organizational communication. Mumby and Putnam (1992) stress that bounded emotionality encourages emotions of nurturance, care, community, supportiveness, and interrelatedness fused with individual responsibility to shape organizational experiences. Emotions are encouraged to be expressed but must fall within variable boundaries, which differs from traditional and normative organizations.
== Origin ==
Prior to Mumby and Putnam’s specific articulation of bounded emotionality research on the role of emotion had focused more on its relationship with work performance and attitudes towards work. Two concepts, bounded rationality and emotional labor were used to describe conventional organization theory as “involving boundary maintenance that includes stripping away or attempting to control those aspects of personal identity and external commitments that would interfere with rational decision making” (p. 246). Bounded rationality is typically defined as intentional, reasoned, goal directed behavior where “human decision-making, whether individual or organizational, is concerned with the discovery and selection of satisfactory alternatives.” (p. 141) Organizational actors generate options prospectively and select the best or optimal alternative for reaching a particular goal.〔 Simon introduced this concept and cast it as “bounded” because he depicted holistic forms of reasoning such as intuition and judgment as non-rational and decisions based on emotions as irrational. Emotions are devalued, trivialized, or treated as inappropriate at work, because emotional experience is seen as weak and a handicap to organizational decision-making. Emotional labor refers to the way individuals change or manage emotions to make them appropriate with a situation, a role, or an expected organizational behavior.〔
Mumby and Putnam introduced the concept of bounded emotionality as an alternative organizational concept to bounded rationality and emotional labor, in order to demonstrate the instability of meanings and claim the importance of emotions in organizational decision-making.〔 “Within a system governed by bounded rationality and emotional labor, hierarchical goals and values function in a linear and fixed way to provide a constant set of organizational outcomes that are not easy to change. When organizing is framed in terms of bounded emotionality, heterarchial goals and values are flexible and they alternate unpredictability in a coordinated arrangement."〔 Bounded rationality and emotional labor isolate the emotional or physical self from the process of organizing. However, Mumby and Putnam argue that emotions are voluntarily bounded in organizations for the protection of interpersonal relationships and for the encouragement of mutual understanding instead of surfacing as a commodity.〔 Bounded Emotionality is not intended to function as the exact opposite of bounded rationality or emotional labor, but was introduced to establish a new way of perceiving emotional expression within organizations.
抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』
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