As I was reading Dougherty & Drumheller’s article, I thought discursively equating “professional” with the rational as a subtle way of maintaining the rationality/emotionality duality. Along this line Kramer and Hess (2002) contend, “Indirect and subtle forms of rewards and punishment reinforce more general organizational rules for the appropriate display and management of emotions,” (pp. 68-69). Even in highly emotional “work” environments like professional sports, players and supporter are pressured to control their emotions. For example, a soccer player is penalized with a yellow card for stripping her/his jersey after scoring goals. This has been a common way of expressing emotions. So are we headed to more emotion-controlling work environments?
I wondered if there are organizations where emotionality is a desired behavior. What do you have to say about the military were trainees are encouraged to shout and sing emotional songs during trainings?
Mumby and Putnam give some clear suggestion to organizational communication scholars. I just wanted to know if there are some changes in the theorizing (deconstruction) of the dominant rationality-emotionality dichotomy. Are scholars in the field showing signs of becoming “organizational ironists”?
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