Table of Contents
- Emotional Labor
- Feeling Rules
- Emotion Management
- Commercialization of Human Feeling
- Criticisms and Extensions
- Conclusion
Arlie Russell Hochschild is a renowned sociologist best known for her pioneering work in the sociology of emotions. Her theoretical contributions have fundamentally altered the way sociologists understand the interplay between emotions, social structures, and individual experiences. Hochschild’s theory of emotion centers on the concepts of emotional labor, feeling rules, and emotion management, elucidating how societal norms and organizational expectations shape individual emotional experiences and expressions. This essay outlines and explains Hochschild’s theory of emotion, highlighting its key components and its implications for sociological research and practice.
Emotional Labor
Definition and Origins
Hochschild introduced the concept of emotional labor in her seminal work “The Managed Heart: Commercialization of Human Feeling” (1983). Emotional labor refers to the process by which workers are required to manage and manipulate their emotions to fulfill the emotional demands of their job. This form of labor is distinct from physical or cognitive labor in that it involves the regulation of one’s emotions to create a publicly observable facial and bodily display. Emotional labor is especially prevalent in service-oriented professions where employees are expected to exhibit certain emotions to enhance customer satisfaction or conform to organizational norms.
Types of Emotional Labor
Hochschild identifies two main types of emotional labor: surface acting and deep acting. Surface acting involves altering one’s outward expressions without changing the underlying feelings. This might involve forcing a smile or suppressing frustration to meet workplace expectations. Deep acting, on the other hand, involves trying to change one’s internal feelings to align with the expected emotional display. For instance, a flight attendant might try to genuinely feel calm and friendly rather than just pretending to be so. Both types of emotional labor require significant emotional regulation and can have various psychological and social consequences.
Consequences of Emotional Labor
The performance of emotional labor can have profound effects on workers. Hochschild argues that extensive emotional labor can lead to emotional dissonance, where there is a discrepancy between felt and expressed emotions. This dissonance can result in job burnout, decreased job satisfaction, and even mental health issues such as anxiety and depression. Additionally, the commercialization of emotion can lead to a sense of alienation, as workers feel disconnected from their genuine emotions and personal identities. Hochschild’s work emphasizes the need for organizations to recognize and mitigate the demands of emotional labor to promote employee well-being.
Feeling Rules
Concept and Importance
Feeling rules are the societal norms that dictate what emotions are appropriate to feel and express in different social contexts. Hochschild posits that feeling rules are a crucial aspect of emotion management, guiding individuals in understanding how they should feel in various situations. These rules are often implicit and learned through socialization, shaping individuals’ emotional responses to conform to cultural and social expectations.
Types of Feeling Rules
Feeling rules can be categorized into several types based on the social context in which they operate. There are family-based feeling rules, which govern emotions within the family unit, such as love, respect, and loyalty. Workplace feeling rules dictate the appropriate emotional displays in professional settings, such as friendliness, patience, and enthusiasm. Social feeling rules, on the other hand, guide emotional expressions in broader social interactions, such as grief at a funeral or joy at a celebration.
Impact on Emotion Management
Feeling rules play a significant role in emotion management, as individuals constantly negotiate their feelings to align with these societal expectations. This negotiation involves both cognitive and emotional work, as individuals assess their emotions and adjust them accordingly. The internalization of feeling rules can lead to a sense of authenticity when emotions align with societal expectations. However, when there is a conflict between personal feelings and feeling rules, individuals may experience emotional strain or guilt.
