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Judgments form the basis for intended strategies in respect to emotional change management process and there are higher probability that the decisions taken on the basis of own judgments may be incorrect.The decision based on emotions has certain problems and this leads to their ineffectiveness with respect to change management process as implemented within organisation.However, an important factor with respect to performing change management within organisation is mainly with respect to nature that the change agents are required to adopt.
The success of a change management process is dependent on the extent to which it is positively accepted by the organisational employees, and emotional decisions have a crucial role to play in motivating employees in positively accepting to change (Liu and Perrewe, 2005).
Contrary to this, the decisions based on emotions are not given adequate importance in respect to change management process and this is mainly because the emotional decisions are mainly based on judgments, intent, opinion, and conclusion formed about a particular process.
This is an important reason for which the rational decisions are highly preferred over the emotional decisions in performing change management within organisation.
Emotions are often viewed as important cause of problems during the implementation of change management process.
This indicates that the entrepreneurs with positive emotions are likely to perceive a broader range of stimuli as compared to the entrepreneurs with negative emotions (Carsrud and Brännback, 2009).
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Thus, the performance of change management process within organisation through the emotional state of mind may affect the change process depending on the moods of the change agents.
As a result, there are various models and frameworks that are offered in the existing literature on the change process and it is identified that the inability to appropriately manage the content and intensity of emotions is the major reason for the failure of majority of the change programs.
The role of emotions is significantly higher especially during the post performance of change because emotions are crucial in influencing the thinking of employees and influencing them in accepting the change as introduced.
In performing the analysis, the essay therefore focuses on rational thinking in adopting change and it will then analyse the impact of emotional thinking in performing change.
Based on the analysis, appropriate conclusion will be reached regarding the effectiveness of change management.