Hodges (2021)
Chapter 2 of Hodges discusses the profound impact of emotions on individuals during organizational change, emphasizing the importance of understanding and managing emotions for effective leadership and management. Here are the key points discussed in the chapter:
Emotional Impact of Organizational Change:
Speed, timing, and frequency of change affect individuals' emotions, and organizational culture determines whether people express or suppress them.
Emotional reactions to change can be either positive or negative, influencing individuals' attitudes, performance, and job satisfaction.
Change can be perceived as a threat or an opportunity, and it's essential to understand its emotional impact on individuals.
Biological and Appraisal Perspectives on Emotions:
Emotions have both biological and cognitive aspects, with basic emotional responses wired through genetic heritage.
Appraisal theory suggests that emotions arise from individuals' evaluations or appraisals of events, situations, or changes.
Social Constructionist View of Emotions:
Emotions are considered social phenomena shaped by cultural and social interactions.
Emotional experiences and expressions are learned through social interactions and relationships.
Emotional Labor and Emotional Intelligence:
Emotional labor refers to the management of emotions within organizations, often dictated by organizational norms or display rules.
Emotional intelligence involves recognizing and managing emotions in oneself and others, contributing to effective leadership and management during change.
Emotional Contagion and Balancing:
Emotions can be contagious within organizational cultures, spreading through verbal and nonverbal exchanges.
Emotional balancing involves acknowledging and addressing the emotional needs of individuals and the organization during change.
Mindfulness and Transformative Practices:
Mindfulness practices enhance individuals' awareness of their emotions and enable them to choose appropriate responses to change.
Transformative practices help individuals alter negative thought patterns and develop more positive and resilient emotional responses.
Implications for Managers and Leaders:
Managers and leaders need to appreciate the perspectives of others and recognize the complexity of emotions during change.
Providing a supportive work environment that acknowledges and addresses emotions can enhance engagement and facilitate successful change outcomes.
Tools such as identifying emotions, apologizing, providing permission to vent, silence, conditional assistance, normalizing, challenging, asserting boundaries, and allowing time can help in managing emotions effectively during change.
Overall, the chapter emphasizes the intricate relationship between emotions and organizational change and provides practical insights for leaders and managers to navigate emotional challenges during change processes.