Role of Emotion in Change

Hodges, J. (2021). Managing and Leading People through Organizational Change (2nd ed.). Kogan Page. [PDF] Managing and Leading People through Organizational Change by Julie Hodges, 2nd edition | 9781789667974, 9781789667981

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:

1. 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.

2. 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.

3. 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.

4. 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.

5. 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.

6. 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.

7. 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.

Logasakthi, K., Prakash, M., & Singh, P. (2022). Impact of Employees’ Emotional Intelligence on Sustainable Organizational Development: Mediating Role of Organizational Resilience. South Asian Journal of Management, 29(5), 28–45. https://discovery.ebsco.com/c/4ax45t/viewer/pdf/ismi7uhdqz

Summary of "Impact of Employees’ Emotional Intelligence on Sustainable Organizational Development: Mediating Role of Organizational Resilience":

1. Introduction:

   • The study focuses on the impact of employees' emotional intelligence (EI) on sustainable organizational development, with organizational resilience as a mediating factor.

   • Emotional intelligence is crucial for leadership effectiveness, conflict management, stress management, and overall performance in the workplace.

   • Economic globalization and the need for sustainable development emphasize the importance of emotional intelligence in organizations.

2. Emotional Intelligence and Sustainable Development:

   • Employees with high emotional intelligence tend to exhibit better performance and contribute to sustainable organizational development.

   • Emotional intelligence encompasses specific emotional skills and a wide range of abilities and traits related to emotional and social functioning.

3. Relationship Between Emotional Intelligence and Organizational Resilience:

   • Emotional intelligence plays a significant role in fostering organizational resilience, which is essential for overcoming challenges and achieving long-term sustainability.

   • Organizational spirituality, influenced by various factors, contributes to economic and social performance, leading to organizational sustainability.

4. Implications for HR Practices:

   • The emotional well-being and emotional intelligence of employees impact HR practices, organizational resilience, and sustainable development.

   • Emphasizing emotional intelligence in HR practices leads to cohesive learning, strong work culture, and better organizational resources.

5. Employee Attitudes and Behaviors:

   • Employees with higher emotional intelligence tend to have a positive attitude and behavior in the workplace, contributing to higher productivity and lower attrition rates.

   • Workplace positive emotions directly impact individual and organizational productivity, emphasizing the importance of emotional bonding with work.

6. Training and Development:

   • EI training helps build organizational resilience by improving situation management, communication, and trust maintenance among employees.

   • Organizations in the manufacturing sector benefit from EI training, leading to increased organizational resilience and sustainability.

7. Application of Emotional Intelligence:

   • Cordial relationships with colleagues and customers, self-appreciation, positive mindset, and organizational culture are essential factors in promoting emotional intelligence in the workplace.

Overall, the study highlights the critical role of emotional intelligence in fostering organizational resilience and sustainable development. Organizations can benefit from integrating emotional intelligence into HR practices and fostering a positive work environment conducive to employee well-being and productivity.