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It is highly essential that the positive as well as negative aspects should be adequately considered before giving due effect to any change management process within organisation, and the rational view supports this proposition which leads to its consideration in performing change management within organisation.The rational change management decisions are mainly based on facts and figures which lead to their higher accuracy in performing the change process in a positive manner.
The better understanding of the situation allows for better decision making and thereby, the better attainment of results (Singh and Waddell, 2004).
This rational process is being considered by the cognitive theorists of change management and as per this rational theory to change management, the process of change is being given due effect by the professionals by way of considering and balancing the advantages and disadvantages of different alternatives so that higher overall success can be achieved within it.
As for instance, the perception of individuals with respect to external world gets affected because of emotions.
The individual that displays positive emotions is likely to perceive the external world as positive, and contrary to this, individual showing negative emotions tend to perceive the external world as negative.
Change management is an important organisational activity and it requires efficient decision making on the part of change agents.
This is mainly because an inefficient change process would adversely impact the performance of the entire organisation.
Further, change is usually a very complex process, and it requires adequate level of resources to be utilised by the organisation performing change.
Hence, an important factor that is to be assumed in performing change at such a larger level within organisation is that of rationality.
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.