Discuss the impact of emotions—fear, egotism, self-interest, anger, or frustration—on the overall change process and, specifically, on the ability of leaders and managers to communicate a clear, consistent message during the change process.
Implications of Emotions to the Change Process
The impact of emotions can have severe effects on organizational leadership and management efficient attributing to the employees respond to their leaders. Emotions entail the entity that implores the body language and psychological implications to how workers react (Palmer, Dunford, & Akin, 2009). The emotions impact to the change process by overshadowing the change process by affecting the ability of employees in thinking logically and rationally. The drive of emotions in the workplace creates a discontinuity of efficient functioning of anger, egotism, and fear results to wrong objectives and concentration of the essential energy for the wrong purpose. Also, overshadows the employees or leader’s ability to induce the change in right manner.
The most severe implication of emotions affects the leadership ability to steer organizational change in the right direction. In imploring emotions in the workplace, leaders are bound to give the employees wrong directives, become authoritative and commanding, and exert unnecessary pressure on employees (Manning & Curtis, 2014). In turn, this creates rebellion and disconnection of the workers to the tasks they are executing. Hence, undermine their productivity and the overall organization’s productivity. The inability of leaders to control their emotions and directing exerting them on other employees affects their clarity which, in turn, has an impact on the overall change process alluded in the wrong direction of the organization.
The control of emotions by leaders is a critical entity in order to ensure that they provide effective leadership in the change process. They ensure that they bring employees closer to the change process and follow that they own the process. The success of the change process is highly influenced by a leader’s emotions control, expression and efficiency in the change process.
Manning, G., & Curtis, K. (2014). The art of leadership. (5th Ed.). Tata McGraw-Hill Education. ISBN#: 978-0077862459
Palmer, I., Dunford, R., & Akin, G. (2009). Managing organizational change: A multiple perspectives approach. New York: McGraw-Hill Irwin.