Answer 2 for LDR 615 According to the textbook, people are more motivated when “they are shown a truth that influences their feelings” than they are by analysis

The statement suggests that people are likely to be motivated to take action and make changes when they are emotionally affected or connected with a specific issue. This may be relevant for organizations growing or responding to changes. It may result from changes that bring strong emotions and reactions from stakeholders. Leaders should consider engaging and recognizing the influence of emotions. In this case, it will be possible for the organizations to consider effective decisions or changes while understanding some of the necessities that motivate individuals to address the needs of the stakeholders (Najimi et al., 2021).

The success of changes may occur within the organization through leaders engaging stakeholders’ emotions and using the driving forces for motivation. It may involve acknowledging concerns and fears and highlighting the change’s benefits and positive impacts. In this case, the leaders can help the stakeholders to feel emotionally invested in the change and, therefore, be motivated to support it. However, if emotions are primarily the basis of stakeholders’ concerns, the leaders need to consider the validity or rationality of the issues. Emotions remain a powerful motivator and can lead to irrational decision-making. Therefore, the leaders are responsible for addressing and validating the stakeholders’ concerns and offering analysis or logical reasoning to support the change (Khaw et al., 2022).

Ultimately, leaders have the responsibility of creating a balance between honouring stakeholder concerns and being able to make data-driven decisions for the success of the organization. By understanding the emotions driving the stakeholder concerns and respectfully addressing them, the leaders can effectively manage the change, ensuring that there is buy-in from the stakeholders. This may require open and honest communication or listening and empathizing with the stakeholders perspectives and ideas (Khaw et al., 2022). Therefore, leaders are responsible for supporting stakeholder concerns.

References

Khaw, K. W., Alnoor, A., Al-Abrrow, H., Tiberius, V., Ganesan, Y., & Atshan, N. A. (2022). Reactions towards organizational change: a systematic literature review. Current Psychology, 1-24.

Najimi, A., Doustmohamadi, P., & Omid, A. (2021). The relationship between emotional intelligence, social responsibility, and job performance in health service providers. Journal of Education and Health Promotion, 10(1), 126.