Description

The book examines whether neuroscience can make a contribution to the enhancement of current concepts in organizational Change Management. The theory of Change Management was analyzed to identify those areas that are best suited for applying neuroscience knowledge. A critical reflection of the status of neuroscience research allowed to evaluate the potential regarding Change Management. One important result was that Change readiness concepts offer the greatest opportunities. The empirical research part encompassed the identification of discrete emotions and the measurement of their positive and / or negative intensity during the dynamic progression of a change readiness project. Including cognitive factors, for example, insights generated in strategy formulation procedures, a clear relationship between cognition and emotion could be shown. An important result is, that positive (optimism, hope) and negative emotions (fear, frustration) seem to determine the success of a Change initiative. Knowledge regarding the dynamic Progression of emotions over time appear to be a vital success factor.