What do neuroscience, positive psychology, and organizational development have in common
What do neuroscience, positive psychology, and organizational development have in common, and how can those in leadership roles utilize these three disciplines to effect positive change in organizations?
Neuroscience, positive psychology, and organizational development are concerned with people’s way of thinking, beliefs, and behavior (Williams, 2016). Positive psychology focuses on embracing the strengths of the people, strive for happiness, and strive to be their best selves in every aspect of their work. It shapes the perspective of leaders’ approaches to believe in their people’s power in a bid to bring a transformative effect on the organization’s performance. Neuroscience is concerned with how the brain works, which has led to how our brain influences the way we view change. Organizational development addresses change and its effects on individuals within organizations and the organizations itself (“Organizational Change and Development,” 2019). It assists individuals and organizations in managing change. In common, the three disciplines deal with people’s change of thinking, beliefs, and behavior, which influences the change in organizations.
The people in leadership roles can utilize these disciplines to enhance or incorporate positive changes in their firms or organizations. This is through dealing with change where they develop strategies to introduce planned changes, for example, improving organizational functioning and team, building efforts by understanding people’s “change thinking,” beliefs, as well as behaviors to influence change. Leaders can persuade employees to change the way they work and to think differently about their jobs to bring transformations. Leaders utilized the insights of the three disciplines to change the behavior of the employees by changing the mindset of a multitude of people (Williams, 2016). The top management also reinforces the change through the rewards. The granting of financial and non-financial rewards is ensured that it is in line with the intended behavior people are expected to embrace. Moreover, the three disciplines encourage a growth mindset where employees view that their abilities and skills can improve with effort. When they believe they can improve, they will be motivated to persist with difficult tasks and keep trying because they believe they will ultimately succeed.
References
Organizational Change and Development. (2019). Retrieved 20 May 2020, from https://msmgf.org/files/msmgf/documents/Org_Dev/Organizational%20Change%20and%20Development.pdf
Williams, R. (2016). How Neuroscience Can Help Leaders – business.com – business.com.
Retrieved 20 May 2020, from https://www.business.com/articles/the-psychology-of-organizational-change-how-neuroscience-can-help-leaders/
