Is cognitive dissonance ever good for an organization? For an individual?

Is cognitive dissonance ever good for an organization? For an individual?

As we learned this week in our reading, cognitive dissonance is the discomfort that arises when something that we believe is challenged.

  • Is cognitive dissonance ever good for an organization?  For an individual?
  • Based on this information, what are three specific things that a leader can do to minimize the impact/leverage the effect of cultural dissonance within an organization?   Include how leaders can assist both themselves and their employees in changing their behaviors.  How can the three questions related to changing behaviors impact the employees in a positive way? What approach can a leader take if he/she receives opposition related to changing behaviors?
  •  Is cognitive dissonance ever good for an organization?  For an individual?
  • Cognitive dissonance cannot be good for any organization ever. It happens when beliefs, ideas or behaviors contradict each other (Psychology Today, n.d.). But in an organization where this exists, a culturally intelligent manager can recognize cognitive dissonance and then take appropriate measures. But, if cognitive dissonance gets undetected and if it continues then the organization will have problems.
  •             For an individual, I believe there would be cognitive dissonance, and it won’t be good. We often grow up with some stereotyping and generalizations in our minds and that might come out as cognitive dissonance later in life at work. In a homogeneous work environment cognitive dissonance might not come out but if the person encounters something or someone who threatens his ideas or perceptions then it will not be good at all.
  •             But organizations or any person when encounter cognitive dissonance, they can implement and develop cultural intelligence, recognizing the reason behind the issue. For organizations, it is really important to take reactive measures so that they do not face such issues in the future.
  • Based on this information, what are three specific things that a leader can do to minimize the impact/leverage the effect of cultural dissonance within an organization?  
  •             In any organization where people from different values, beliefs or backgrounds come to work, the dissonance might occur since their values, beliefs may contract or vary. The differences arise because of generation differences, race or gender inequity, religion, disability or ability etc. So, there are many things leaders can do so employees can work on the differences when they face dissonance.
  •             Firstly, leaders need to recognize their blind spots first. One the leader understand her self-concept then the leader can help others recognize theirs. Leaders need to discuss the dissonance employees’ face. So employees can comfortably discuss the differences. Instead of feeling uncomfortable with diversity they can embrace the diversity and differences.
  •             2nd, Acknowledging the fact that there is a blind spot, then working on recognizing those and turning those dissonances into learning opportunities should be leaders’ priority. The leader should be aware that employees will try to stick to their own self-concept, beliefs. But the leader needs to get the employees to help to develop cultural intelligence. So the employees actually understand coworkers from a different background, believe better.
  •             3rd, leaders should develop a framework in their organization where every employee will be trained and made aware of their differences and they will be helped to improve their cultural intelligence. So that while they maintain their self-concept but does not feel threated by someone else’s self-concept.
  •   Include how leaders can assist both themselves and their employees in changing their behaviors. 
  •             Leaders need to change their behaviors first and start with something small. Small incremental changes lead to bigger changes.  But, leaders first need a reason to make the change. That is identifying blind spots is critical. Leaders and employees will have to let negative behavior go and replace that with positive behavior. Once blind spots are identified the leaders would understand why the change is needed, then they need to figure out what needs to be changed. The final evaluation would be about who loses what.
  •             Leaders will do the same for employees too. Help them find their blind spots, and tell what why they need the change. Then tell them what needs to change and who will lose what due to change. So, everyone’s expectations are well managed.
  •  How can the three questions related to changing behaviors impact the employees in a positive way?
  • First question – What is changing? Before implementing the change in the cultural intelligence one needs to be absolutely certain and understand what is not working. That will be the biggest motivation behind the change. And once it is understood what the change is, the person will have the conviction too
  • The second question is “what will be different because of the change?” Changing could be hard, but once something is changed, going back to the previous form might not be easy too. Hence leaders need to know what is going to be different. The outcome of the change becomes very important. Moreover, this can work as a goal too for the leaders so they get motivated to implement the change.
  •             The third question is” Who will lose what?” – Leaders should evaluate first that because of the change, how the belief will change or what behavior has to change and what those changes would mean for everyone. This would mean leader would be able to anticipate and prepare for the new changed scenario.
  • What approach can a leader take if he/she receives opposition related to changing behaviors?
  •             Leadership is not just about leading but about implementing changes too. And change often causes people to resist (Quast,2012). Moreover, in an organization the culture is developed based on goals, roles, values attitudes, practices, and assumptions, hence changing something is a really difficult challenge for leadership(Denning, 2011). Knowing this, I feel if or when leadership faces resistance, they should never feel that their authority is being challenged or worse, they should not lose confidence. Instead, they should directly talk to employees who are putting up the resistance. Chances are those employees are scared of the change or suffering from uncertainty. As leaders, it is our responsibility to assure those employees, give them more information about, why the change is necessary, what will change and because of the change what are the things the organization will have to let go. Depending on the change they may or may not agree with everything, but one thing for sure that they will have certainty with the information, and with some pursuance and time the resistance might fade away and get replaced with acceptance too.
  • So in a nutshell, the leader should be open and transparent, providing as much as information possible, answering questions, clearing doubts and explaining why the change is required, what will change, who will lose out and why. Finally the end goal and benefits is very important so everyone sees the reason of their temporary sacrifices or the reason they will have to let go of somethings. 


Psychology Today. Retrieved on 10/15/2018. Retrieved from

Quast Lisa (November, 2012). Overcome The 5 Main Reasons People Resist Change. Retrieve from

Denning, Steve (July,2011). How Do You Change An Organizational Culture? Retrieved from

Author: pachubabu

I love trying different cuisine, hiking, travelling and blogging about personal finance ,investing & health/fitness

85 thoughts on “Is cognitive dissonance ever good for an organization? For an individual?”

  1. While the two-time Super Bowl MVP quarterback has felt it before, this time it [url=]China Jerseys[/url] has been a little more intense because Manning [url=]Wholesale NFL Jerseys 2018[/url] told a running back not to score late in the contest.
    Bill Walton UCLA Jersey

  2. In Washington’s 24-10 victory over the Rams on Sunday, Jones carried 19 times and wound up in the end zone twice, [url=]Cheap Jerseys China[/url] on runs of [url=]Cheap Jerseys[/url] 39 and 3 yards. Morris ran it 18 times for 59 yards.
    NCAA Jerseys Outlet

  3. “I don’t think you would have no sensitivity, but I do think that all the combination of all the work he’s done, which has been extraordinary as well some of the additional procedures that were done give us a lot of confidence that if he’s comfortable to putting it down and driving [url=]Wholesale NFL Jerseys[/url] off of his [url=]Jerseys NFL Wholesale[/url] foot then we’re comfortable with him playing.”
    Cheap College Jerseys Authentic

  4. DE JA VU ALL OVER AGAIN?: The last time K-State came to San Antonio, the Wildcats lost the Big 12 Championship game and accepted the Alamo Bowl bid when the major bowls did not invite them to play. The Wildcats lost to Purdue in an upset. Now, the Wildcats are back after losing [url=]Cheap Stitched Jerseys[/url] [url=]Cheap Jerseys Online[/url] a chance to win a share of [url=]Cheap Authentic Jerseys[/url] the conference title in the final week of the regular season at Baylor.
    Discount NFL Jerseys

  5. 锟?There are several NFL legacies in minicamp. Running back [url=]Cheap Jerseys From China[/url] Malcolm Agnew’s dad, Ray, played 11 seasons as a defensive tackle. Tight end Westlee Tonga’s brother-in-law is former running back Reno Mahe, who played five seasons for Reid with the Eagles in the 2000s.
    Jerseys NFL China

  6. “Obviously he’s been great to me since I’ve been here,” Ryan told The AP. “The impact he makes in the community is huge, and he’s great role model for philanthropy, but the bottom line is Arthur Blank wants to win. That’s what you love as a player more than anything else.”
    NFL Jerseys China

  7. EAST RUTHERFORD, N.J. (AP) 锟?While everyone may want to focus on the Dallas Cowboys [url=]wholesale nfl jerseys[/url] not having the injured [url=]China Jerseys For Sale[/url] Tony Romo and Dez Bryant, they have lost four in a row because [url=]Cheap China Jerseys[/url] of their own mistakes.
    Cheap Jerseys Wholesale

  8. In [url=]Cheap NFL Jerseys China[/url] [url=]China Jerseys[/url] the third, Green Bay capitalized shortly after San Francisco’s Reggie Bush was stuffed for no gain trying to go up the middle on third-and-11 in a play call that was immediately scrutinized.
    NFL Jerseys Cheap

  9. “The 58 attempts or [url=]Wholesale Jerseys Free Shipping[/url] whatever it was is too [url=]Cheap NFL Jerseys Authentic[/url] many,” Fitzpatrick [url=]Cheap NFL Jerseys Wholesale[/url] said. “That’s not our formula for [url=]Cheap China NFL Jerseys[/url] [url=]Cheap Jerseys From China[/url] success. There’s a lot of things coming out of that game that we’ve got to be better at, and that starts with me.”
    Soccer Jerseys From China

  10. “So it’s always been that way for us, for our organization, and obviously [url=]NFL Jerseys China[/url] we support everything in that area,” Belichick said. “But what the league decides to do relative to things like that, you know, it’s not really my pay grade.”
    Jerseys NFL Cheap

  11. Stills is only 23 and wasn’t even part of the Saints’ starting unit for most of last season, but he made 63 receptions for 931 [url=]NFL Jerseys China[/url] yards and three touchdowns. In Miami he replaces the departed Mike Wallace as the biggest deep threat on [url=]Wholesale Jerseys[/url] a team that has had trouble connecting on long passes in recent years.
    Cheap Jerseys Online

  12. In his annual Super Bowl news conference Friday, commissioner Roger Goodell announced [url=]Cheap NFL [url=]Wholesale China Jerseys[/url] Jerseys China[/url] the plan to hire an executive who will work with the league’s medical committees, advisers and the NFL Players Association.
    China Jerseys Wholesale

  13. “I thought I had seen the top of it. We won for so long,” Carroll says of his Trojans years. “We won a lot of games there, a lot of games in a row, and did a lot of stuff. How could you hope to hit it again? I’ve [url=]Cheap Jerseys[/url] been around coaching a long time. It’s hard to do that and it’s rare when it happens. So it just feels like we were very fortunate that we’ve been able to find a way to put it together in this fashion.”
    Cheap Soccer Jerseys Throwback

  14. Members of the organization had said they expected more from the [url=]Cheap NFL Jerseys China[/url] 2013 first-round draft pick after a disappointing 2014, when he eventually lost his starting [url=]Jerseys Cheap Wholesale[/url] job. Elam was [url=]Wholesale NFL Jerseys China[/url] competing with Will Hill for the starting strong safety spot this summer.
    Wholesale Jerseys

  15. “Because I know where [url=]Jerseys Wholesale[/url] my mindset is at,” Gregory said after [url=]Cheap NFL Jerseys Authentic[/url] the Cowboys made him the 60th overall pick Friday night. “I know I made a mistake. I know there is only so much I can say 锟?talk is cheap sometimes. I really want to show these guys what I can do and I am really serious about what I say.”
    Wholesale Jerseys China

Comments are closed.