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Sense and sensibility: How CEOs construct meaning through symbols in organizational change

Published online by Cambridge University Press:  07 April 2022

Yu Wang Open the ORCID record for Yu Wang [Opens in a new window] ,
David Diwei Lv  and
Christina W. Y. Wong
Yu Wang
Affiliation:
School of Business, Sun Yat-sen University, Guangdong, China
David Diwei Lv*
Affiliation:
School of Business Administration, South China University of Technology Guangzhou, Guangdong 510640, China Institute of Textiles and Clothing, The Hong Kong Polytechnic University, Hung Hom, Kowloon, Hong Kong
Christina W. Y. Wong
Affiliation:
Institute of Textiles and Clothing, The Hong Kong Polytechnic University, Hung Hom, Kowloon, Hong Kong
*
Author for correspondence: David Diwei Lv, E-mail: lvdiwei@163.com
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Abstract

This paper investigates the rational and emotional functions of symbols in organizational change and how collective sensemaking and acceptance of organizational changes are facilitated by the emotional functioning of executive symbolism. Evidence from archived data, news reports, reviews, and case studies are used to support our theoretical analysis. Our opinion is that the CEO can incorporate symbols into not only the rational calculation process to convey the benefits and losses of organizational changes but also the emotional identification process to create new emotional connections and reduce the resistance of the members to organizational changes. We describe why and when the implementation of symbolism will gain the acceptance of members toward organizational change and explain the scenarios that apply for the two functions.

Keywords

Identificationorganizational changerationalitysensemakingsymbols
Type
Research Article
Information
Journal of Management & Organization , First View , pp. 1 - 15
Copyright
Copyright © Cambridge University Press and Australian and New Zealand Academy of Management 2022

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