Area Of Study Researched On By Use Of Rhetorical Triangle (Thesis Sample)

It is through leadership that we can successfully change an organization's culture so that to improve performance and relations among colleagues.
The above-mentioned thesis statement will look at the values that can be added in an organization when the culture of an organization is well looked at and a new one is implemented.
(Alveson & Sveningson, 2008) argues that, organizational culture has a significant impact on the organization members' life and in general, it helps a company to achieve positive financial results. Organizational culture is very important in achieving internal integration and implementation of the strategy of adaptation in the external environment. Therefore, a lot of companies explore their organizational culture and leaders, if needed, seek consciously to form, develop and change organizational culture.
At every level of change, leadership plays distinct roles as it is the virtual duty of a leader to manage the people and make their efforts to be at their best in favor of change for an organization. Change management is an essential area of concentration for the healthy growth of any business, it is important even for the survival of any organization in today's business world. Successful change in any organization is impossible without the active participation of management (Driskill & Brenton, 2005).
(Enickon & Terblanche, 2003). argues that, at every level of change, leadership plays distinct roles as it is the virtual duty of a leader to manage the people and make their efforts to be at their best in favor of change for an organization. Change management is an essential area of concentration for the healthy growth of any business, it is important even for the survival of any organization in today's business world. Successful change in any organization is impossible without the active participation of management.
Organizational culture has a big impact on an organization’s environment. The corporate culture plays a big part in the success of the business. Research has been done to discover what exactly makes an effective culture and how to change a culture that is not functioning as required. In most organizational, management uses experts to be able to learn the culture of individuals and understand their way of doing things and where to place them (Grint, 2009).
For successful culture change implementation, a lot of things must be done. First, trying to convince employees that the change will be a benefit to them, to the parties involved like suppliers, customers etc. Therefore, Aristotle's rhetorical triangle that involves credibility (ethos), logic (logo) and emotion (pathos) must be used to analyze the change strategic plan.
Ethos is the appeal to ethics and it is a means of convincing someone of the character or credibility of the persuader. It is the responsibility of the top management to explain to the parties involved that the culture change plan will bring nothing but the best results and benefits to them and the organization at large. For this to pass, the management must be trusted by the parties and the style of execution must be exclusive to be able to capture the interests of the parties involved.
Pathos is the appeal to emotion and is a way of convincing the audience of an argument by creating an emotional response. It is said that for someone to do his/her work to perfection, they must embrace the work and love it. This is a very important part of management, they must emotionally connect with the audience and try understanding them from their point of view. By this doing, the management will know where to work on to ensure that the audience changes its mind and love the idea of changing the organizational culture. For this to happen, the audience must be taken through seminars and training. Where they can fully understand the importance of the changes to be implemented, the benefits that come with the change and many more. But most importantly, it is for the audience to appreciate the top management for trying to improve the performance and the relationship between colleagues and thereafter embracing the changes.
Logos is the appeal to logic and it is a way of persuading an audience by reason. With a working environment where everyone is literate, logic is the best method to be used to try convincing the audience of the benefits of changing the environmental culture. When using logos, it is important for the top management to use evidence. That is cases that have happened before. The logic that, with a successfully implemented culture change plan, the environment in the organization will improve. This can be achieved by using case studies, the reasoning of the benefits and facts.
Toulmin model: The 12th-century British philosopher Stephen Toulmin noticed that good, realistic arguments typically will consist of six parts. He used these terms to describe the items.
Data: This is basically the evidence used to prove an argument. In our case, when we want to change the culture of an organization, the management has to provide the negativity of the previous culture and what harm it brings to the organization. For example, low production or efficiency, low profitability, non-loyal customers, theft among employees from the organization and many more. When such evidence is provided it becomes an eye-opener to the parties involved and the idea of culture change becomes interesting to them.
Claim: This means statement being argued (a thesis). In our case, the statement would be culture change to improve the productivity and the relationship between colleagues. Since management is responsible for change and comes up with the change strategy themselves, it is important when they come up with a statement that explains their ...