The brain will try to resolve cognitive dissonance on its own, but that doesn't mean you can't have a say in the process. A central assumption of this general model is the pluralistic view of emotional reactions to cognitive dissonance and the subsequent process of reduction. As for the usual responses at this stage, the usual avoidance of certain dissonant information may be a more implicit process than trivialization, since trivialization involves downplaying cognitions. However, if managers start to blame people, it means that cognitive dissonance makes them believe that people are causing a problem, although the evidence would point to a problem that affects the entire organization.
In a context of dissonance, this could explain how, over time, feedback from the social environment alters the individual's thoughts and emotions in different situations, eventually changing the usual responses and giving rise to new ways of reducing dissonance. To seriously approach an approach based on individual difference, it is necessary to evaluate the individual's response to cognitive dissonance through different experimental paradigms (free choice, induced compliance, justification of effort, etc.). Talking to a coach can help you develop self-awareness and understand the source of your cognitive dissonance. Based on a Brunswikian approach (Brunswik, 195), another possible suggestion for future research is to map the universe of different dissonant situations, that is, to create a taxonomy of dissonant situations (cf.
Therefore, the recursive nature of the dissonance reduction process alters the subsequent emotional experience in relation to the dissonant situation), which depends on how the individual reduces dissonance in that particular situation (see next section). Cognitive dissonance can severely affect judgment and affect decisions that affect individuals, teams, and the organization. The regulatory process related to dissonance detection is what dissonance researchers have traditionally referred to as the dissonance reduction process. In short, future exploration should focus on questions such as (a) what is general about dissonance reduction, (b) what is specific to certain situations, (c) what is specific to certain people, (d) how people vary from situation to situation (and over time) and (e) how people reduce dissonance outside the context of the laboratory.
After attending a training session on new best practices in your work, or after your organization adopts a new business system or framework in which you must work within your daily routine, cognitive dissonance will lead you to believe that existing practices, systems and frameworks are much better and that you can work much better without changing them. Noulas says that successes in women's rights, environmental rights and the reduction of child marriages are examples of positive changes that have been the result of cognitive dissonance.
