Diffusion Of Innovations
The change adoption process outlined in the Mechanisms of Diffusion of Innovations theory applies to the movie through Joy accepting Sadness as a valid and useful member of the organization. Joy appears to go through the process twice. The process has five stages of Knowledge, Persuasion, Decision, Implementation, and Confirmation. The opening scene of the movie introduced all the emotions or the members of the organization that made up Riley. Immediately, Joy processes Knowledge, Persuasion and Decision. Joy has Knowledge of Sadness, once Sadness took over control and made Riley cry. Joy processed the Knowledge that Sadness was there, looked at Riley crying and was persuaded that Sadness must be a bad thing. Joy then tried to take back to
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Therefore, later on in the movie when Joy realized how helpful Sadness could be she changed her mind. Originally, Joy was persuaded that Sadness causing Riley to cry was a bad thing. Once Joy understood that Sadness was useful in letting people know that Riley was sad and alerted other people to the need to cheer Riley up: “Sadness, Mom and Dad, the team, they came to help because of Sadness.” Joy gained more knowledge of Sadness’ job and was persuaded of her usefulness. Joy moved quickly through the adoption process and made the decision to keep Sadness in headquarters. Joy then moved through to Implementation, where she worked toward getting both herself and Sadness back to the headquarters. The specific scene that displayed this shift, was when Joy made all the boyfriends turn into a springboard that she used to reach Sadness and fly the two of them back to headquarters. Finally, the confirmation occurred at the end of the movie. The little mind workers set up a board that allowed all of the emotions equal control of Riley. But how can Sadness be an innovation if she has been in the organization since the very beginning? The Diffusion of Innovation theory states an innovation is an ‘‘idea, practice or object that is perceived as new by an individual or other unit of adoption’’ (Rogers, 1995, p. 11). Even though Sadness wasn’t new to the organization and had been there since the beginning, the perceived Sadness usefulness was new to Joy. Thus, Sadness became a new object by the Joy and by extension the rest of the
Therefore, later on in the movie when Joy realized how helpful Sadness could be she changed her mind. Originally, Joy was persuaded that Sadness causing Riley to cry was a bad thing. Once Joy understood that Sadness was useful in letting people know that Riley was sad and alerted other people to the need to cheer Riley up: “Sadness, Mom and Dad, the team, they came to help because of Sadness.” Joy gained more knowledge of Sadness’ job and was persuaded of her usefulness. Joy moved quickly through the adoption process and made the decision to keep Sadness in headquarters. Joy then moved through to Implementation, where she worked toward getting both herself and Sadness back to the headquarters. The specific scene that displayed this shift, was when Joy made all the boyfriends turn into a springboard that she used to reach Sadness and fly the two of them back to headquarters. Finally, the confirmation occurred at the end of the movie. The little mind workers set up a board that allowed all of the emotions equal control of Riley. But how can Sadness be an innovation if she has been in the organization since the very beginning? The Diffusion of Innovation theory states an innovation is an ‘‘idea, practice or object that is perceived as new by an individual or other unit of adoption’’ (Rogers, 1995, p. 11). Even though Sadness wasn’t new to the organization and had been there since the beginning, the perceived Sadness usefulness was new to Joy. Thus, Sadness became a new object by the Joy and by extension the rest of the