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Managing Human Element at Work

Notes 11.7.8 Self-Management Techniques

Some of the practical techniques you can adopt are to:
• Develop your self-esteem and personal confidence.
• Develop effective strategies to cope with conflicts.
• Develop a positive attitude to study.
• Reappraise your situation regularly and make the adjustments required to succeed.
• Learn from feedback to prevent repeating your mistakes.
• Reward yourself with time off from study.
• Learn to manage your time better.

According to Maynard Smith Price (1973) the ritualized behaviour can
evolve by individual selection.

11.8 Individual Change

11.8.1 Individual Perspective Change
An individual model for change is necessary for organizational change management to be
effective. It defines the outcomes or results that organizational activities are trying to
achieve. Ultimately, an individual change model is critical because:
Successful organizational change only results when individuals are
successful at change
How valuable is a new process that no one adopts? How valuable is a new web-based tool
that no one uses? How valuable is an ERP if no one is using it correctly? The answer to these
questions is the essence of the fact that organizational change is only successful when each
impacted individual makes their own successful transition. In fact, a poorly managed change
can actually have severe adverse impacts. A story about a man working in a warehouse who
was being told by the system that he could not ship product, despite the fact that it was
sitting in front of him on the shelf. A customer was being deprived of a product because
someone upstream had not used the new ERP system correctly. Any organizational initiative
that impacts how people do their jobs is only as successful as each employee at making the
personal change.

While we are all different, as human beings we respond to change
fairly predictably
At first glance, your reaction might be “everybody is unique” – and you are correct.
However, the way we as human beings respond to change is actually very similar. For
instance, it is basic human nature to be curious about why a change is happening and what
has resulted in the need for change.

An individual change model like ADKAR provides the key building blocks for
successful individual change

We can directly connect an individual change model to achieving organizational goals and
objectives. What has sometimes been considered the “soft issues” is actually at the center
of meeting the goals our projects and strategic initiatives. An effective individual change
model, like Prosci’s ADKAR model, describes what successful change looks like from the
individual’s perspective.

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