Chan, Olivia Bianca

S27- LEADOC

How each underpinning theory on individual change is different from each other?

As the old quote says, “Change is the most constant thing in the world.” I personally

believe that there are some things that most people are having a hard time dealing with

changes. As discussed during class, change in yourself and organization can be hindered by fear

and not knowing about what I am about to discuss to easily determine how to deal with

induividal change.

Underpinning theory has four approaches to change. These are the behavioural, the

cognitive, the psychodynamic and the humanistic psychological approaches. I will be defining

each approach and I will differentiate each approach.

As per reading the underpinning theory chapter, behavioural approach is different from

most of other approaches because they are focused on how they observe people as controlled

by their environment. Behavioural approach usually rejects the idea that people have free will

and believes that the environment determines all behavior.

Cognitive approach is concerned with mental functions such as memory, perception,

attention, etc. It needs to hire strategies that link organizational goals, individual goals and

motivation. This approach is relying to how they think because they believe that the situation is

based on how they think. Individuals can change the way they respond to situations. This is

actually similar to the book I read, The Secret. It is kind of similar with the law of attraction.

Individuals tend to control their own minds by believing and acting on the beliefs they hold on
to. This approach or theory depends on their self-achievements by assessing their beliefs,

feelings, behaviours, and values.

Psychodynamic approach is when facing changes, an individual shall go through different

states to reach that change. The stages are denial, anger, bargaining, depression and

acceptance. I personally had to go through these stages because of a heartbreak. Before I

reached acceptance, I had to go back and forth from the rest of the stages. As an individual uses

this approach, are the one who usually deal with themselves in changing the world. On the

other hand, the psychodynamic approach for managers is useful. For as long as the manager is

willing to understand the reaction of their employees to allow change in their process.

Psychodynamic approach is more applicable if the change is losing something or

someone comparing to cognitive approach, based on my understanding, it is more of changing

to add something and to achieve something without losing something or someone. The

similarity of psychodynamic approach and cognitive approach is they are both have the feelings

as their basis.

Humanistic approach hits three key areas to focus:

a. Due to experience of an individual, it is important for a subjective awareness.

b. Taking responsibility for one’s situations

c. The importance of a person who exists within a social and cultural context.

This approach in psychology developed as a rebellion against behavioral and

psychodynamic. This is the so called “third force” approach (Maslow, 1968). It emphasizes the

personal worth of the individual and being optimistic on human capacity to overcome pain and
hardship. Humanistic approach believes how individuals perceive and interpret events. It is

more of the study of yourself not in scientific method.

If I am the manager, the most effective and easiest approach for me is cognitive

approach since I know I am an influential person that I can use to motivate my people. People or

staff who are driven and want nothing else but achieving goals or adapt the change without

having troubles or fears. Not unless, my people are very emotional that they tend to think what

they want then the outcome of achieving the goal might be bad.

In an organization dealing with drastic or small changes, all these four approaches have

the right people to use that approach into. The most important thing is managers or individuals

should know their people well so they would know which approach they will use. Change may

be good or bad but I believe it’s already on us, individuals if we can adapt the change or not.

Also, to have an effective process to give to people is to let know the people the purpose

of the organization. The purpose of change that will happen in an organization.