Personal values: Public demands – solution

I was at this place recently,  where we had to do this group thing, a sort of team work with a deadline. And there was a personal analysis in the end. And i noticed that i pushed an idea, it was sidelined, and i kinda i acted differently for the first time, usually i would fight. But here, since the idea wasn’t harming any one and the objective was to finish it in time. I went along  acted democratically and gave in to group sentiments and consensus. i also  i realized that for absolute type of consensus you have to have a mental compatibility of the same level and background and a mother figure 🙂

in a larger sphere this innovations involves altering human behavior on many levels, to get changes accepted. politically for example:

Decision makers will be more responsive to change:

  • If the information presented coincides with their current values, beliefs, and attitudes:
  • If they perceive that the change will benefit them more than it will cost them:
  • If the innovation requires marginal rather than major changes in their views or lives:
  • If they have a demonstrated need for the innovation: and
  • If the innovation is introduced gradually so that people can adjust to the resulting change.

There is a natural resistance to change for several reasons.

  • When the reason for the change is unclear.  Ambiguity–whether it is about costs, equipment, jobs–can trigger negative reactions among users.
  • When the proposed users have not been consulted about the change, and it is offered to them as an accomplished fact.  People like to know what’s going on, especially if their jobs may be affected.  Informed workers tend to have higher levels of job satisfaction than uninformed workers.
  • When the change threatens to modify established patterns of working relationships between people.
  • When communication about the change–timetables, personnel, monies, etc.–has not been sufficient.
  • When the benefits and rewards for making the change are not seen as adequate for the trouble involved.
  • When the change threatens jobs, power or status in an organization.

(An unwilling user can always make an idea fail, no matter how good it is.) very important!! 


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