Organizational Change Behavior

The essay reflects and analyzes the result from distinct self-reflection activities, as well as, identifies areas that need improvement. It covers topics such as thinking style, self-leadership, individual decision-making, and learning strategies. The essay concludes that models such as Ned Hermann’s Whole Braid Thinking Model are vital in identifying a person’s dominant area and areas that need to be improved to enhance their competitiveness in their area of specialization.

Running head: ORGANIZATIONAL CHANGE BEHAVIOR 1
Organizational Change Behavior
Name:
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ORGANIZATIONAL CHANGE BEHAVIOR 2
Organizational Change Behavior
Self-reflection is crucial in building a person’s emotional self-awareness. Through self-
reflection, a person comprehends their weaknesses, strengths, emotions, and driving factors.
Such an understanding helps one to adapt to the transforming circumstances and situations by
changing their behaviors (Hall & Simeral, 2017). Therefore, through the essay, I aim to reflect
and analyze my result from distinct self-reflection activities, as well as, identify areas that need
improvement.
My Thinking Style Based on Herrmann’s Whole Brain Model
Ned Herrmann designed the Whole Brain Model to argue that the brain of each person is
characterized by four quadrants, especially in the learning and thinking process. Each quadrant
exhibits distinct thinking or learning styles. For this reason, a person’s thinking or learning style
greatly depends on the quadrant he/she engages with (De et al., 2013). According to my self-
assessment based on the model, I found out that my thinking style was organized and detailed-
oriented thinking because most of the phrases that define my thinking style were in quadrant B.
However, I also identified with other quadrants, signifying that my thinking styles are swayed by
the situation that I encounter. Therefore, based on the situation at hand, I can also assume logical
and analytical thinking style, empathetic and emotional based thinking, or integrative thinking.
The findings are a true reflection of who I am because I am good at organizing
schedules, managing time, implementing and planning activities in addition to collecting data as
mirrored in my group assignment activities. I always ensure that I complete my assigned task
within the set deadline. However, I also like sharing and listening to other people’s ideas
regarding my assigned tasks so that I can make the necessary revision, though at times I get
angered when someone makes negative comments about my work. For this reason, I need to

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learn to accept constructive criticism so that I can learn from my mistakes. Herrmann (1996)
points out that an organizer learns by exercises, checklists, outlining, and problem-solving with
procedures, policies, and steps. Furthermore, they like detailed and structured instructional
exercises. However, this is not like me because I prefer learning via group discussions and
cooperative learning and role- playing. For instance, at work, I often work with my colleagues to
address issues that affect our departments rather than waiting for somebody else to address it for
us.
Self-Leadership and Learning
Self-leadership triggers in a person a positive influence on their achievements and
attitudes. Manz (2015) points out that self-leadership enhances internal motivation resulting in
improved job performance and organizational commitment. Le et al.(2018) and Daft(2018)
substantiate the claim by Manz (2015) by pointing out that self-leadership is fundamental to
staffs’ commitment toward, enthusiasm for, and performance in organizations. Therefore, self-
leadership arguably empowers employees to achieve greater fulfillment in whatever they do in
the organization (Bum, 2018). For all these reasons, I completed a self-leadership questionnaire
with the sole purpose of identifying my three dominant self-leadership dimensions. According to
the results, it was apparent that my top self-leadership dimensions were self-cuing, self-
observation, and self-goal setting while the least self-leadership dimensions included visualizing
natural reward, self-reward, and success.
As a behavioral monitoring strategy, self-observation aims to identify patterns of
behavior to determine which should be continued or eliminated. Self-observation, therefore,
provides individuals with an opportunity to monitor their performance (James, 2009). For
instance, I realized that when I work in groups and share information and ideas, my performance

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greatly improves and I am satisfied with my work. However, when I handle tasks on my own, I
tend to get bored or take time to complete them. For this reason, I tend to set deadlines so that I
can complete tasks on time, especially when I am working on my own. Self- goal setting, in
contrast, is a behavioral strategy that focuses on short-term, intermediate, and long-term goals for
distinct aspects of life including professional and personal goals (James, 2009). For instance, my
professional goal is to own my company in the future and provide employment opportunities to
individuals from distinct cultural and ethnic backgrounds. At the moment, my short-term goal is
to obtain higher grades so that I can manage to enroll in a master degree program in an institution
of my preferred choice. For my family, my goal is to make them happy by excelling in all life-
dimensions.
Self-cuing entails putting in place a system of reminders to ensure that the goals outlined
are realized and might include environmental, model, or visual reminders (James, 2009). The
nature of my course requires the completion of assignments with different deadlines. Therefore, I
always note each task with the set deadline to minimize late submissions. At work, I ensure that I
organize my work based on their priorities to avoid conflicts with my managers. Self-reward is
the design of both physical and mental incentives to influence a person’s ability to realize goals.
As for me, self-rewards including self-praise and special vacation or dinner are not that
important. Natural rewards primary objective is to identify and enhances an individual focus on
the enjoyable aspects of their assigned responsibilities (James, 2009). I tend to work on tasks that
I enjoy the most and then focus on those that I find unpleasant or somewhat challenging to
accomplish. For instance, if I am given an assignment that I cannot access its content online or I
struggle completing, I always set it aside and work on it later. Visualizing success is not my
strongest area because my focus is on completing the tasks assigned. Robbins et al.(2017) point

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out that people who are unable to visualize their success find it difficult to motivate themselves
in achieving their set objectives. The claims are accurate because when I am required to
complete a complex task, I always set it aside before discussing it with other colleagues to
identify a solution.
Individual Decision-Making
As a process, decision-making requires the identification of the best choice by collecting
information and evaluating alternative solutions. I understand the importance of utilizing a step-
by-step process in making appropriate decisions. The step-by-step process ensures that I make
thoughtful and deliberate decisions by identifying the alternative choice that satisfies the problem
being addressed (Hudson, 2015; Donovan, Güss, & Naslund, 2015). According to Ned
Herrmann model, my personality type is best defined by quadrant B. Individuals in this quadrant
are pragmatic decision makers, meaning that their process of making decisions is conventional,
determined, and adheres to procedures. Adhering to procedures avoids surprises and risks by
ensuring that the decision made is reliable. For this reason, before making any decision, I often
follow the following steps: identifying the decision, gathering relevant information, identifying
alternative decisions, weighing the evidence, choosing among alternatives, and reviewing the
decision made and its repercussions.
My decision-making process was crucial in the individual decision-making activity
because each member thought that his/her decision was the best to solve the problem at hand.
The differences in the decisions support the claim that people fall in the distinct quadrants of Ned
Hermann model. Therefore, to identify the decision that best solved the problem, we had to
analyze the pros and consequences of each decision and then choose that which best solved the
issue of concern. I realized from the individual decision-making activity that team decision-

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making is time-consuming because the best decision is identified after critiquing each decision
provided. For this reason, it is apparent that team decision-making process is very effective
because it provides individuals with an opportunity to come up with numerous alternatives,
weigh them, and then choose that which is the most effective in solving the issue of concern.
Learning Strategies
As per Ned Herrmann Whole Brain Model, I am an organizer and organizers learn by
exercises, checklists, outlining, and problem-solving with procedures, policies, and steps.
Furthermore, they like detailed and structured instructional exercises (Hughes, Hughes, &
Hodgkinson, 2017). I love being assigned the most challenging exercises so that I can learn and
develop in my area of specialization. However, I do not like solving problems with policies and
checklist. On the contrary, I like using my creativity to solve problems rather than adhering to
organizational procedures and policies. Besides, I prefer learning via group discussions and
cooperative learning and role-playing. For instance, at work, I often work with my colleagues to
address issues that affect our departments rather than waiting for the managers to address it for
us.
Conclusion
It is apparent from the self-reflection exercise that we are different in terms of decision-
making, learning styles, and thinking styles. For this reason, models such as Ned Hermann’s
Whole Braid Thinking Model are vital in identifying a person’s dominant area and areas that
need to be improved to enhance their competitiveness in their area of specialization. For
instance, I realized that the model is essential for strengthening the individual team and
efficiency, problem-solving, decision-making, communication, and planning. I also realized that
self-leadership is vital in motivating and empowering staffs to realize both individual and

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organizational goals. From the use of the model, I realized that I am an organized and detailed-
oriented thinker and learn best through adhering to policies, steps and procedures. However,
these finding surprised me because I prefer learning through discussions and teamwork.
Therefore, even though I fall under quadrant B, I also make use of other quadrants depending on
the situation I am facing.

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References
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adherence among sport participants. Social Behavior and Personality: An International
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Daft., R. (2018). The leadership experience. Boston, USA: Cengage Learning.
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Hall, P. A., & Simeral, A. (2017). Creating a culture of reflective practice: Capacity-building for
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Herrmann, N. (1996). The whole brain business book. New York: McGraw-Hill.
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