CASE REACTION PAPERS
The Power to See Ourselves
Introduction:
People see themselves differently from how they see others. They are immersed in their own sensations, emotions, and cognitions at the same time that their experience of others is dominated by what can be observed externally. This basic asymmetry has broad consequences. It leads people to judge themselves and their own behavior differently from how they judge others and those others' behavior. Often, those differences produce disagreement and conflict. Understanding the psychological basis of those differences may help mitigate some of their negative effects. No one ever force us to do anything we dont choose to do. To put it another way no one ever forces us to perform any action against our will. This article is all about knowing and understanding oneself. Author of the article provides the easy way to handling the change. Author also provides us some steps to maturity like self examination, self expectation, change in self expectation, self direction, broadened perceptions and self realization power.
Points of Agreement
I agree with the writers point of view and opinion in the article, '' The Power to See Ourselves" that if we are able to see ourselves through the eyes of other people, even to the extent incorporating their views of us into our own self concept then it obviously lead us to the growth. As Jim Clemmer has rightly remarked in his book "growing with the change" that "To see ourselves the way that others see us we would be likely to avoid many mistakes that we make and also we avoid some of our follish idea, especially about ourselves."(from http://www.leader_values.com)
There is the crucial matter of disparity between “how I see myself” and “ how others see me”. (The Power to See Ourself, P.4). I agree with this statement of the article. Most of the time I myself feel the unrealism in self-concept. I think this is one of the important resistence to the change.
Points of disagreement:
I agree that the key stone for the change is self direction and self motivation. We can't change someone until and unless he/she is not ready for the change. But I don't think that it is all in all to bring the change. The environmental factors or the situational factors also plays vital role in the change of any type even in the atitude, perception and understanding of the person.According to the Jim Clemmer '' the faster the world changes around us, the further behind we fall by just standing still. If the rate of external change exceeds our rate of internal growth, just as the day follows the night, we will surely be changed." (from http://www.ledear_vaues.com)
Not only this but also the feedback is very crucial factor for the change management. To improve ourselves and to welcome the posative change within ourselves we must welcome the feedback which the people around us provide to us. If we handle properly then feedback is the best toolkits or weepons in our life which helps us to reduce the unrealism in self concept.As Stephen M. Dent has stated in his book named "Change is life'' that the ability to hear what others are saying and determine the accuracy and relevancy of their feedback is a significant source of the personal development and change management".
Application of information to worldly views:
The Power to See Ourselves resembles the true picture of the ground reality of the global business persceptives and It is widely applicaple in the organizational seeting. I can remember the how employee of a first government bank of the nepal resist the change when management try to impose computerized magement information system in every departement and how the employee of the bank protest against such change and went for the strike and lock-up the bank to resist the change. But the management team came with vairous programme to let the people know why such change is important and why it is necessary for the company and for the employee then employe of the bank (Nepal Bank Limited) realized that what the organization was trying to do is also good for them for their carrer development and job security. Actually the bank has just let the employe know the answer of why the change is a continuous process ? what are the key stone for the growth? How to cope with the change in work place? Why the present change is important for you and for the organization? why this change is important for the competitiveness and the strength of the organization? etc.
Now I realized that the bank was doing nothing just empowering the customer to see themselves in the context of the organization. This is exactly similar with what I have studied in the article “The Power to see Ourselves”.
Integration of information with materials or concepts from the text
“A major factor in managing change is copping well with change yourself.”(Andrew J. Durbin, P.373). When I have gone through the book I found that “Organizational Change” 16th chapter of our text book is in great extent summarizes the fact and opinion of the given article ‘’The Power to See Ourselves’’. Most importently the sub-topic Why People Resist Change ? provides the same approach as it is presented in the article.
The 3rd chapter of the text book Learning, Perception, and Attributation also describe the major fact of the article ‘’The Power to See Ourselves’’.In the text book it Is stated that Perception deals with the various ways in which the people interpret things in the outside world and how they act on the basis of the perception. (AndrewJ. Durbin , P.54).
Points of Interest
This document is the product of what I learn from an article “ The Power to See Ourselves”. Really this article is worth reading. It is very hard for me to get an argument which is not acceptable for me in this article. When I read this, I realized the key to success and I also learn many things which are essential for the growth and managerial development. But I could not present all the things which I percived important in this paper as I have to follow some specific rules and standard while preparing the paper.
Actually I read this article 3-4 times to get the real picture about the writer’s point of view. I am still not quite sure whether I am able to understand the whole things as intended by the writer or not but what I am sure is that this articale has hanged me in terms of perciving the change and managing it.
New Questions Sparked
Q1: How about the environmental and situational factors which resist the change?
Q2: In this article the writer talks about the topic in general. What about the individual differences which also plays crucial role in perception and change management?
Q3: Are all the ideas presented in the article are applicable to solve the organizational problem in the real world?
Q4: Writer’s talk less about the feedback, isn’t it the most important for change management ?
References:
Andrew J. Durbin, “Fudamentals of Organizational Behavior,” P 54,373
very helpful. Thank you :)
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