The Role of Hearts & Minds in Organisational Change| Stephy Publishers
Journal of Psychological Science and Research - (JPsSR) | Stephy Publishers
The aims of this paper
are as follows:
1.
1. To put Hearts &
Minds on the map as a key approach to organisational change.
2.
2. To explain the
underlying mechanism of Hearts & Minds.
3.
3. To show that Hearts
& Minds can be equally successfully deployed for organisational change in
the commercial sector.
4.
4. To explain how
Hearts & Minds achieves a higher level of permanence compared with other
approaches.
The paper traces the
military origins of Hearts & Minds from the Malayan Emergency and
the Borneo Campaign through to the final version in Operation
Storm. The method centres around working within the values of the target
audience, focusing on the needs of that audience and mimicking the military
model. The results from the commercial adaptation are equally reliable as in
the military model and permanence of the transformation is equally present.
The key reasons why
Hearts & Minds is effective and reliable is as follows:
1.
• In an inverted way,
fixes problems that are important to the target audience, neither the
Administrators nor C-suite
2.
• Addresses Needs
& Wants of the target audience
3.
• Allows the target
audience to participate
4.
• The target audience
are given the skills by a Training Team who chaperone them throughout the task
5.
• The Training Team
always work within the values of the target audience
6.
• Achieves a high
level of permanence
7.
• Dignity is
maintained at all times
Keywords
Training Team, Needs
& Wants, Permanence, Values,Communication, Awareness
Introduction
Hearts & Minds was
conceived by Sir Gerald Templer, the British High
Commissioner for Malaya, during the Malayan Emergency.
The exact moment at which he first used the phrase ‘winning the hearts and
minds of the people’ does not seem to be officially recorded, but it was very
soon after his arrival. It was a telling phrase and caught on rapidly”.1 The Malayan Emergency lasted from
1948-1960. “The shooting side of the business is only 25% of the trouble and
the other 75% lies in getting the people of this country behind us”, wrote
Templer in November 1952.
This required the
notion of understanding people’s needs and desires and linking those desires to
a sensible civil development programme. It meant delivering it without
qualification, yet undertaking all of this within the culture of the people,
rather than the culture of the change agents. Gathering intelligence constantly
and communicating free of propaganda always took place within the context of
the civil developments in progress. Issues were dealt with as they arose.The
outcome was success.
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