Master of Philosophy students in Industrial and Organisational Psychology at the University of Ghana have stressed the need to foster behavioural change at individual, team, and organisational levels to drive sustainable development.
In a research paper titled “Resetting Ghana,” they argued that achieving transformation required a structured approach like planned organisational change.
In an interview with the Ghana News Agency about their research, Mr. Bright Uwumborti Ijon, Miss Anita Sonkroh, Miss Akosua Dzandu, and Mr. William Atiemo-Allotey underscored the essential role of behavioural change in the government’s flagship initiative, “Resetting Ghana.”
The students pointed out that resetting Ghana required a comprehensive evaluation of prevailing challenges in governance, economic policy, education, healthcare, infrastructure, and technology to drive meaningful transformation.
“While structural and policy reforms are undoubtedly vital, the trainees argue that the success of any reset agenda is intrinsically linked to altering ingrained behaviours that may have contributed to the current challenges,” they stated.
Referencing models of planned change, including Kurt Lewin’s three-step model (unfreezing, changing, refreezing), Kotter’s eight-step model, and Cummings and Worley’s General Model of Planned Change, the students underlined the need to create awareness and urgency for transformation.
Miss Anita Sonkroh explained that, according to Lewin’s model, “unfreezing” was the first and most crucial step in fostering change.
She emphasized that the nation must clearly identify discrepancies between current behaviours and the desired outcomes.
“By making these inconsistencies obvious, we can inspire people to accept and actively participate in the necessary changes,” she said.
Miss Sonkroh noted that this process involved recognizing systemic issues such as corruption and inefficiency while cultivating a collective aspiration for a better future.
Referencing Kotter’s model, she drew attention to the necessity of forming a guiding coalition of policymakers, industry leaders, academics, and community representatives to drive the change agenda.
“Crucially, this coalition must work towards a cohesive vision that integrates economic growth, social justice, and environmental responsibility, effectively communicating this vision to all citizens,” she stated.
Mr. Bright Uwumborti Ijon emphasized that empowerment plays a crucial role in driving behavioural change.
“Addressing both structural and psychological obstacles is essential to ensure widespread participation and adoption of new ways of working and interacting,” he said.
The students pointed out that planning and celebrating short-term wins, such as improvements in service delivery, were essential in building momentum and reinforcing positive shifts.
They said that these changes must be institutionalised through policy reinforcement, leadership commitment, and the integration of new practices into the national culture.
Mr. William Atiemo-Allotey spotlighted the significance of Industrial and Organisational Psychologists in driving change, stating that they were well-prepared to guide transitions, address resistance, and apply research-based interventions.
He explained that their work involved identifying challenges, analysing underlying causes, and formulating strategies that not only resolve systemic issues but also encourage essential behavioural transformations.
Miss Akosua Dzandu said it was imperative to provide change management wisdom to stakeholders, including individuals and policymakers, stressing that regular evaluation and feedback on interventions are critical for achieving long-term sustainability.
Source: GNA
