Admittedly, technology advancements converted the rhythm of life to become faster and give feeling to people as pressures by sources of communication surround them . In the east of the world, it is more obvious through the increased tensions and low ability to afford and resist pressure by developing self-control that can deal professionally to maintain positive behavior. Patience and self-control are the key to successfully deal with those sources of pressure. Patience is a kind of owning self instead of let others control it. The power of patience giving individuals the capacity to treat pressures professionally and let the mind control the physical and psychological parts of the human. The words of patience and self-control are used interchangeably which is leading to make the individuals decision more rationale and reasonable.
It may be extremely difficult to make and maintain changes in areas related to temper control, behavior over a long period of time. This type of change often requires a more severe form of stimulation and education, such as behavior change programs. Based on Social Cognitive Theory, a person is not like a machine, responding automatically to a specific input. People have the capability to symbolize, self-regulate, and self-reflect . Thus, business owners must bear in mind that in order to have a long-term change in behavior, programs must include effective support programs, in addition to positive incentives, and continuous follow-up of individuals involved in such programs. Also, as part of behavioral change programs, staff should be taught how to maintain new healthy behavior over a long period of time. For many individuals, this new behavior will become a new healthy habit. Support from coworkers, family and friends can also be essential to help employees succeed.
An essential component of employee well-being in work is known as behavior change programs. In this case, the employees make noticeable and lasting changes to the behaviors that affect their inspiration and motivation in workplace. , observed that in most successful change efforts aims to meet shared goals, leaders focus on connecting with people's emotions because it will spark the behavior change and actions that lead to success. Employees at time of change must be presented with evidence that makes them feel inspired to achieve goals, and perhaps look at the problem, a spark of hope for a solution, or a deep reflection on current habits, and whatever it is, but something that moves them on the emotional level.
I argue that will-power is
essential also to a certain form of self-control
I argue that will-power is essential not just to what Holton
calls ‘strength of will’, but also to a certain form of self-control.
Control of the human behavior, feelings and reaction is responsible for the success and failure in life. IQ alone is no longer the measure for success; It only counts for 20% of success, and the rest goes for emotional and social intelligences, and luck . Ethics also can help in self-discipline in which people have belief in the ability to control oneself and self-confidence let people realize their abilities to achieve what they want and what they believe in, and then give the power to control the current moment . Self-monitoring as this is a form of self-reaction with the aim of making a change.  reported that “being under high levels of stress means that our bodies’ energy is used up in acting instinctively and making decisions based on short-term outcomes, therefore, people need to increase the capacity for pressure by learning how to manage stress”. Therefore, employees with motivation in achieving the goals, as the greater the desire to make efforts, the more likely it is to succeed. The studies confirmed that self-affirmation could help people to have more self-control as well as improving attention, focus, stress management, and self-awareness. According to  emotional intelligence consists of five components: Knowing our emotions (self-awareness), managing them, motivating ourselves, recognizing emotions in others (empathy), and handling relationships.  suggests that self-control can even give fast results to identifying personal issues arising from the experience; pinpointing personal intentions; empathizing with others in the experience; recognizing one’s own values and beliefs; linking this experience with previous experiences; creating new options for future behavior; looking at ways to improve working with patients, families, and staff in order to meet patients’ needs.
In general, self-control can ensure that individual have the energy to work and life can feel overwhelming. In fact, the lack of care of the healthcare employees toward the patients may lead to managerial and technical problems. People come to hospitals with exceptional situation and need compassion behavior from hospital stuff, which come from the wellbeing of employee and their readiness to absorb the patient anxiety.
The rest of this paper is organized as follows: conceptual framework is presented in Sect. (2). Section (3) introduces the methodology and design of the study. Discussion and results of statistical analysis are explained in Sect. (4), while conclusions are in Sect. (5).
This study stands on plethora of theories and change management model that found valid in changing human behavior. The Transtheoretical Model  provide an understanding of individuals’ behavioral changes and describing how people move dynamically through five different stages of behavioral changes. The TTM has been widely used to describe and understand exercise behavior, such as adoption and maintenance of physical activity (PA) . The four core constructs of TTM are stages of change, self-efficacy, decisional balance, processes of change, and levels of change. The TTM holds that people begin to perceive more benefits than disadvantages from adopting positive behavior changes as they move through the later stages . This view was also supported by , who stated that the cons outweigh the pros in the earlier pre-contemplation stage of change. In this study, the pros and cons in decisional balance construct refer to the benefit that encourage people to exercise and barriers that refrain people to act.
Moreover, the theory of planned behavior ,  was developed from the theory of reasoned action, and is more applicable when the probability of success and actual control over performance of a behavior are suboptimal. The theory was intended to explain all behaviors over which people have the ability to exert self-control.
, has proposed a multistage process of planned change divided the process of change into three stages: (1) Unfreezing Stage: Kurt Lewin sees through field studies that organizations that have been able to withstand and excel and achieve the required change have taken the time to effect effective change and did not follow the policy of burning stages; because this leads to unforeseen results and therefore it must be considered some criteria when doing this process. (2) Changing Process: after the diagnostic process, the organization seeks at this stage to support a homogeneous team of ideas and goals in order to implement its reform approach, which is to make changes at the level of the organizational structure, such as canceling some organizational units, or merging them and the changes may affect the powers and responsibilities of employees, or aim to spread new values or adopt modern technology that contributes to the use of new methods of work in order to ensure the continuity of the successful performance of the tasks of the institution. (3) The Refreezing phase of installation and consolidation the organization seeks to maintain the gains and the level of performance that has arisen from the previous stages by protecting it from any new exhibitor by establishing a monitoring and follow-up committee that assesses the results of the change process .
This study intends to conduct an experimental work by observing employee behavior in their job, as they are staff members in a public hospital in Bahrain. Then, assess the participants’ behavior to determine level of self-control based on their feedback. After accomplishing first assessment of self-control, employees will undergo a planned change process to develop their ability of self-control by applying Michi et al model , which is, consist of several stages. Figures (1) below illustrates the change behavior stages (CBS) model as a conceptual framework of the study:
Hence, this study intends to achieve four objectives as follows:
Identify the current self-control level of employees.
Arrange interventions and have development plan using change behavior model including few courses and workshops to ensure that employees learn new techniques of self-control. This process probably takes several weeks until they absorb and apply what they learned in a course of action.
Changing a desired behavior needs panned change behavior and it takes long time and process therefore, this study aims to pave the way to translate the theory to practice by examining the change model and ensure the development of self-control behavior. In addition, to suggest a fruitful step that make useful recommendations in designing and applying change intervention.
Re-use the measurement tool to re-assess the participants’ self-control in order to estimate their level of self-control post the process of development.
Accordingly, three questions have been generated to be answered as follows:
What is the current level of employees’ self-control?
Will the people of self-control can be developed through planned change behavior?
What is the post level of employees’ self-control?