Change is difficult and scary, especially when people are content and happy. It may be difficult to understand why change is needed or how it can improve a process when things are going smoothly. In the scenario, who moved my cheese, this author relates most to sniff. When there is a change coming or a change that is needed the feeling is all around and can be smelt in the air. This author doesn’t necessarily run towards change, like scurry, but is not caught off guard or extremely reluctant either. It is important to face change with an open mind. In this author’s opinion, it is important to take some time and think about what this change means and to plan prior to committing to the change. Running blindly towards a change may lead to unforeseen consequences. It is also important to be …show more content…
As new technologies are developed or new drugs are available processes can improve if the leader is open to change. Change must begin with trust. Kelly (2012) states, “The employee and the employer must trust that each is doing the right thing and that each is capable of producing a successful change” (p. 306). By creating an environment of trust open dialogue may occur which will help the participants work through any obstacles encountered during the change.
Fear is a common reaction to change. When an individual is unsure of what the outcome will be, fear and worry happen. Using a theory such as plan, do, study, act (PDSA) fear may be reduced. The PDSA model allows the participants a chance to think about the issue and plan for implementation. This may help to ease the stress of the change. Murray (2018) found, “PDSA cycles provide a framework for continual refinement of the change being implemented and ongoing improvement” (p. 2). When fear is controlled change can occur as the employee is open to the positive benefits change may bring.
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and as individual practitioners and students to learn to negotiate the reality of change. It is very important for students to have the mindset that can adept to change quickly and also learn to seek for the potential knowledge as Mary and Bob did in the cheese story (Jacobs 2002). This assignment gave me a better understand of the
Leaders benefit from building a team to create and implement change, this is a key theme in the Kotter model of change. This teambuilding engages employees throughout the process. Allowing employees to be a part of the change process gives them the opportunity and trust to be creative moving toward the future (Cochrane, 2002). Leaders can create opportunity for employees and leaders to dialogue about the change, which can help troubleshoot the process. Leaders who engage employees throughout the organization from various levels of the organization will receive perspectives from the entire organization helping them make better-informed decisions. Employees want to be allowed the opportunity to help an organization they believe in, in a way that enhances the
Change is the most crucial aspect of management. In a rapid competitive business environment, change is not only recurrent but also becoming complex. The case study Bega Cheese highlights how the firm has achieved change management from satisfying the needs of local market to being limited company of more than 50 countries globally. Through the case study, it is seen that Bega Cheese has undergone different stages of change process by implementing various effective cultural perspectives, to traditionally organizational designs concerning with structures and new forms, processes and boundaries to adapt to organizational change and eliminate resistance to change. Change is inevitable, and vital to achieve strategic objectives and competitive advantage in the market.
Metathesiophobia fear of change, for me was common. What used to and can still get to me was change happening. This fear would make me frustrated and uncooperative sometimes. The thought of meeting new people and embarrassing myself for some unknown reason or even sitting in a different place for lunch was a little nerve racking. I became a little too careful about what how I should handle certain things. Even though it would frighten me, I would still try to do it. Afterwards, I would feel so much better that it was done and over with, but my nerves would still be on the fringe. With the support of my family and trying new things, my fear won't overcome me.
For many, change is a cause for ignorance. Most of us fear the idea of change. When one is faced to deal with c...
As a person one might find that we follow a specific routine on the day to day basis. Sudden changes to these routines feels weird and out of place. In William Faulkner’s “A Rose For Emily” based in a fictional town called Jefferson taking place during the twentieth century. The time period is indeed an important factor because southern tradition was above all of the highest importance. This short story gives the audience details of life during that time in which they followed the values of southern tradition and the importance to never stray away from those traditions. The context of the story is laced with subliminal messages of humanities resistance to change.
Managing Change: Who Moved my Cheese? Darrin Ruble National University Managing Change: Who Moved my Cheese? Rashid-Al-Abri (2007) claims that change in the healthcare industry has been a dramatic phenomenon that requires the personnel to accept changes or they will be surpassed by them. Therefore, there is the need to follow the steps of change: evaluation, planning, implementation, and management. The characters are different, but the individual control that these characters display plays a fundamental role in the acceptance and the administration of change.
Implementing change in the workplace is a dynamic process. Although change itself can be controlled and limited to some degree, innovation is substantially even more dynamic. This dynamic, unpredictable process introduces vulnerability, which can lead to employee frustration. Just as the scenario addresses, many individuals become motivated at the thought of change and innovation; however, the change does not occur due to resistance or other obstacles. Much of this resistance arises from the unpredictability and vulnerability of the process. Managers must be able to prevent or manage resistance by using tools and strategies to smooth the process.
Change could create emotional such as anxiety and fear. Both change management and strategic management go through this process when change going occur.
In business, when we approach change, whether it is about cost reduction, merger or supporting a new technology we need to treat it as a seriously disruptive and stressful activity for all involved especially those leading the change.
Individuals when faced with any major change will be inevitably resistant and will want to preserve the status quo, especially if they think their status or security within the organization is in danger (Bolognese, 2010). Folger and Skarlicki believe that organizational change produces skepticism in employees which make it problematic and possibly even impossible to contrive improvements within the organization (as cited in Bolognese, 2010) Therefore, management must understand, accept and make an effort to work with resistance, since it can undermine even the most well-conceived change efforts (Bolognese, 2010). Furthermore, Coetsee states for organizations to achieve the maximum benefits from change they must effectively create and maintain a climate and culture that does not support resistance and rewards acceptance and support ( as cited in Bolognese, 2010).
The change process within any organization can prove to be difficult and very stressful, not only for the employees but also for the management team. Hayes (2014), highlights seven core activities that must take place in order for change to be effective: recognizing the need for change, diagnosing the change and formulating a future state, planning the desired change, implementing the strategies, sustaining the implemented change, managing all those involved and learning from the change. Individually, these steps are comprised of key actions and decisions that must be properly addressed in order to move on to the next step. This paper is going to examine how change managers manage the implementation of change and strategies used
Organizational change and stress management are widely accepted as two major issues in organizational life today (Vakola & Nikolaou, 2005). If there is one constant in the business world, it is change (Washington & Hacker, 2005). But with change, stress will normally follow. Change is defined as making things different while stress is defined as a dynamic condition in which an individual is confronted with an opportunity, a demand, or a resource related to what the individual desires and for which the outcome is perceived to be both uncertain and important. This paper will focus on the results of research from experts who have analyzed the influence that resistance to change, potential sources of stress, and the consequences of change and stress have on organizations. As part of the results of each study, the authors’ conclude that there is an apparent need for additional research to be performed and the provided recommended approaches suggested in managing change and stress may not address all issues. The first of these topics explored will focus on individual resistance to change in organizations.
There are many aspects in change leadership and people’s fear is one of them. Working as team member in a company takes a long time to adapt to other team members and work productively. Those employees who cannot accept changes fast and adapt to new team members may have troubles to work effectively and may be causing stagnation of other workers and a...
Many arguments have been made over whether or not religion and morality are interconnected. It is quite difficult to find a well rounded definition of religion or morality due to everyone having different perceptions of both of the words. The word religion comes from the Latin words Religio or Religare both have similar meanings, a bond/bind (Diener, 1997). Merriam-Webster dictionary defines religion as "a cause, principle, or system of beliefs held to with ardor and faith (Religion).” Morality comes from the Latin word mores meaning character or manner (Diener, 1997). Morality is also defined by the Merriem-Webster dictionary as "beliefs about what is right behavior and what is wrong behavior (Morality).” Paul Diener states that all