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Understanding and coping with change
Understanding and coping with change
Understanding and coping with change
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“Thought processes and relationship dynamics are fundamental if change is to be successful.” (Lynco Assoc.) People fear change because it pushes them out of their comfort zone. One of the greatest fears in the world is the fear of the unknown. Although fear can create a large amount of energy in a person, you can choose to use that energy in a positive manner and take control of the situation. Focus on your convictions; be confident in your abilities and be proud of the work that you do. Do not allow insecurities to damage your focus. Only you can set your moral compass.
Make an effort to see change as an opportunity to grow in a different direction and develop new strengths and insights regardless of external influences.
Although it is easier to react negatively and feel inadequate and to listen to negative comments from others, you have the power to change your perspective and so will your attitude change. Your new attitude will become contagious and you will have a positive influence on those around you (Richard. n.d.).
“Trust is earned by those who demonstrate consi...
For many, change is a cause for ignorance. Most of us fear the idea of change. When one is faced to deal with c...
It is important that if you are ever running a business, you change before the change comes to you. Change can have either a positive or negative effect on a business and it is extremely important to strive to make it a positive
What makes life full of surprises and excitements is the fact that it is unpredictable. Nothing stays the same forever, and everything is destined to change. Whether the changes are positive or not depends on how much one is willing to unconditionally accept and adjust to them. The protagonists Alice and Barry, from “Mirror Image” written by Lena Coakley and “Saturday Climbing” by W.D. Valgardson respectively, are dealing with different forms of changes in their lives, but are both learning to accept and embrace them. Both of them start off with strong resistance against the changes introduced to their lives, constantly fighting against them and clinging on to the past. However, through many events, their perspectives start to shift, and they begin to realize the fact that they need to cultivate the ability to accept the changes. Finally, both Alice and Barry are able to move on from their past beliefs as they learn to fully embrace the changes life brings. Thus, one has to be accepting towards changes that occur in one’s life in order to move on from past beliefs.
The fears I have had since I was a little girl have disappeared with age, but the one I cannot dispense with is my fear of complete change. I do not mind change but only in moderation. Even though many anticipate the day they have to leave for college, I dread the idea of deserting everything and everyone I know. Even after understanding that change benefits me by obtaining more life experiences and developing into a mature adult, I still am hesitant. Something from within me creates this sense of doubt and I panic. I feel as though I need some kind of special training before being sent off to the “real world,” but I know there is no such class. Daily, I pray to God for guidance in my choices and life. Although, I may not be able to hear or
... organization to do so. Leaders galvanize commitment to embrace change through three interrelated activities: more usefulying strategic intent, building an organization, and shaping organizational culture.”(Pearce, 2004)
Kegan, R. & L. Laskow Lahey. (2009). Immunity to Change: How to overcome it and unlock potential in yourself and your organization. Boston, MA: Harvard Business Press.
Change is an inevitable function of any organization and is something that employees and leaders alike are bound to face during their careers. According to Ivancevich et al (2011), how leaders are able to handle the task of change can determine the success or failure of an organization. As organizational leadership students, it is important for us to begin to develop and sharpen the necessary skills to innovate and adapt to change effectively. Leaders should be familiar with a variety of elements within the organization including an assessment of employee and leadership strengths, relationships, skill level and capability, level of support, and the types of resources readily available. Assessing these elements prior and during change, as well as evaluating the process after the fact, helps prepare organizations and leaders for future success. The Harvard School of Business’ interactive change management simulation, Change Management Simulation: Power and Influence V2 (2013), was a valuable assignment to help teach us about change from the standpoint of a mid-level management position at Spectrum, a sunglasses company, looking to adopt a new sustainability initiative.
Graetz, F., & Smith, A. C. T. (June 2010). Managing organizational change: A philosophies of change approach. Journal of Change Management 10(2), 135–154.
Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.
Step 1: Stay the Changes in Corporate Culture. To roll out any improvement, it ought to wind up a portion of the organization. Organization culture regularly figures out what completes, so the qualities behind vision must appear in everyday work. Endeavor constant tries to ensure that the change is found in every piece of the association. This will give that change a strong spot in the organization's way of life.
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).
I am the kind of person who likes to be in an environment that doesn’t change to often. I’m not a fan of jumping into something new. Adapting to change is one of the hardest things for me and it is the one thing that I need to work on the most. Change happens all around us every day and I need to learn how to deal with it. Change can be good. Change can be bad. It’s just what I’m going to have to work on to become a better leader.
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
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...
The employee reflects change in an organization as a shift of role, responsibilities and skill. However, in an organizational level its refers change as a framework structure around the changing needs and capability of an organization to perform. Both employee and organization’s perception of change are needed to ensure the change is successful. Brown (2011) reported that “the role of change as a corrective action often affect patterns of work or values, and in consequence meet with resistance” (p. 144). Once an organization and its member decide to conduct a change program, they intensify the forces that driving the change. The life cycle of employee’s resistance is necessary in accomplishing change in an organization. There are five important phases in a life cycle of employee resistance to change in an organization, namely introduce the change, forces of change emerge, direct conflict happens in an organization, residual resistance appear in an organization and lastly, establish the change. (refer to Figure 1 in Appendix 1).