Informative Essay On Change

Barrow, I have to apologize for laughing when reading your professionally worded introduction to “Change.” Your phrase, “The military expects a seamless flow of work when change occurs,” cannot be emphasized enough. The execution of a Relief in Place/Transition of Authority (RIP/TOA) of a unit, even if that is just a single individual, while the leaving unit is still in that position, is crucial and the planning and successful execution of that relief and transition is critical to continue operations. A current issue with the RIP/TOA is the both the planning done at higher levels and verification of tasks met to ensure continued operations at the same level prior to the RIP/TOA.
Unlike the Lord who is unchanging, our sinful selves need to

“not lose heart. Though outwardly we are wasting away, yet inwardly we are being renewed day by day” (2 Corinthians, 4:16-18, New International Version). With both the tendency to worsen and grow older with time, those who desire to be more like Christ require the blessing to adapt to whatever situations may come to pass.
Following Kotter’s Eight-Stage Organizational Change Process, the most difficult stages for instituting the change stated above of an effective RIP/TOA are stages one and eight (Kinicki & Fugate, 2018, p. 650). When change includes the potential for more workload, more training, or more restrictions, you are likely to view resistance either at the first application of this change or overtime with avoidance. Reaching out and changing accessing additional variables to include Human Resources, Cultural, and Structural Variables will increase buy-in from the organization and facilitate the change (Fischer, 2012).
Change is required at all levels of the organization in order to reach any measurable success with transitions of authority or relief in place. This takes place all the way at the Branch HR representatives allotting the correct number of individuals when they are required all the way down to the leader ensuring that the correct planning and execution is being taken seriously by all those involved. In a research article on resistance to management accounting systems, it was found that resistance can occur at nearly every area of the organization and each can have a significant impact on the successful application of that change (Angonese & Lavarda, 2014, p. 221). Finding out the root cause to resistance is essential to mission success and is the last step in sustaining the change made.
References
Angonese, R., & Lavarda, C. E. (2014). Analysis of the Factors Affecting Resistance to Changes in Management Accounting Systems. Revista Contabilidade & Finanças, 25(66), 214-227. doi:10.1590/1808-057x201410810
Fischer, K. (2012). Org Change and Stress Management. Retrieved from URL. https://learn.liberty.edu/bbcswebdav/pid-22338988-dt-content-rid-231259299_1/xid-231259299_1
Kinicki, A., & Fugate, M. (2018). Organizational behavior: A practical, problem-solving approach (2nd ed.). New York, NY: McGraw-Hill Education.