PHI201_Assignment3

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Philosophy

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Dec 6, 2023

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1 Assignment 3: Managing Change Edra Taylor PHI 201 Dr. Reilly November 22, 2022

2 Reacting to Change Sometimes, I feel negative about change, especially when the situation requires me to possibly be put in an uncomfortable spot. For example, transferring to a new school or starting a new job is scary because you must start all over, learn everything, and try to get to know everyone. I am very anxious about meeting new people, so I dread going through this change. Once I start seeing these people every day, establish a bond of some sort, and start moving forward, I start to see this change as having a positive effect. With the COVID-19 pandemic, people have had to deal with many changes they were unprepared for. Leadership expert, Ken Blanchard, does exercises that have people get in touch with their feelings about change. In his article, he mentions some of the ways that people react to change (Blanchard, 1). The first reaction is that people feel awkward and self-conscious and will not be at ease. The second reaction is that people will focus more on what they must give up because of the change. The third reaction is that they will feel alone, even if other people are also going through the same thing. The fourth reaction is people become immobilized because they can only handle so much change. The fifth reaction is that they will be on different levels dealing with the change than others. The sixth reaction is people will be concerned about the number of resources available. The seventh and last common reaction is that people will revert to old behaviors. Framing Change In the past, when I started working for a fast-food restaurant, I only received part-time hours and was eventually offered full-time employment. I asked my boss for 24 hours to reflect before deciding. I weighed the pros and cons of accepting a full-time position and how it would affect my family and myself. I saw this change as a positive one because I could provide for

3 myself and my family, even though it meant I would have to sacrifice some time spent with my family. A study was done by psychologists Amos Tversky and Daniel Kahneman about the framing effect, where they presented people with a problem that was framed differently with two separate groups (Academy 4SC, 2). The psychologists found that the groups were more likely to choose one option over the other when the problem had more positive language. The psychologists went even more in-depth and found that when they present people with two problems and they both have positive language, they will go with the result that has the most likely positive outcome. Managing Change I have not always been a fan of change. In the past, change in general always led to bad things, such as moving in the middle of the school year. I was never in control of the situation when I was in school, so it always turned out so chaotic. To manage this change in a way that benefitted me, I would reflect on past experiences and plan on how the change could affect me or others. I looked at all the pros of this change and decided to take advantage of the situation in front of me and turn it into a positive experience. What I have learned about managing conflict is that you must be innovative and take steps to ensure that you understand managing change. You must be in control of how you react to change, what effect this change has on you, how you view this conflict or frame it, and how to handle or manage this change. According to the Mind Tools Content Team, successful change management relies on four core principles: Understanding change, planning change, implementing change, and communicating change. Being prepared for problems to arise is also essential because no plan is

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