Analysis Of The Book ' Who Moved My Cheese '

Welcome Note by John Kotter: People do not often understand the need for change. Businesses, school systemsand even nations do not know understand what to do, how to make it happen and how to make it stick. This book shows the traps in which people often fall while facing the challenge of change - using a fable. A fable is used in

Change is a hard concept for most, but change in the hospital setting can be beneficial for both staff and patients. According to Mclean (2011), “Every change begins with an ending” (p.79). How people respond to change can make the process easy or hard depending on how the change is presented.

In the early twentieth century, Fania, Bessie, and Masha, the older children of the Smolinski family are unable to find work to support their hungry, weak family.The youngest daughter in the Smolinski family is named Sara and will go outside and make some money by selling herring when Mrs. Molinski loses hope for the family 's financial situation:"I was about ten years old then. But from always it was heavy on my heart the worries for the house as if I was mother. I knew that the landlord came that morning hollering for the rent," (P.1). Reb Smolinsky is the girls’ father. Reb is also out of work and as a poor Jewish man, spends his days reading holy books and living off of what little money his own children make. Eventually the older daughters will find work. Mrs. Smolinski is then able to rent a second room. The family is very excited when Bessie announces that she and a man named Berel Berenstein had fallen in love. Bessie invites him to dinner at her home. Reb finds out about his daughter’s relationship with Berel and even that Berel was willing to marry her. Despite the joy and enthusiasm expressed by the rest of the family, doesn’t decide to congratulate her, but rather that because of the family’s financial situation, Berel must also pay the full cost of the wedding. Reb also demands that Berel set him up a business. After that, Berel becomes infuriated and leaves. After reading this I couldn’t help but wonder, one

Change should be seen as a challenge and embraced with enthusiasm (Marquis & Huston, 2012). In my professional and personal life, I view and respond to change as a way to make improvements to existing regulations and circumstances. I embark upon the quest with determination to succeed at whatever task is presented to me. Life without change can become unchallenging and stagnant (Marquis & Huston, 2012). As society and technology advance, you must incorporate the necessary transformations that arise with it.

In this week we learned more about the behavior change and how it can be changed through: Learning theory – with added cognitions, social cognition theory and the use of planning, the stages of change model and the development of motivational interviewing, and using emotion.

Stages of Change: Building attitudinal, intentional, motivational, and behavioral modifications as they move through preparation stages of readiness for change.

The process of change describes how people change. These processes of change are divided into two categories; cognitive and behavioral. Cognitive is the thinking process of change and behavioral is the action process of change. The transtheoretical model suggests that people use different strategies, techniques or different amounts of each at different stages in their change process. Self-efficacy refers to confidence and an individual’s experience with confidence to perform specific behaviors in specific situations. Self-efficacy is a good predictor of behavior change. An individual with higher self-efficacy may be more likely to change a behavior even if the situation doesn’t have any positive reinforcements (Campbell, Eichhorn, Early, Caraccioli, Greely, 2012).

Who Moved My Cheese?, by Spencer Johnson, is a parable that shows how individuals deal with change differently. In this story the four characters, two mice named Sniff and Scurry and two little people, about the size of mice, named Hem and Haw. These four are in a maze searching for cheese;

Lewin’s change theory involved applied behavioral science, action research and planned change each of which is necessary to examine during the implementation of change programs (Burnes & Cooke, 2012). Lewin’s field theory involves a number of concepts that can be used as a guide to help understand the forces that comprise group dynamics within their life space or environment. Lewin’s framework also explains the totality and complexity of people’s behavior within a social setting that can be modified to bring about successful change.

The book “Who Moved My Cheese?” is a simple story about mice and “little people” that helps readers handle and deal with changes in their lives. The story is about two mice and two human-like individuals named “little people” (who are the size of the mice). The two mice’s names are Scurry and Sniff. The two little people’s names are Hem and Haw. The story takes place in a “maze” and the characters look for “cheese” to nourish them in the maze. When the characters find cheese, only to have it disappear, they experience change. The different characters show different ways of responding to this change and teach lessons that can be applied to our daily lives.

ABSTRACT The purpose of this article is to summarize several change theories and assumptions about the nature of change. The author shows how successful change can be encouraged and facilitated for long-term success. The article compares the characteristics of Lewin’s Three-Step Change Theory, Lippitt’s Phases of Change Theory, Prochaska and DiClemente’s Change Theory, Social Cognitive Theory, and the Theory of Reasoned Action and Planned Behavior to one another. Leading industry experts will need to continually review and

The second step in the change theory is the transition stage. Once people are unfrozen, the problem now shifts to how to keep them going. This is now the actual change process a stage that is characterized by confusion as people try to change from the old to new ways. This stage is further characterized by fear because people tend to be unsure and is the hardest step in the whole process (Schein, 1995). During transition, new behaviors are developed, values and attitudes. It is achieved through development techniques and change in existing organizational structures. People undergoing this stage need to be given ample time to adapt to new ways. Of uttermost importance during this stage is support. Support is offered in terms of coaching and training as well as acceptance that mistakes will be part of the transition process (Smith, 2001).

Personal impact and fear of change are not the only causes of resistance by individuals during a change to business practices. The lack of respect and negative attitudes can also lead to employees resisting business change. If an employee lacks respect or has a negative attitude towards a person or department leading the change, then there are more likely to oppose the new ideas being implemented. Poor communication greatly impacts individuals’ accepted to new practices in a company. Typically if an employee is given new behaviors to adopt, but is given no reason, then that employee may reject the change. Upper management must effectively relate the value, need and benefit of the change to help get employees on board with new changes. The lack of individual input can also lead to resistance. Some individuals feel the need to be included in new ideas. When employees are not asked to be involved in changes, they may lack the vision of importance or will to change. A heavier workload can also cause opposition among employees. Employees may not embrace more systems and requirements needed

This article introduces health care managers to the theories and philosophies of John Kotter and

The video, “Who moved my cheese?” encompasses four characters entering the maze in search of cheese. Sniff and Scurry are both proactive as they measure the condition of the cheese and keep their running shoes around their necks instead of throwing them aside after they have found the first cheese station. This proves that they have expected some changes in the future, and they are prepared to face all kinds of situations. The mice intend to commit more time to running and searching for new cheese rather than planning, thinking and analyzing the situation before initiating the search. However, their spontaneity saves them time and leads