CHANGE SIGNAURE 13
Running Header: CHANGE SIGNAURE 1
Case Study Analysis: Assignment 1
Jasjit Lally (1410091)
University Canada West
Professor: Dr. Michele Vincenti
ABSTRACT
As is often said, change is the only constant. The proverb seems befitting in the backdrop of an moreover, Ever changing business dynamics warrant rapid responses from company managements in the form of gradual or drastic overhauls / changes. No organisational change can
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Whether an individual is a change agent, change facilitator or a changed recipient has a crucial bearing on the response mechanism of an individual.
There is a self-help group which helps its members deal with alcohol addiction. The group helps its members identify their response mechanisms to a certain change (de-addiction). Each of the team members is individually counseled, showcasing and monitored over the entire change management process by the team leader who plays the role of the change agent.
The group leader himself has had a history of alcohol addiction and he counsels, trains and manages the de-addiction change process using his own experience of overcoming alcoholism. The ADKAR model namely, awareness, desire, knowledge, ability and reinforcement is followed by the change agent for each of the self-help group (SHG) participants (Prosci.Inc, 2016). Based on the individual self-help stimulus of each member, they are classified as change agents, change intermediaries (facilitators) and change recipients. The change agents thus identified are then further given responsibilities for managing the de-addiction change process for sub-teams assigned to them (Hall & Hord, 2014).
Real life examples have been used in the case study. The class materials or theory has been benchmarked to the ADKAR model as briefed above. Practical linkages to the theory model have been shown at various points in the detailed case study description.
The self-help group
Change happens in a business environment for a variety of reasons. Those reasons depend on both internal and external factors.
Psychoeducational groups relating to additions or substance abuse are designed to assist participants in their stages of change, learn about recovery, provide information to families to understand behaviors, and to assist participants with resources and skills (U.S Department of Health and Human Services, n.d). Psychoeducational groups will support participants and encourage them to take responsibility for their actions. These groups will utilize different methods to replace addictive behavior and practice mindfulness to work on any cognitive impairment that their addiction has produced (U.S Department of Health and Human Service, n.d). In addition, substance abuse or addiction psychoeducational groups provide participants support and peer confrontation. Other members are able to support the group by offering education about what has worked well for them, or what has not work well. The group processes also provides emotional support for members to assist in personal recovery.
Businesses are facing a dichotomy between wanting to chalk out an all-time structure and strategy for their organization, and recognizing that their world is in a constant state of flux [3]. For most of the 20th century they were largely focused on the static elements of this dichotomy. However, in the last decade changes have become more frequent and more dramatic, so much so that a whole branch of management is now devoted to the subject of change itself.
As I observed the N.A. group, I compared Hepworth 's, Direct Social Work Practice, five stages of group development. The Preaffiliation stage involves observation and feeling out the environment of the group; members may be hesitant to speak or test out certain behaviors to see reactions from other members of the group or the facilitator (Hepworth, Rooney, Rooney, & Strom-Gottfried, 2017, 2013). Returning group members greeted each other with hugs, handshakes, pat on the back, while newcomers sat quietly observing others. The facilitator provided an introduction and instructions for participation. Each member was instructed to introduce the first name, state "I am an addict" and take turns reading from the
There are millions of people who have and who are suffering from alcoholism. For those seeking help with their addiction, Alcoholics Anonymous (AA) may be the right for them. While this program is not promised to be a cure, and the authors of this program does not promise full recovery, it provides an atmosphere where members can be honest about their dependency on alcohol. Furthermore, AA provides support from other alcoholics, and rewards for meeting certain sobriety anniversary dates. This paper explores the history and major developments of AA. Furthermore, this paper explains the structure of meetings, and the roles the leader and members play during meetings. This paper also touches on AA’s definition of success and how it handles members who relapse. Additionally, this paper explains this student’s experiences of two AA meetings she attended, which include what she learned from attending the meetings, and what she learned from the people she met at the meetings.
In the book, Switch by Chip Heath and Dan Heath, the authors guide the reader through various difficult scenarios. In these scenarios, there was generally a person/or a group of people that needed to make a change in their professions or personal life. While each scenario varied in complexity, the authors assured the readers that their where steps anyone could take in order to analyze the problem and make a change. These steps included “guiding the rider”, “motivating the elephant”, and “shaping the path”. To guide the rider (the analytical part of a person), an individual needs to look for a bright spot (the positives in a generally negative situation), script clear-cut critical moves to change the situation, and make the goals is clear and
Alcoholics anonymous is a support group that is a mutual “self-help group, organized through an international organization of recovering alcoholics that offers emotional support and a model of abstinence for people recovering from alcohol dependence using a 12-step approach” (Amato, Davoli, & Ferri 2009). The self-help group uses its 12-step approach through the idea that dependence is a spiritual and a medical disease (Amato, Davoli, and Ferri 2009). The meetings are reinforced through ritual and it starts with “introductions, storytelling, and reflections, so that participants need not contribute their own stories until they are ready someone else somewhere in the room will have something to share” (Beels 2007). In the room many slogans are
The client, Maria received a score of nineteen on her Alcohol Screening Questionnaire (AUDIT). Maria’s score can be interpreted as being in zone three which is considered harmful. The appropriate action for the aforementioned zone is a brief intervention or referral to specialized treatment. The intervention process is a procedure that is used to highlight how problematic alcohol use can be in one’s life. After the client and social worker’s realization of the frequency and seriousness of the patient’s alcohol use, it is advantageous to formulate a plan to lessen alcohol usage. Motivational Interviewing is a method that can be used in counseling sessions which encourages the client to become a motivated participator of change by identifying, exploring, and resolving he or she’s ambivalence towards their damaging behavior [PowerPoint Slides]. MI is collaborative and client-centered thus the patient can contribute to their planned change process. The process of MI involves appealing to, concentrating on, evoking, and lastly, planning with the patient. Subsequent steps of MI are reflection, summarization, and exploring inconsistencies [PowerPoint Slides]. Shifting gears,
Change is inevitable. Changing is not always welcomed but it is necessary for organizations to maintain their place in the world. Successful organizations thrive because they have a vision, a mission
Businesses have to adapt to the ever-changing economy. It is not much of a choice for business leaders to change elements of their organization to stay in competition with their peers. The hardest part, most of the time, is changing the people in the organization to develop the necessary outcome or goal. As a business leader getting rid of people or changing their job specifics is one of the many responsibilities they have to be comfortable performing. Organizations have to take into consideration their competitors, customers, shareholders, employees, and the community to make decisions. Change is an aspect that many people are afraid of. In the new millennium, organizational leaders have to embrace
Motivation is the driving force that some individuals need to move forward with goals of creating change. Motivational Interviewing (MI) in the group therapeutic context has a leader or therapist that aims to ascertain the underlying issues that may be maintaining a member’s behavior and blocking their motivation. The group therapy approach of Motivational Interviewing typically works well with homogenous groups that want to change some of the same types of behaviors. Alcoholics Anonymous is a group that MI is a great model to use. All of the individuals have a desire to change their behavior of not drinking alcohol. The uses of MI in groups are typically for individuals with the same types of issues, such as alcohol, drug addiction,
Change is a constant in today’s organisations. In a Recent CIPD survey it found more than half of all employees said that their organisation has been going through some kind of major change during the last year. Most organisations more than ten years old look nothing like they did even five years ago. And it is likely that in the next year or two organisations will not look as they do today. Below are 6 factors that drive and influence change In any organisation.
Change has become necessary for every organisation there is. World is moving rapidly towards better technologies, efficient systems, new techniques, compact profits, different friendlier environments and organisations are always in the race to reach new heights by thriving effectively in this competitive environment (Kotter, 1996).
In today's business world, corporations have become more complex and more unpredictable, in fact it is considered almost "healthy" that a corporation experience change and transformation. Companies need to be susceptible and ready to acknowledge the challenges that change presents with and try to overcome these for the benefit of the company as a whole. Due to the ever-changing business and social environments caused strongly by globalizations, this has meant that companies must keep themselves up-to-date, whether it is through using the latest form of technology or through the latest management fad. There are many factors involved with change and the successful management of it which can often be a difficult time for
An environment in which change may be the only constant is a challenge to every organisation and manager alike (Hayes, 2007). The need and pressure for change being consistent, it is crucial