Change Is Natural Research Paper

Our Communities have come to citizens with little to no patience. They have no motivation to change something if it takes a long time to achieve. One may often time put off the problem and procrastinate, or they will never make the change. This system goes through the grueling stages one must endure and persevere through to get this change.The four stages of the Transtheoretical Model of behavior Change by Prochaska that help shows these divisions, are precontemplation, contemplation, preparation, action stage, and maintenance stage. The first stage of change is precontemplation in which individuals may be cognizant of the change that they desire, however, they have no motivation to alter this problem. Often times this may be due to an inadequacy of insight into their problems. It is also within this

Defining Change Change can be defined as an event that occurs when something passes from one state or phase to another, the result of alteration or modification, to lay aside, abandon, or leave for another, become different in essence; to lose one's or its original nature, to make different; cause a transformation, or to make or become different in some particular way, without permanently losing one's or its former characteristics or essence. There are many different views as to the complexity of change. Some may believe change is an illusion and nothing ever really changes. However, the majority, such as the post structuralism theorists, believe that change is inevitable. Change can be viewed

The change theory I choose to help implement my change project is Everett Rogers; five step change theory. This specific change theory created by Rogers was designed by expanding Lewin’s work. Rogers described five different phases of planning change: awareness, interest, evaluation, trial, and adoption (Mitchell, 2013). The first step is awareness, which is the step to recognize what the problem is and how it can be fixed (Mitchell, 2013). The second step is interest, to see who is concerned with the problem and agree with the idea and the effect it will have (Mitchell, 2013). The third step is evaluation, where we evaluate the effect it will have on the patient as well as the nurses who have to utilize it (Mitchell, 2013). The next step is a trial, to actually test it out in practice and assess how it works with the patients, how the nurses are able to adjust, and how it affects the patient’s outcomes (Mitchell, 2013). The final step is adoption, which is when it is truly applied in practice and the nurses have to adapt to the change in their treatment plan (Mitchell, 2013). When trying to change practice is vital for there to be a smooth transition with everyone on board with the change, so it will actually have a fair chance of working. During the trial stage, the nurses need to be open minded and want to change so the new idea in practice can be tested properly to actually see, if it will have the effect we hoped for. Each of these steps will allow the

A woman in today’s society is able to most effectively lead change by forming a plan. Change can often be daunting; finding the motivation to overcome the obstacles associated with change can be discouraging, even if the change is something that invokes passion into its supporters. However, being able to form a simple, yet cohesive, plan is often the most effective way to initiate and lead change, whether it is at the helm of a massive corporation or simply within one's own household.

Since the dawn of our existence, change has always been present throughout human history. The species have experienced changes in climate, food, society, environment, and the known world. Because of the relatively rapid development of humankind’s perception of this world, humans have always been fearful of what we don’t understand, which has been proven to be a flaw. Although some people of the world try to convince society otherwise, the fear of change is a negative aspect of human nature, as proven by classic American Literature and contemporary sources.

This week’s reading summary in based on Chapter six from the text book, A Toolkit of Motivational Skills, Encouraging and Supporting Change in Individuals. .In chapter six; “The Cycle of Change”, the author examines every phase of the cycle and discuss the pros and cons related to each phase. What is the cycle of change? It is a progression that an individual experiences through a series of phases. This progression or change is accomplished through the readiness of the service user. Most individuals experience each phase of the cycle; some may experience these steps more than once, with the ultimate goal being Maintenance (Termination). Next, I’ll give a brief description of each stage:

Planning is an essential phase of the nursing process. In order to reduce the rates of the medication errors, we should apply new planning strategies that can change the working environment and daily routines. Kurt Lewin’s “The Development of Change Theory” is one of the classic theories that is very helpful and useful in identifying and implementing changes in the organizations and the health-care system. There are three phases through which the change agent should go before a planned change can become a part of the system. They are unfreezing, movement, and refreezing (Marquis & Huston, 2015).

First, I will communicate the idea with my coordinator match specialist about the idea and see if I can speak with the different boards of the program to get their approval.

Change is a very hard thing to do. Every day I wake up to people trying to change. For instances people in the world today is probably wondering how they can change somethings they did. I bet the lady cop who shot the 12-year-old boy Tamir Rice at the park would have thought twice before pulling the trigger and killing the young boy. The guy who was molesting his daughter and then decided to kill her after she got pregnant probably wouldn’t have done it if he hadn’t got her pregnant. I’m sure there are people in my family that have things they wish they could go back and change. Take my mom for instance. She was doing so amazing on the gymnastics team, and then she quit just to do drugs. Another reason would be when she starts smoking cigarettes at the age 14, because now it’s hard for her to stop. If I could live my life over, there are three things I would change. I would have brought me a more updated car, I would have been more outspoken as a kid & teen, and I wouldn’t have cut my sister.

Normative textbooks on how to manage change usually contain a significant discussion on the importance of communication during change, especially in a setting that is characterized by ambiguity and uncertainty (Kotter, 1995). Change recipients are meaning-seekers, and actively attempt to make sense of the changes being implemented by trying to guess the true motives behind the change and how this change will affect personal values and goals (Weick, 1979; Isabella, 1990). One of Kotter’s (1996) key steps in his eight-stage process of creating major change is communicating the vision and is a helpful tactic to overcome ambiguity and assist sensemaking. He emphasizes that every possible vehicle should be used to constantly communicate the new vision and strategies, and that a guiding coalition should role model the behavior.

Throughout the book Influencer, the authors give their thoughts on what it takes to lead and change the culture of another member’s behavior within an organization. When trying to change an individual’s attitude or ethics what sources can be use as motivation to initiate the change? In this paper, I will examine the six influence sources of change, given by the authors. Discuss each source individually and explain why the authors feel this source is important. Then give my perspective whether the application of these sources are intrinsic in nature or are people more motivated by external factors in society.

The participation of only 1 organisation, disregards the differences in organisational structure, culture or size, and heightens the idiosyncrasies of the organisation at hand; especially in regards to the type of change (Kuipers et al. 2014, p. 8). The article presents a diverse range of manager’s. However, these participants are of a mean age of 42.7 and hence may reflect a response to coaching as part of change management that is niched to that age group (Grant 2014). For instance, higher age tends to reflect greater commitment to organisations (Madsen, et al., 2005). Likewise, since the sample size is greatly skewed towards males with a ratio of 3.75:1, male dominant characteristics such as ‘risk taking’ may skew results (Byrnes, et al, 1999; Grant 2014).). The lack of a controlled environment across participants could then identify that any correlation is possibly illusory or related to an external causation (Tversky & Kahneman

Leadership and the Art of Change, gives an insightful look at how to lead change within an organization and most importantly do so with success. The author, Lee Roy Beach begins with a look at Wayne a young executive filled with desire to lead an organization on his own after several years of working closely with CEO’s. Wayne’s struggles are detailed by Beach as examples of how not to lead change in a struggling organization. In the end Wayne leaves the company for other opportunities knowing he had failed but not understanding how to correct his mistakes. This leads the reading into what Beach describes as leaders prime responsibilities in championing change.

Burke (2014) stated that organizations change from day to day. The changes that take place in organizations can be intentional or unintentional. Generally, the changes that occur is accidental. It is important to have a broader and deeper knowledge of understanding organization change. Understanding what is currently happening as well as trends in which the organization is functioning can provide such awareness.

Change is not always progress. Many people have the view that change always means there will be progress, but recent statistics and facts prove that change is not always progress and not always a good thing. First of all, change can mean many different things, some change like less highschool dropouts, or new technology that helps the environment can be great and proof of progress for our society, but unpropitious or inimical changes do not help with progression.