Change and Why We Need It

Implementing change among all organizations is necessary to achieve success; within the health care industry change is constant and it is the role of management teams to assess, plan, implement and evaluate change to ensure satisfaction. Considering this among the other aspects of running a successful organization it is essential to ensure that there is minimal resistance and familiarity to change. Demands of the consumers and staff as well as regulations are continuously changing. The responsibility of managers is to successfully lead these inevitable changes.

Change is difficult, making changes in schools can be extremely difficult. Schools have many moving components; students, teachers, parents, the community and the required curriculum. Schools have to contend with numerous outside factors that are beyond their control. With all the things that contribute to the running of a school change is not easy, making significant changes can be extremely challenging. Change cannot be facilitated if the problems or concerns are not identified. The identification of problems can be one of the most difficult steps. When identifying problems, it is best to use data to support the need for change rather than personal feelings.

People generally like to stay in their comfort zone, they do not like changes. However, change is a necessary part of life, we see change in nature every day. Change can be positive or negative. We can choose to embrace the change or reject it, we also can choose to allow the change to have a negative or positive impact on our lives. Helmstetter lists six steps when dealing with change. First to recognize the change, then to decide if you are going to accept or reject the change. The next step is to choose your attitude toward the change, then choose how you are going to deal with it and what actions you are going to take. The last step is to evaluate your progress of accepting the change (Lamberton and Minor, 2012)

There are many metaphors for change. I had been challenged one time at my church gathering to view change as a journey, from one place to another. It is easier to focus on where the journey started, and finally where it ended and forget any lessons learned while travelling. I have often heard it said, “When one door closes, another one opens”. What they don’t tell you, is that between the closed door and the open one is a long dark hallway. I think whether in an organization or in my personal life, change can feel like stumbling around in the dark. The familiar is left behind, and we venture into the unfamiliar. I believe the biggest challenge is not getting lost on this

How did three individuals change not only their lives, but also their countries? Melba Pattillo Beals from the memoir, Warriors Don’t Cry, Jackie Robinson from the autobiography, I Never Had it Made, and Feng Ru from the article, “The Father of Chinese Aviation” written by Rebecca Maksel. Beals, Robinson, and Feng Ru all impacted their countries as well as changing their lives with hard work and dedication.

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

Gradual change is almost always more sustainable than sudden, radical change. Unfortunately, it can also be very hard to see. We do not notice the small changes. Thus, we often fail to take credit for them or feel inspired by

Selling the benefits of change –Identifying potential threats and develop scenarios presenting what could take place in the future. Examining opportunities that should be, or could be exploited.

Have you ever thought that a specific behavior should be changed? Maybe some friends or family were rude? I think one behavior at my school should be changed. This behavior that I’m talking about is called bullying. This is a major reason for depressed or sad kids in today’s society. Bullying is an act that happens at many schools around the world. Want to know why bullying should be changed and how it can be solved? In the following topics I’ll talk about my opinion on bullying and facts about bullying.

The aim of this report is to provide a critical analysis of the concept of change in the business industry. The concept of change can be tracked back to Lewin’s Model of Change therefore the intitial introduction of this report focuses on the relevance of the Model of Change and its importance to giving precedence to other relevant change management theories and how Kurt Lewin’s work on heavioral science and planned change during World War II gave rrise to prominence of experimental leadership and planned change processes which also in turn launched a new generation of research that lead to group dynamics and how change programs are implemented into an organisation (Burnes, 2004). This is important because today’s basic elements or factors

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.

Organizational change is usually triggered by relevant environment shift, either internal or external, that sensed by companies and leads to intentionally generated response (French, Bell & Zawacki, 2006). This paper will discuss several organization development models..

may not be the employers idea of a good contributor to that company because of their age

Sustaining or Institutionalization change is making change permanent part of the organization and internalization is stabilization of change. (P Subba Rao). Gains made from change are lost from the abandonment of new practices is call initiative decay (Buchanan et al., 1999, Doyle et al., 2000). So strategy on how to sustain the changes made is a crucial element in change management process. But relatively little research has been carried out on the issue of sustainability. Most of the studies are focus on implementing change. Buchanan et al. (2005) argued that this is due to the expense of longitudinal research, as well as the generally negative perception of stability as “inertia” and a lack of responsiveness to the changing environment. There are eventually eleven main factors affecting sustainability. If this factor is address carefully the likelihood of sustaining change is higher (Figure 4). Later the factor were develop into a tentative model that displays both the relative weighting of these factors in terms of importance to sustainability of organizational change, and their interaction with one another (Figure 5). Figure 5 hypothesize that there are three issues that is significantly important to sustaining change. The first issue is the substance of the change (whether the change is central to the organization and agreeable to stakeholders and employees). The second issue is the executional process itself (how the change is managed and carried

This research aims to investigate the response of the main agents of change namely the educators and administrators in Malaysia, to adopt the Common European Framework of Reference (CEFR). It specifically focuses on the interaction between the borrowed language policy and the agents (administrators and educators) at the tertiary level of education and the ultimate aim is to investigate how the macro level policy is acted out at micro level. To begin with, this research will examine on how the Ministry of Education Malaysia (MOE) has responded to overcome the insufficient level of English proficiency particularly among graduates in Malaysia. Next, by drawing on various theoretical resources on borrowed language policy as well as the concept of governmentality as a theoretical framework of investigation, this research seeks to explore the extent to which this language policy is embedded into the practices through the concept of governmentality. In addition, this research will reveal the direction of localizing the global language policy that has taken place in the respective institution by the administrators and educators, thus providing a better understanding on the implementation of the policy. Finally, this research will also identify the challenges and advantages of the existing language syllabus and institution’s practices in line with the CEFR policy.