How Does The Seven Stages Of Personal Change? Essay

A type of change that affected me was changing into a different role in the company and the tasks that were required.  While at CIGNA Healthcare, I started as a claims processor in 2007. I started out working on national accounts and worked my way up to processing the top accounts and performing other duties. My supervisor advised me that our department was slowly fading away. Employees with high numbers would stay, but unsure of how long, and others could possibly lose their job. She told me my best choice would be to look for a new job within the company so I could advance my skills and learn more, eventually obtaining the career I desired. I interviewed and received the position in the contract department. It was new and no one had performed this job except in Connecticut. I talked it over with my supervisor before accepting the position. After discussing it with her, my counselor, I finally accepted. It was a different atmosphere compared to what I was used to, ranging from the supervisor techniques to the job itself. My supervisor in claims was very supportive and a non-micro manager. She stated her expectations up front and allowed employees to make certain decisions, such as when they wanted to come in, choose between a 30 minute lunch to an hour, and allowed us to make our schedule (as long as we put in 40 hours). The supervisor in contracts was a micromanager. We had to tell him what time we were coming in and if it changed, we had to email him, and our schedule overall (lunch, work week, time we left) needed to stay consistent. He was upfront about expectations, but weekly, it would change. With production, the claims supervisor, advised us each week of our team’s numbers and held monthly meetings with us individually, pointed out, our strengths and weaknesses, if we were meeting our numbers, and what we could do to improve (even if we were

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.

As said above good communication can really help people accept a change more quickly. Working as a team can really help to adapt to change

Every profession embraces change. Whether it is small, like a simple word addition to the important Patient Information document, or large, like a staff shift, the medical field is constantly changing. To fully understand the scope of what it means to change, I have been challenged to ask “Why?” The answers have helped me grow at Eastside Medical Center.

William Bridge’s three-step change model “deals with change at a more granular, individual level, suggesting that change within a health care organization means that individuals must transition from one identity to a new identity when they are involved in a process of change” (Campbell, 2008, p. 23). According to Bridge, for change to take place, three transition periods must be experienced, including endings, the neutral zone, and beginnings (Campbell, 2008). This model is appropriate for the current changes made in our facility because it focuses on individuals and their ability to transition to change. ”Change is something that happens to people, even if they do not agree with it. Transition, on the other hand, is internal, it’s what happens in people’s minds as they go through change. Change can happen very quickly while transition usually occurs more slowly” (Mind Tools Editorial Team, n.d, p. 1). Changes made in the workplace require transitioning for employees, this is why I feel it is important that administrators and committee members utilize this model as our organization continues to adjust to the advancements in technology.

What will be required during the changing process is a lot of patients and attention to detail to make sure that the process will work. Changes take time and the managers and staff will need to know how to implement these changes safely and effectively. Once the change

Organizational transition can be viewed on a broad scale. This type of transition occurs around us in a social, political or economical setting. This can include changes in procedures and practices (Schumacher & Meleis, 1994, p.121). A true leader can adapt to change and convince others to do so as well. In a medical setting, change is always occurring. There is constant research and discoveries being made to help improve the quality of life. An organization must be aware of new findings and implement the necessary policies that will put the patient’s best interests first. Again, we can compare organizational transition to the program outcomes. A nurse must be able to use informatics and interdisciplinary collaboration. A nurse must be able to use the necessary resources to advance his or her knowledge and communicate well with others to improve oneself. These are the qualities of an effective leader. The purpose of obtaining these qualities is to reach a common goal; provide the best care for the patient.

For every change within a society, personal changes with “self” must happen. These social changes are important to people while, people who don’t benefit from it think changes within the self isn’t important for social changes. Personal change is a journey a person takes of discovering something within themselves and acting upon a social change. That social change is society evolving to better ways. Jane Goodall talks about her experience in a moment of truth with self being absent in a moment of need in her writing titled In the Forest of Gombe, where she spends a few weeks in the forest following chimpanzees has helped her cope with her grief of her husband. She comes to the realization that her “self” was nonexistent and everyone in

Theory serves as a guidance for any profession. There are countless theories which exist regarding patient care including Hildegard Peplau's interpersonal relations theory. Many non-nursing theories are relevant to the healthcare field including Kurt Lewin's change theory which discusses the process of change. This paper will discuss both Peplau's interpersonal theory and Lewin's change theory, their contributions and comparing both theories.

Many of our temperament traits are evident at birth. However, other characteristics such as trust, guilt and competency are learned based upon our life experiences and the support we receive as we grow and develop. Based upon his research, Erikson became aware of the influence maturation and social demands have on behavior and ultimately on our development. He believed these two forces "push[ed] humans everywhere through…[a set of] eight psychosocial crises" (Sigelman, C. & Rider, E., 2009, pg.332). He organized life into eight stages that extend from birth to death.

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).

Individuals are products of their life experiences, with the ability to create and modify behavior; the ultimate goal of alteration of a behavior is improving some aspect of your life through analysis, and implementation of sequential procedures. For this project, I have chose to modify an increase in my daily water consumption, with the intention to enhance overall health and wellness. Water is an essential element for the survival of the human body. At least 20% of water necessary each day is consumed through the foods you eat, with direct consumption of water the most effective and beneficial method of rehydration. Each day, water is lost through the process of urination, respiration and perspiration, and in order for these bodily functions to occur water must be continually replaced through our daily diet. When water is not consumed individuals are at risk of dehydration, which can negatively impact the human body. These symptoms include thirst, headaches, dry-skin, fatigue, join and muscle pain. As a full-time university student, working part-time with social commitments throughout the day it is often difficult to intentionally reflect on how much water I have consumed, with in some instances not having access to a water bottle at all times. Research suggests, that the transtheoretical model of change, also known as the stages of change model, will be a good model for changing this behavior. The transtheoretical model is an integrative and comprehensive model of

In my life, I have been exposed to a challenge called change. Change can occur in many different ways and is dealt with in many different ways. I have come to the awareness that change can be the deepest of all things. I always thought that change occurred when you moved to a state or when you lost someone real close to you. Those are a challenge to change, yes, but change doesn’t have to occur over a climactic incident. It can just appear overnight when your brain winds up when it’s time to do something different. Even with friends that you used to have and know that move on. For example, most of my friends from elementary school, I don’t even talk to them anymore.

Change is undeniable fact of life and change in healthcare is not different. Often, the changes are small, easily missed, and quickly accepted. Other changes are large, sweeping in scope, and cause a great deal of stress in those not prepared for it. Who Moved My Cheese?, by Spencer Johnson, is a short parable about four different characters adapting or not adapting to unexpected change. This story and the lessons it contains, can serve as a guideline to adapting to change in both one’s professional and personal life. But change is a difficult and frightening experience, and resistance to change is often also an undeniable fact of life.

As stated in my previous paper, change in an organization is often met with resistance, aggression, confusion and most of all misunderstanding. When organizations do not perform adequate due diligence prior to understanding major activities of change, employees become confused because of the level of uncertainty that comes with change, for this reason people undergoing change must have the knowledge of the properties of understanding change. This paper will discuss the properties for understanding change and how these properties interact.