Essay On Working With Change At Perrier

There are many reasons why people fear change. One of the major reasons is the loss of control that can be experienced during change. They fear that they will lose control of their territory and they lose their sense of self-defense (Ten Reasons People Resist Change). This is shown when in Jenny’s

“How many things have to happen to you,” Robert Frost Writes, “before something occurs to you?” A person wakes up every morning to the same gray walls and eats the same flavorless slop. Seeing no changes they seem to ask themselves if life is worth living. They are unhappy but are afraid of new environments and unknown areas. Wishing things can go back to when their worries were as simple as trying to memorize the multiplication tables. Although it is written that change is in every person’s destiny, there are several reasons a person might or might not seek out change. For instance, a person’s environment or way of living can be one of the hardest things to change. Living in the projects, bills to pay and people to obey are a few reasons many steer away from change. Secondly unexpected life events like suddenly having to become a parent and learning how to raise a baby while trying to balance sudden deaths that may occur. Thirdly, discovering a person’s true emotions for another human being can create what I like to call a domino effect. Whether you consider the environment to be the atmosphere around you or the place to which a person calls home, one thing is certain that in any environment a person must adjust in order to survive, and through any adjustments comes change.

Some people do not react well to changes and during these times they need updates to the changes and most of all understanding.

Many people may resist change because they fear they will lose their jobs, status or position. It may be because they do not fully understand the purpose of change, or they may have a different perspective on the change than their management. “Individuals, groups, and organizations must be motivated to change. But if people perceive no performance gap or if they consider the gap unimportant, they will not have this motivation. Moreover, they will resist changes that others try to introduce,” Bateman and Zeithaml explained. Many times change for people at work

I have witness response to change through my friends and family members. Each individual varies in their skills and ability to accept change (Blais & Hayes, 2011). In order for change to be a healthy experience, it must be entered into with an open mind and positive attitude. When unforeseen change occurs within my family, we pull together to help each other through it. My network of friends have the same view towards change. If situations arise that are positive, we embrace and appreciate them. Conversely, we handle negative transformations by pulling strength from each other.

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

Change is useful. " we listen the infectious phrase all over. From agency mottos will motivational speeches, our reality appears to be with force this perfect that transform is constantly a great relic. Accepting that the change will be to those better, it will be most likely a genuine to By and large. Those root of this thought appears should originate from the idea that we are disappointed with the state that we would in, so, so as with make An additional charming surrounding, we alter. Others, however, stray from this practice, What's more As opposed to attempting with adjust of the kin around them, they attempt Also transform others.

The reality of change is a scary but a necessary situation during life. It brings people together through hard times, like hurricane Katrina. It could tear a society apart as it did to the Roman Empire when it fell into the wrong hands of a blood thirsty dictator. Changes could be harmless, in the sense that human life didn’t die because of it, like East Africa transitioning from a jungle to a grassland. Changes sometimes go unnoticed, like the sky changing from sunny to partly cloudy. Throughout all these different kinds of changes, people react in different ways and may make hard, indecisive decisions on how to solve or deal with the problem or issues. Change effects humans differently throughout time or in a matter of an over night experience,

I believe that a key to leading through, and accepting, change can be effective communication. Although everyone may not be able to accept change, they should make that decision with proper information on hand. Fullan (2015) stated that "Consistent communication during implementation is essential to getting the collective clarity and energy necessary for success. Communication sticks best when it is close to action in time and place and is frequently

probably never know what to expect with change, and have become comfortable with a certain

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

Breakings through the chains of corporate slavery is in full affect. In other words, nobody wants to work for a heartless corporation that does not value their staff. Individuals are educated and ready to make a career change if necessary. The overwhelming feeling of being imprisoned by a job is dreadful. Even the most loyal captive will seek an opportunity to break free from a dreadful organization. The sensation of being confined within an organization with no room to grow or expand is a daunting feeling. When individuals are treated as if they do not matter, it raises the question; why stay here? If employers are naïve enough to think that there are no other options for hard working people, they are wrong. The information being

People often resist change based on fear of the unknown, fear of loss, fear of failure, disruption of interpersonal

To identify the key elements of the resistanceto change described in this situation, one may make use of the six Change Approaches of Kotter and Schlesinger.[1]The model prevents, minimizes or descreases resistance to change in organizations. According to Kotter and Schlesinger (1979), there are four reasons that why people resist change, three of which are applicable to this case:

A need for growth in any organization to stay a viable entity must occur. Organizational change is inevitable. Just like anything in life, markets and cultures change which require constant attention and preparation. In order to be successful in any market, an organization has to be able transform itself to the needs for the market. CrysTel is no stranger to change. CrysTel is a telecommunication company with over 2500 employees and a gross income of approximately $200 million a year. Products included in there list of services include data cables, wireless solutions, and network development. The product profile is data cables, wireless solutions and network development. Because of the nature of