Response To Change Research Paper

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)

Change can be confronting and because of this we often try to resist it. However, we need change and we must accept it, for without change we cannot grow. This confrontation of change, resistance and final acceptance of change can be seen in the texts, " Drifters", " And a good Friday was held by all" by Bruce Dawe and 10 Things I hate about you" by Gil Junger. All three of these texts examine the process of change and the attitudes towards change.

We all recognize that change comes at a cost and that at each crossroad we have the opportunity to determine which road to follow. We can accept challenges, making them work to our benefit, or we can resist progress.

Change is constant in both our professional and our private lives. Our children grow up taking for granted things like powerful personal computers that we could not envision at their ages. The idea that human beings naturally resist change is deeply embedded in our thinking about change. Our language, our assumptions, and our mental models about change all seem to imply that something in our natures leads us to resist change. However, it is easy to find examples of human beings, from childhood on through old age, actively seeking out change of all sorts. Human beings do not necessarily resist change automatically; however, many people do resist being changed, i.e., having changes imposed on them.

The reasons why I feel people may resist to change is because they are afraid, they are stuck in a routine, they don’t like the way the new change is or they just don’t understand it because it to different. People are sometime more resistant to change regardless because they are lazy and been doing something so long they don’t want to learn anything different. Also it because they are so use to doing things this one way for years they don’t understand why it must be done different. Change is always really scary to people that have been use to completing a task the same way. They are more afraid of making a mistake use this new way then they are with the old way. This fear happens because at least they are more understand of what they did wrong

Many people are hostile to change ;however,it is necessary to modify our lives once in awhile to challenge ourselves,become more flexible,and smarter.

Everyone changes just a little every day, it may be your hair growing ever so slightly, your political views after seeing the election from the night before, or maybe even a haircut you got yesterday. Every day I go through different changes and throughout the last year I feel as if I have changed a lot. To do this essay I had to ask myself that very hard question of “how have I changed?”. It was difficult to answer because you being yourself may not notice the changes, since you are still you. Thinking about how you have changed requires self-reflection.

Yes, I've gotten behind on my plans. Perhaps you have too, but the truth is, as long as we're still breathing we can get back on track.

We are often afraid of change, because of the connotations that surround it: forcing ourselves to be vulnerable or unsure of what to expect, leading us to feel unprepared or unworthy. What many of us fail to realize however, is just how positive change can be.

As a change leader, it is important to understand why your people will not necessarily embrace

Individuals when faced with any major change will be inevitably resistant and will want to preserve the status quo, especially if they think their status or security within the organization is in danger (Bolognese, 2010). Folger and Skarlicki believe that organizational change produces skepticism in employees which make it problematic and possibly even impossible to contrive improvements within the organization (as cited in Bolognese, 2010) Therefore, management must understand, accept and make an effort to work with resistance, since it can undermine even the most well-conceived change efforts (Bolognese, 2010). Furthermore, Coetsee states for organizations to achieve the maximum benefits from change they must effectively create and

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

The most important principles of planned change that is significant and related placement related to the agency are built on the hypothesis that certain interventions will produce an exact outcome, building upon good assessment, planned change is most effective based on client input and goals. Planned change is effective when goals and objectives are amended as needed.

Change is inevitable in life. In today’s society, much business and social organizations are changing rapidly and facing of the issue of “Change or Die!” This situation does not only happen on the social level, but even on a country level. “Our time to Change,” said Obama for his campaign slogan for the president election in 2008. Change is unavoidable in the process of progressing, but it meets with resistance. At the time when Obama Barack was trying to carry out the change, he faced a strong resistance force from the public that hindered the change process. According to statistics by re-engineering practitioners, less than 50% of the change management were successful.(Strebel, 1996). Authors had done researches that indicated resistance to change is one of the major factors contributing to the failure of change.(Mauer,1996; Strebel ,1994)Leaders who implemented the change always wish for a resistance-free environment where people can easily move out of the comfort zone and incorporate new ideas freely and quickly.Managers always perceive employees’ resistance as detrimental. However, some scholars suggested that the resistance can be a positive role in the organizational change. Insightful objections and criticism can produce a better understanding as well as solution and option. de Jager (2001) stated that “the idea that anyone who questions the need for change has an attitude problem is simply wrong, not only because it discounts past achievements, but also because it

While sitting in a leadership meeting discussing future organizational needs and ideas to enhance the service delivery system, it happens. It is almost inevitable that it will, and it does. The person to your left says, “No one likes change; they will resist.” Next, the electric shock is felt by those in the room who disagree with this perceived perception. Simply put, not everyone has the same view point when it comes to change. However, our society has clearly fostered a fearful response to the unknown and it is an ongoing management issue in the workplace.