Rosa Conners Reflection

Additionally, one common aspect about change efforts is that to witness a change is to start acting differently. For instance, changing someone’s situation will change the person’s behaviour, while also influencing the heart and mind of the person. However, the heart and mind often disagree.

Why change initiatives are difficult. Many times People 's reaction to change rely upon their understanding or idea about change . Furthermore, according to their perception it is in their advantage they do not have any problems with accepting it . If it is unimportant or irrelevant to them, they have an attitude of unbiased towards change. If they tend to believe there is some kind of loss to them, they react to it. Moreover, the loss can be concerning their direct value or it can be concerning them having to make some changes in the way they tend to work or adjusting/adapting a different technique of doing the same. Hence, change initiatives are at times

Reading this weeks assignment reminded me of when I was working for a very large bank in the area as a sales and customer service representative and their motto before they roll out a new program was “change is good”. This was imprinted into our brains because all changes were good and beneficial for us until they closed the company and moved to Mumbai, India for much cheaper labor. Everything around us is changeable but not all change is good. Grasping the concept that everything is changeable depends on a person’s mindset. If you are a person who makes lemonade when you get lemons or see the glass as half full (or as Dr. Cedillos said, take the half full glass and pour it into a smaller glass and you will have a full glass to sip and enjoy),

Change can only happen if one makes it happen; I know that seems obvious, yet these simple words are often overlooked. Many wait for others to inspire change, yet if everyone waits for each other, nothing would be accomplished. In the words of civil rights activist Mahatma Gandhi ¨You must be the change you wish to see in the world.¨

Change plays a vital role in us and on society. As humans, many times we do not know how to

Change is an inevitable element in life. Some people may view change as an exciting opportunity for a new adventure, while others may see change as a distressing obstacle that prompts fear and resistance. Either way, change provides opportunities for a person to grow, gain new experiences, and learn flexibility. Resisting change will hold you back from accomplishing your goals and rob you of your confidence. However, learning to embrace change, can teach you to be more prepared and ready for what life throws at you.

To address these resistances, is to determine why each individual does not want to make the change. Explanation of the importance of the change can help reduce down resistance. Also help the individual to see that there is a problem and why the change will be beneficial for their own well being. Additionally, expectation of commitment should be set up. Talk with the individual to allow them to come up with their own decision of change. When the individual is self engaged, they are more likely to follow through the change themselves as they feel they own the change (Umble, 2014).

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

“Change will not come if we wait for some other person, or if we wait for some other time. We are the ones we’ve been waiting for. We are the change that we seek.”- Barack Obama. Although change can be an overwhelming challenge for business leaders; change is essential for any organization that desires to maintain the competitive advantage in the marketplace. Often the need for change is caused by a shift in the market, advancements in technology or a change in the skills of the organization’s workforce. How an organization manages change can make the difference between its failure and success. People are resistant to change, therefore it is up to management to ensure that steps are taken which helps employees embrace change,

For this book can help a life coach guide individuals in their anxiety filled life and defeat their issues. The authors covered numerous bases accommodating in incorporation of the distinctive tricky territories in life. This book is divided into eleven chapters, filled with stories and information necessary to help life coaches. It covers the mind boggling subject nicely from different areas in life, from managing feedback, decisiveness, industriousness, grasping and developing change, versatility, and numerous others come up. Due to the framework of this book, some readers may not think that his book is for life coaching, since it is but rather centered around future issues concentrating on the issues you have in the present that are thwarting you from concentrating on future objectives. One has to focus on the present issues at hand before you can center your attention on the future and that is what this book does.

It is the purpose of this paper to describe and discuss resistance to change as it relates to organizations today. I plan to utilize several scholarly references including the book “Managing Organizational Change” as written by Ian Palmer as this book provides insight into diverse aspect of change. I also plan to utilize Brian Palmers book Making Change Work as it looks at the human side of change management.

Changing one person is hard enough, but changing 100 or 1000 is an almost Herculean task. Yet organizations are doing just that. Most that do so successfully focus on showing what needs to be changed. Once people respond emotionally to the lesson, their emotional reactions propel them into action. They see, then feel, then change. To help them make the leap, you must: ✓ Help people see the need for change with compelling, eye-catching dramatic situations to visualize problems and solutions. ✓ Let people feel as they are hit with the reality of their situation and feel the need to act. ✓ Let

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:

There are four primary reasons that people resist change. Once managers know what types to look for, they will be better equipped to spot change resistance in the organization.

Organization change is prevalent, we cannot avoid failure in working, it is just the question about sooner or later. When we met frustration,we have to take steps to alter the environment.Thus, change in organization is a necessary result of standstill.