The Theory For Change And Its Lack Of Understanding

Diverse populations are characterized by clients from different facets of life, this can include, gender, race, religion, age, and various other factors (Cormier, 2014). This trend of diverse populations is expected to grow into the 21st century (Cormier, 2014). Counselors must recognize these differences and built the competency to serve various populations (Cormier, 2014). When faced with adversity, most people go through stages of change to process deviations that come along with adversity. A person’s diversity may effect how they proceed through these changes.

“The more things change…” “The more I expect change.” She said she has learned to expect change about everything and very little stays constant. She said she believes she is better at accepting change over some others of her cohort due to her life experiences. Due to employment, she has had to relocate several times and has come to accept what life brings. She has also found the positive growth that change in environment brings; she enjoys cultural diversity and has made wonderful memories from her

“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.

environment are able to become main forces for transform in the competitive environment. (Henry, 2011)

Through obstacles, people learn how to adopt or change in order to get through difficult situations. In addition, they might change in order to avoid similar future obstacles. People change not only to overcome a bad situation, but also to evolve into something greater than they were yesterday. They change in order to gain opportunities and to create a way for future generations. Furthermore, growth, is a part of the process of changing. With that being said, in order to grow and realize the significant and the unimportant aspects of live, change is inevitable. Therefore, whether we embrace it or resist it, change is unavoidable, and it is likely to be devastating if rejected. Lastly, people change based on how they are being treated, their environment, and also though influences. Change is one aspect of life that human cannot

In order for an organization to be successful, it depends upon the organizational structure, availability of resources, vision, and mission of the organization, and employees’ willingness to work towards the change-related goals (Brisson-Banks, 2010). Many employees, even at the management level, may lack the experience and motivation to recognize the urgency of change (Erwin, 2009). Ford, Ford, and D’Amelio (2008) wrote that resistance to change grows from broken agreements and trust violations. The article states how some people may experience anxiety about job stability and growth become overarching. In addition, they may fear that they will not be fortunate enough to retain their jobs, whereas others are simply unwilling or unprepared to learn and develop new skills.

Change is difficult. Walking with people through change can be challenging and often draining. Bringing change, that persists is even harder. Most people resist even when they see the need for change and believe that it has to occur (p. 52).

Leading and managing change require a solid theoretical foundation. This assignment will research the theoretical elements of change and change management. Addressed will be the following: Organic Evolution of Change, Formulating Strategic Development Approaches, Leadership and Management Skills and Gathering and Analyze Data. As societies continue to evolve and changing demand creates the need for new products and services, businesses often are forced to make changes to stay competitive. The businesses that continue to survive and even thrive are usually the ones that most readily adapt to change. A variety of factors can cause a business to reevaluate its methods of operation. According to literature from the past two

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

Change in a business is inevitable and typically only the strongest thrive. With a fluctuating economy and constant technological advancements, organizations are expected to adapt in order to survive. When a business is posed with an issue or change, it must develop new business and strategy structures and implements those developments throughout the entire company. Communication, education and participation are all required for a change model to be successful. Though change and adaptation may be needed to better the company, with implementation of change comes resistance. Most companies face resistance on an organizational and individual level during a transition. However, it is how the company is able to overcome

Change happens in all aspects of life. Leaders view change as being good most of the time. An organization can’t move forward without change. This paper will discuss how leaders can use levels of change and the steps of Kotter’s change model to implement change. It will also give a Christian worldview as it pertains to the topics. Leader must learn the language to effectively communicate change. This will give managers an advantage and help demonstrate the vision for the future.

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.

Bolognese, A. (2002). Employee Resistance to Organizational Change. Retrieved December 2, 2006 from Internet, http://www.newfoundations.com/OrgTheory/

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: