This Reflection Paper Is Based On Lewin’S Model Of Force

It is easy to reject change just because I have grown accustomed to the way the work is being performed. Without examining the new way, I am not giving it a chance. Rejecting change delays progress and wastes time and effort. To overcome this hindrance, reactions should be set aside, and the change should be judged critically based on the idea.

Change can be scary, but beautiful at the same time. From what I have experienced in my life, change can be both beneficial and harmful. Change can hurt you in many ways, as you could go to place or do things you are not comfortable with. However, sometimes you need to get out of you comfort zone to become a better person, and to experience new things that will change your life. Life can be scary, but at the end it will all pay

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 should be seen as a challenge and embraced with enthusiasm (Marquis & Huston, 2012). In my professional and personal life, I view and respond to change as a way to make improvements to existing regulations and circumstances. I embark upon the quest with determination to succeed at whatever task is presented to me. Life without change can become unchallenging and stagnant (Marquis & Huston, 2012). As society and technology advance, you must incorporate the necessary transformations that arise with it.

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.

Looking back at Heraclitus, this Greek philosopher said that “there is nothing permanent except change” and “you can never step into the same river twice,” (London, 2016). I know that this is not anywhere near what I think about change. Change is something that can come in the form of thought. If you think it, it can happen. The thought process has already come to you and now its time to make the choice to step forward and move in that direction or to do nothing and allow the moment to pass.

Change A great philosopher named Heraclitus once said that “The only thing that is constant is change”. Although this is true, we as humans often have a lot difficulty with accepting this fact. Most of us are not accustomed to the thought of change. Therefore when it is forced upon us, our ignorance causes us to be anxious and fearful about the possibilities that change can bring.

You have probably heard the saying “Change is hard.” This statement is true for organizations as well as for individuals.

Change is a good thing because it helps us grow as people, not make the same mistakes, and learn new methods.

Have you ever hit the highest peaks in your life and suddenly dropped deeper than the ocean? Almost like the adrenaline you get on a roller coaster. It goes to its highest point and then falls down at an accelerated rate. In other words, this describes the term “Life”. It may seem like the situation is all well and good, that is until the changes start to arise. It is something everyone will end up experiencing and adapting to throughout their lifetime. These changes in our lives permit us to be even more positive and more hard working, "What if I told you that 10 years from now, your life would be exactly the same. I doubt you’d be happy so why are you so afraid of change”- Karen Salmansohn . This quote is significant because it allows individuals to open up and not be afraid of the change that is occurring in their life.

Change is complex. Change requires sacrifice in order to gain; things we are so connected to have to be given up, but ultimately it is a choice to sacrifice those things. Andy Law, a distinguished author, portrays this concept perfectly in his book Creative Company. He states, "Unless you are prepared to give up something valuable you will never be able to truly change at all, because you 'll be forever in the control of things you can 't give up." Human nature tends to lead people to hold on to what they are familiar with--things that help comfort them in unfamiliar circumstances. When holding on to one 's past so tightly, it is hard for them to move forward. Jumpha Lahiri, author of Interpreter of Maladies, writes stories about people

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).

In addition, Lewin recognized that change is almost always met with resistance. More importantly, he identified the behaviors and environments that stimulate resistance. Thus, careful consideration of behavioral and environmental impacts must occur in the Unfreezing stage of Lewin’s Unfreezing-Changing-Refreezing Model prior to implementing the change. This will prepare the leaders of the organization to meet the resistance with the correct leadership and management style.

Change also brings hope and a sense of renewal. It reinvigorates, it inspires and is emotional.

After the uncertainty created in the unfreeze stage, the change stage is where people begin to resolve their uncertainty and look for new ways to do things. People start to believe and act in ways that support the new direction.