Transtheoretical Model Of Change

Prochaska & DiClemente’s (1984) research suggests the Prochaska & DiClemente’s model of change is effective and has an impact in health promotion. The Prochaska & DiClemente’s model of change is becoming a more popular and widely used resource for health promotion; this is because it can be applied with a number of addictive behaviours such as smoking, drug use and alcohol abuse (Whitelaw, et al, 2000). The Prochaska & DiClemente’s model of change has six stages these include, Pre contemplation this is when the patient is not seriously considering change, Contemplation This is when the patient is thinking about change, Preparation when the

The Transtheoretical Model of Behavior Change (TTM) was created by Prochaska and DiClemente. It is based on “(1) the stages of change, (2) the decisional balance scale, (3) the strong and weak principle, (4) self-efficacy, and (5) the processes of change” (Kelly, 2008, p. 149). A person’s progression through the stages depends on their perception of the advantages of adopting a healthy lifestyle (Kelly, 2008).

John Wallace the author of Chapters two and three of Practical Approaches to Alcoholism Psychotherapy indicated that there is no systematic and specific theory of alcoholism. The purpose of chapter two is to “develop a theory of therapy specific to alcoholism, a theory that takes into account the nature of the disease, the characteristics of the client and the time- dependent nature of intelligent therapeutic intervention” (Zimberg et el., Pg 20).

For opioid abuse the transtheoretical model is applicable for those who are already abusing opioids and less applicable for the prevention of opioid abuse. For addictive behaviors such as opioid abuse transtheoretical model is especially important because of its acknowledgement that change is a cycle that can be continuous if the person progresses then relapses continually, which is not uncommon for drug abuse (Brown, Melchoir, Panter, Slaughter, & Huba, 2000). Acknowledgement of this vicious cycle is key to understanding how to stop opioid abuse. The transtheoretical model key principles that are extremely applicable to overcoming opioid abuse, principles like decisional balance, self-efficacy, and counter-conditioning are key to overcoming

Transtheoretical model research designed is used in this study. The transtheoretical model is sometimes referred to as stages of change, it is a model created to help us understand and motivate individuals to change behavior. Stages in trans-theoretical

Another model, Transtheoretical Model of Behavior Change is a biopsychosocial model that suggests six stages of behavior change. The stages included in this model are pre-contemplation, contemplation, determination/preparation, action, maintenance, and relapse of batterers. This model is usually used to help individuals overcome addictive behaviors. The first stage, pre-contemplation, is the stage in which batterers cannot admit their problem when it comes to violence. Batterers will claim their actions are against their partner was a normal reaction. (Alexander & Morris, 2008; Popescu et al., 2009). In the second stage, contemplation, individuals slowly arrive at the conclusion that they have a problem and reflect the benefits to changing their actions. Determination/preparation is the stage in which individuals determine how they will approach solving the issue or decide on the best course of action. The action stage is when the individuals are heavily involved in the changing process. The final stage of the trans-theoretical model is maintenance, which is when the individual is tries to prevent reverting back to their previous behaviors. Individuals must try to sustain all of the advancements and change they have made to their behaviors throughout the process (Popescu et al.,

It is irrefutable that the formulation of the Transtheoretical Model (TTM), has efficaciously contributed to current perspectives in health psychology, allowing for a greater understanding in facilitating healthy behaviour change (Adam & White, 2003). TTM is a comprehensive six-stage theory which logically describes behaviour change as a process rather than a single event, providing the pathway to a more enduring and successful outcome (Adam & White, 2003; Prochaska, 2008). These stages include: pre-contemplation, contemplation, preparation, action and maintenance, which occur cyclically in the event of relapses, until temptation is no longer present, resulting in termination (Marshall & Biddle, 2001; Prochaska, 2008).

The transtheoretical model helps explain the patient’s behavior change related to the health aspects. As per this change agent, the patient’s purposeful behavior change consists of the cognitive and the performance-based elements. The five stages of the model are precontemplation, contemplation, preparation, action and the maintenance stage (Virginia Tech Continuing & Professional Education, n.d.).

The Transtheoretical Model does not only consist of the stages of change. Self-efficacy, or one’s self confidence in engaging in action, also plays a huge factor in this theory. A person is less likely to engage in a positive health behavior if there self-efficacy is low. Decision balance is the balancing of pros and cons towards the behavior change the person takes into account. In early stages, such as precontemplation and contemplation, cons outweigh the pros, and a behavior change is unlikely. In contrary, the pros outweigh the cons in the later stages. Throughout all stage of the Transtheoretical Model, there are situational temptations, which are external triggers that can cause a person to relapse. These include negative emotions associated with the behavior change such as anger or sadness, and social

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 traditional change model consists of three steps: unfreezing, that is, recognizing the need for change because of some event or threat, the actual change actions and refreezing, that is, incorporating new ways of operating, and thinking into the everyday operations of the organization. Apply this model to the situation at the Coca-Cola Company at the point when the lawsuit was served in 1999.

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 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.

Organizational change is usually triggered by relevant environment shift, either internal or external, that sensed by companies and leads to intentionally generated response (French, Bell & Zawacki, 2006). This paper will discuss several organization development models..