Transtheoretical Model Of Change Research Paper

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.

Adhering to my health behavior change ended up being much more difficult than I thought it would end up being. I wanted to change my behavioral by going to the gym more often, more than three hours a week, and on a weekly basis. In the first week, I started off poorly and did not end up going to the gym once. The second week of my plan is when I was finally started to go to the gym and taking my plan seriously. I was available to meet my goal and spent three and a half hours at the gym that week. By week three, I only went for 2 hours that week at the gym.

We all know that habitual behaviours are difficult to change (think, for instance, about how hard it is for people to give up smoking.) Habitual behaviours are those behaviours with which we are comfortable. We do not want to move out of our comfort zones to change our habits.

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 is a theory of health behavior that suggests that behavior change is a process, not an event. There are five stages of change someone can go through while attempting to engage in positive behavior: precontemplation, no intention to act within six months; contemplation, intention to act within six months; preparation, intention to act within the next thirty days along with some behavioral steps; action, changed behavior for less than six months, maintenance, changed behavior for more than six months; termination, end of the behavior. These stages are not linear, so an individual can move up and down the stages of change indiscriminately.

To sum it up, it is evident that Transtheoretical Model of change would create positive impacts in regard to transformation of alcohol addicts while helping them to have positive behavioral changes. Transtheoretical theory of change helps a patient to undergo a series of changes over time as they end up their behavior. The ultimate goal of this model is to ensure that any patient has terminated the behavior that compromises their health. The theory is also helpful as it provides an opportunity for a patient to have decisional balance for their behavior while promoting self efficacy at the same time.

Defining Change Change can be defined as an event that occurs when something passes from one state or phase to another, the result of alteration or modification, to lay aside, abandon, or leave for another, become different in essence; to lose one's or its original nature, to make different; cause a transformation, or to make or become different in some particular way, without permanently losing one's or its former characteristics or essence. There are many different views as to the complexity of change. Some may believe change is an illusion and nothing ever really changes. However, the majority, such as the post structuralism theorists, believe that change is inevitable. Change can be viewed

My level of risk is at a 4% risk. It is nice to see that I am on the right track of being at a low risk but even more importantly this questionnaire has showed me the importance of reevaluating myself constantly to elevate my fitness as well as preventive health measure like going to get a checkup from the doctor.

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.

People can change their habits by changing one thing of the loop, which is the routine. They can change the routine and keep everything else in place. At Alcoa ''An aluminum company'' Paul O'Neill, the CEO, focused on safety because of one worker who died on his watch. Paul said, ''we killed this man, and it is my failure and all of you in the chain of command who failed to put safety in the company'' (116). The company's management was very bad at communicating with workers and with all the staff. They were training new employees not to follow the safety procedures, so Paul told the president, '' when there is an injury, you have 24 hours to report it to me with a plan on how to stop it'' (106). This made the workers very happy and started

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..