1. Which of the following is not one of the steps in planning and strategic management?…
With change considered at every level, what’s typical is getting people to act differently from their old ways. In most cases, people volunteer to change though one might think people are always resisting change. For example, parents welcoming newly born babies and accepting the change.…
Throughout time, people have had to go through change. Whether it had been moving to a new city or starting a new job, people all around the world have to deal with it. Every person that has endured change has had their own way to handle it. Some people complain and fail to comply with the fact that change will happen and others strive to be a part of the future to come. Dr. Spencer Johnson took note of this when he wrote “Who Moved My Cheese.” This simple story demonstrated the ways that many people deal with change. Using evidence from the story, I have to come to the conclusion that the best way to deal with change is the same way the Sniff and Scurry did, immediately adapt when change comes.…
Many times change invokes initial fears of inadequacy or uncertainly. Then you may feel confusion and may feel as though everything was going along just fine before and now you feel a sense of disorder or chaos. Then you may experience times of disappointment or anger because this was not your vision or your idea of how things should be. Then there are times of hesitancy as you try the new methods but still feel comfortable with the old ways. And finally there is acceptance. This is now the time for the "new norm". Things start to settle down and everyone falls into alignment with the new plan. Understand the stages of your feelings and ensure that you are moving in a positive direction through the continuum.…
The first Stage of Change is precontemplation. During this stage the person is not ready to change. The person is in denial about having a problem, so for example if alcohol is the problem the person will not see they have a drinking problem. The…
Thus, awareness, engagement, change and difference, time span and critical points and events construct the part of nature of the transition. Therefore, the awareness is understood as recognition of transition where engagement identifies a level of one's evolvement in the process through seeking information, actively preparing and using role models ( Meleis, 2000). The next property is a change which reflects the ability to adaptation assisted by perceived differences ultimately allowing for a change in behavior. Moreover, one must realize that the transition process takes time allowing to pass through the first the stage of instability and end with a period of stability leading to a final phase of critical points suggesting successful engagement in the process of transition by the development of new skills, lifestyles, routines ( Meleis). Moving further in the theory of transition one must recognize the need for transition conditions distinguished between facilitators and inhibitors which may derive from either community, society or oneself.…
important in making you a person who acts confidently and initiates change, how can you know when the…
Fisher 's Process of Transition model explains how people respond to change. This change theory is based on earlier studies by Elisabeth Kubler-Ross who identified five stages of grief. Fisher identified eight stages that people follow in succession through a change process.…
This is the stage where people begin to get over the hump. They have stopped denying, and while they may be somewhat angry, the anger has moved out of the spotlight. They have a better understanding of the meaning of the change and are more willing to explore further, and to accept the change. They act more open-mindedly, and are now more interested in planning around the change and being participants in the process.…
This is best depicted when “the current position is compared with the desired goal and a series of steps are formulated and taken to close the gap between them” (Wood, Wood, Boyd 2014). This process of problem-solving can be applied to my problem with moving quite easily. My current position would be moving and my desired goal would be getting into Dental Hygiene school. To close the gap between these two, I would have to make plans to move and start packing. Everything happens for a reason and packing those boxes would be worth it in the…
The Forming – Storming – Norming – Performing is a model of group development, first proposed by Bruce Tuckman in 1965, who maintained that these phases are all necessary and inevitable in order for the team to grow, to face up to challenges, to tackle problems, to find solutions, to plan work, and to deliver results.…
This is the second edition of Bridges’ popular 1991 book that has sold 400,000 copies. He says that people do not have problems with change itself, but rather with transitions. The change is the situation, i.e., the new boss, the move, the reorganization, etc. The transition is “psychological. It is the three-phased process people go through as they internalize and come to terms with the details of the new situation that the change brings about.” “People have to bring their hearts and minds to work,” so when change comes along, “transition management…is a way of dealing with people that makes everyone feel more comfortable.” The first phase is Letting Go—the ending of the old. People need to deal with their losses. Next is the “neutral zone,” when the old is gone and the new is not fully operational. Psychological realignments take place. And then there is the new beginning. People develop a new identity, experience new energy and purpose, and make change begin to happen. How to Get People to Let Go You start by identifying who will suffer losses and try to understand them. You sympathize publicly and permit people to grieve. Find ways to compensate (non-financial) for the losses, if possible. Of course, communication is a top priority, clearly defining details over and over is important. Ceremonies to “mark the ending” are appropriate to honor the past. Leading People Through the Neutral Zone Marilyn Ferguson, an American Futurist, has described the neutral zone as “Linus when his blanket is in the dryer. There is nothing to hold on to.” Anxiety and self-doubt are up; motivation and efficiency are down. Many people miss work; medical and disability claims are up. Old weaknesses such as confused priorities or miscommunications reemerge. People are polarized. Teamwork is undermined. It is also a creative time. People are more hospitable to new ideas. Since there are less clear…
Before anyone is going to do something, there is nothing as sensible as planning. A plan as we know is something thought about and chalked out in advance before the real action takes place and is actually a recipe for success. But then, the word 'plan' does not need much of a definition. It has been used so much that it has become quite hackneyed. So, we all know what it means, but how many of us really resort to planning before we start a course of action. I'm not referring to a mental picture that we chart out in our minds that is in one word, vague. I mean a real plan in black and white, that is, put down on a piece of paper. It is so important because once we write down something, it clears up a lot of hazy areas and opens aspects that we probably overlooked.…
There are many ways in making decisions using teamwork. One of them is making consultative decisions. It is when decisions are made from collecting many opinions and choosing the best one afterwards. Though no one can make decisions solely without the manager, they can express their opinions when making decisions. The manager (Ramail) in our Norming stage shows how consultative managers act. He asked about his members’ opinions and after collecting all of them, he decided that Zaq’s opinion regarding the matter of the binder clip’s size is thought to be really small when it comes to holding many papers. No one can change the decision except Ramail himself. This is the example of a consultative manager.…
Why do people do plan? We plan for next day, next month, next year and so on. Someone said :” a goal without a plan is just a wish”. I think planning is like drawing a map that guides us to the destination we seek. Once we have a map, it will be easier and more efficient to find the way we should take. Also, the map would lessen the risk of getting lost in our long journey of life. Today, I describe how I construct my map.…