Understanding and Coping with Change
Change is an evolutional event that causes a transformation or modification, which occurs when something passes from one phase to the other. Change in inevitable, why are we resistant to it? Surely, we are all aware that as we are born, we will develop; as we develop, we will progress, as we evolve, as we evolve we will expire. Change is everywhere, why do we resist it and why does change disrupt our behavior?
Change is a good thing: it prevents stagnation; it prompts improvement, and it links directly to the ongoing success of organization 's Forsyth, Patrick. Creating Success, Volume 44: Managing Change. London, GBR: Kogan Page, 2012. ProQuest ebrary. Web. 15 September 2014.
According to (Kotter & Schlesinger, 1979) employees may resist change for several reasons such as self-interest, lack of understanding, lack of trust in management deferring assessments of the need for change, and a general low tolerance for change (Baack, 2012 Sec. 10.4 Para. 2). The only thing that is consistent about change is change. Change affects individuals in different ways; some may welcome it while others may struggle with it. Change is a step process of growth that we all must treasure and respect as it will surely happen. Change can be positive for an organization, and one must confront it as it provides us the ability to create value-added services for the organization and the public.
Individuals who struggle with change may be more concerned with themselves. Although, change is inevitable for growth in a business organization, change is also inevitable also in individuals for personal growth and development. Change should be consider as normal part of life and living. Many have not learned to embrace change, some may become complacent with their level of growth, and the effect caused them to be stagnant in life. Some individuals may fear change will cause unwarranted stress, and they want to shield themselves from it. However, we must learn to
Change is a good thing: it prevents stagnation; it prompts improvement, and it links directly to the ongoing success of organization 's Forsyth, Patrick. Creating Success, Volume 44: Managing Change. London, GBR: Kogan Page, 2012. ProQuest ebrary. Web. 15 September 2014.
According to (Kotter & Schlesinger, 1979) employees may resist change for several reasons such as self-interest, lack of understanding, lack of trust in management deferring assessments of the need for change, and a general low tolerance for change (Baack, 2012 Sec. 10.4 Para. 2). The only thing that is consistent about change is change. Change affects individuals in different ways; some may welcome it while others may struggle with it. Change is a step process of growth that we all must treasure and respect as it will surely happen. Change can be positive for an organization, and one must confront it as it provides us the ability to create value-added services for the organization and the public.
Individuals who struggle with change may be more concerned with themselves. Although, change is inevitable for growth in a business organization, change is also inevitable also in individuals for personal growth and development. Change should be consider as normal part of life and living. Many have not learned to embrace change, some may become complacent with their level of growth, and the effect caused them to be stagnant in life. Some individuals may fear change will cause unwarranted stress, and they want to shield themselves from it. However, we must learn to
References: Baack, D. (2012). Organizational behavior. San Diego CA: Bridgepoint Education, Inc. Forsyth, P. (2012). Managing change [electronic resource] / Patrick Forsyth. London; Philadelphia: Kogan Page, 2012. Fugate, M., Kinicki, A. J., & Prussia, G. E. (2008). Employee Coping with Change Organizational Change: An Examination of Alternative Theoretical Perspectives and Models. Personnel Psychology, 61(1), 1-36. doi:10.1111/j.1744-6570.2008.00104.x Lawrence, S. A., & Callan, V. J. (2011). The Role of Social Support in Coping during the Anticipatory Stage of Organizational Change: A Test of an Integrative Model. British Journal Of Management, 22(4), 567-585. doi:10.1111/j.1467-8551.2010.00692.x