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Cambio de modelos / mentalidades mentales
Jorge Perez Rolon
Class: OI /361
20 de abri del 2013
Profesor:Louis Lozada

El cambio es un hecho cotidiano en la vida. Las personas no siempre están de acuerdo con el cambio, debido a sus modelos mentales o modos de pensar. Estos términos describen los procesos cerebrales de dar sentido a lo que está sucediendo en el entorno de una persona. Esto plantea un reto para las organizaciones ya que algunas ideas creativas pueden ser los peldaños para el progreso, el éxito, o proporcionar una ventaja competitiva. Transporte AAA en Waukegan, Illinois,es una compañía de transporte interestatal especializada en el transporte de los productos al por mayor del clima controlado se enfrenta a reticencias en el cambio propuesto en los servicios ofrecidos por el nuevo propietario. En cuanto a los recursos humanos , tiene la tarea de conseguir que dos de sus empleados reacios se unan a su equipo.
Los nuevos propietarios quieren añadir la entrega de productos no perecederos que incluyen alimentos enlatados, a sus rutas de entrega, ya que creen que muchas de las rutas no requieren una plena carga en los camiones, y no hay espacio para agregar productos no perecederos a una tasa menor de clientes. Los dos compañeros de trabajo, Vernon y Bud tienen dificultades para aceptar los cambios. Vernon es supervisor de la empresa del conductor, y Bud trabaja en las oficinas. Tanto los empleados han estado con la compañía por más de 20 años, y los empleados son influenciados por ellos. Además, la administración quiere mantener a sus empleados e influir en ellos de acuerdo con los cambios.
Cambio de modelos / mentalidades mentales;
En esta situación, convenciendo a Vernon y Bud a participar en los esfuerzos de las organizaciones parece difícil. La postura de Vernon en el cambio no es una buena idea para expandir fuera de su negocio principal, y Bud piensa que AAA no es lo suficientemente fuerte como para competir con las empresas existentes que ya están lidiando con no perecederos para incluir el riesgo de perder clientes. Estas barreras mentales surgieron debido a la incertidumbre o el miedo. Cuatro pasos para cambiar los modelos mentales o modos de pensar pueden ayudar en esta situación.
Estos son 1. entender el poder y los límites de los modelos mentales, 2. Probar la importancia de los modelos mentales en contra de los cambios del entorno, 3.superar los inhibidores para cambiar mediante la remodelación de la infraestructura y pensar en los demás y 4.transformar individuos actuando rápidamente sobre los nuevos modelos, la experimentación constante, y la aplicación de un proceso continuo para evaluar y fortalecer los modelos.
Estas medidas se derivan de "El poder del pensamiento imposible", y que son herramientas para ayudar en la toma de pensamiento posible lo imposible. Cada persona tiene su propio modo de pensar, esto viene de influencias de la infancia hasta la adolescencia y la edad adulta. Esto es parte de la primera etapa en la comprensión de la potencia y de límites. Vernon y Bud son resistentes al cambio, y ellos tienen que entender que el cambio es para el bien de la empresa.
Paso dos pruebas: si la mentalidad o modelos de Vernon y Bud se ajustan en la organización. Ellos no quieren avanzar sobre la base de sus presupuestos y la necesidad de entender que son empleados valiosos, con 20 años en la compañía. Este paso crea una oportunidad para recordarles de los cambios que han tenido éxito hasta el momento, y debemos cambiar con el medio ambiente para mantener la competitividad.
El tercer paso: la noción de que no representan a toda la organización basados en sus creencias, incluso, aun cuando tienen influencia en sus compañeros de trabajo que quieran participar en los cambios. Tienen que tener la mente abierta y dispuestos a pensar en los demás y dejar de pensar en sí mismo y sus experiencias.

Por último, el cuarto paso consiste en la experimentación. La administración debe cumplir con la investigación de los cambios en cuanto a la financiación, las materias primas, productos, etc para asegurarse de que el cambio en su estrategia es factible. Un ensayo general con las personas que tienen dudas con la retroalimentación de sus clientes actuales y potenciales pueden cambiar su forma de pensar, sobre todo si el cambio propuesto aporta comentarios positivos de otros empleados para fortalecer la nueva idea de servicio de la compañía.

Las fuerzas influyentes que están afectando a Vernon y Bud son la personalidad (la genética), la educación, la influencia de los demás, recompensas e incentivos, y la experiencia personal . Cada uno de ellos ha dejado una huella en la mentalidad de estos empleados. La personalidad de un individuo es lo que son y lo que hacen en términos de las reacciones químicas en el cerebro. Sin embargo, los otros factores son lo que forma a la mentalidad de las personas. La educación es la moldura de la mente en términos de cómo ve el educador del mundo y el estudiante acepta o lo traduce para adaptarse a su propio entendimiento. En relación con la formación, este es un enfoque sistemático para hacer frente al cambio y la transición. En el caso de Vernon y Bud, ellos pueden haber sido enseñados que hay que ser cautelosos cuando surge la incertidumbre. Esto puede haber agudizado sus habilidades de pensamiento crítico que proporciona la capacidad de centrarse en lo que son sus prioridades en lugar de las organizaciones.
Los mentores, expertos, familiares y amigos, y la sociedad tienen una gran influencia debido a sus experiencias. Diferentes culturas tienen diferentes enfoques en el tratamiento de situaciones o de toma de decisiones y, a veces lo que plantea un reto cuando un individuo se pone en una situación similar en el entorno laboral. Las recompensas y los incentivos a menudo influyen en la adaptación al cambio porque la mayoría de las personas disfrutan de la experiencia de la ganancia financiera o reconocimiento por ayudar a su organización a alcanzar sus objetivos.

Por último, las experiencias personales resume la educación, la influencia de otros, y las recompensas e incentivos. Se trata de la creación de su propio estilo basado en estas fuerzas. Puede que haya habido una situación en Transporte AAA que han tratado de adaptar otra idea, y falló el cual causo desacuerdos, la pérdida de los empleados, o disminución de la moral de la organización. Como el representante de recursos humanos en el lugar de trabajo el modelo mentalidad mental más común es la experiencia personal que incluye las fuerzas mencionadas.

Como una persona con una formación adinerada, largos viajes, las influencias de los demás, y la formación rigurosa y la educación, la toma de decisiones tiene que ser tratado con cuidado. Esto se hace mediante el uso de la experiencia personal y el análisis de los éxitos y fracasos con los recursos disponibles a través de Internet, y de expertos en la materia. Esta información se transforma en pensamientos éticos y creativos sobre cómo hacer frente a una situación determinada.

Conclusión
A menudo es difícil cambiar la mentalidad de las personas que tiene una relación a largo plazo con una organización reacia al cambio. AAA Transportation quiere seguir adelante con la idea de su proyecto, y los ejemplos de los cuatro pasos para cambiar mentalidades modelos mentales y las cinco fuerzas que influyen en ellos se han proporcionado al equipo de gestión. Es responsabilidad de la administración para determinar si se deben mantener a Vernon y Bud como empleados. Tienen demasiada influencia sobre los demás y la organizacion tiene que tomar el control. Otros empleados pueden estar de acuerdo con el cambio.

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