...Introduction Change within an organization occurs for example when its overall strategy for success is added or subtracted or an operation or practice that has been in existence is to be changed. It can also be said to be a structured approach to transitioning individuals and the organization from its current state to a desired future state. Organizational Change Description This is organizational change is designed for Pioneer Packaging. The organizational change is designed to help the leaders to be more effective and be ready to utilize their skills so as to accelerate the organization. The organizational change is being advocated because the organization has been more on a one man lead. The president and owner of the company, Bob Steel has been making the decisions and part of the change is have his power distributed between himself and Mike Steel who is the Vice president of Sales and Marketing and hopefully the future vice president of the company. Change could either bring positive or negative effects to an organization but as the diversified six we aim for the positive change for Pioneer Packaging. As noted, people in different organizations would want to protect the status quo and will often resist change. Change Objectives Change is designed to accelerate the sales of Pioneer Packaging (P.P.). The market environment is constantly changing and it requires strong competition which will be offered by P.P. As the Diversified Six, we aim at changing...
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...Stages of Change-Physical Activity- Michelle Howard 1. For how long have you maintained your daily (or near daily) 30 minutes (or more) of physical activity? I have always been physically active, I have never been one to sit around and watch television or play on the computer. I have to be up doing something, whether it is cleaning or outside working in the yard or with the horses. So I have been this way basically since I could walk and I’m 42 years old. 2. What are the top two reasons that make you want to continue? I have children and I have never wanted them to see their mother not be able to participate in their life. I also use the health conditions that plague my father’s side of the family; I see how they struggle with their weight and diabetes that I do not want to be a part of that. 3. Have you been tempted to stop? If so, what tempted you? I don’t think I have ever been tempted not to be active. 4. How confident are you that you can resist temptation to stop being physically active? I am pretty adamant about staying healthy, I have worked for many doctors and I have seen firsthand the causes and outcomes of one being lazy and unproductive in trying to take an active stand on being healthy. And I have also lost loved ones to health diseases because they chose not to try and live healthy, I don’t want my children to lose their mother before her time. 5. How do you convince yourself to continue when you are tempted to stop or skip a day? (What strategies...
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...will embarked on an effort to change some parts of my lifestyle. I will apply each of the core constructs Transtheoretical Model Stages of Change to my health behavior. In addition, I will describe the processes of change that enable each of the stages as well as the preferred intervention. Finally, I will discuss my overall confidence in my ability to change this behavior. As individuals progress through the Transtheoretical Model Stages of change, decisional balance shifts in crucial ways. In the Pre-contemplation stage, the pros in favor of behavior change are outweighed by the relative cons for change and in favor of maintaining the existing behavior. In the Contemplation stage, the pros and cons tend to carry equal weight, leaving the individual ambivalent toward change. If life’s scale is tipped, in favor for change, outweighing cons for maintaining an unhealthy lifestyle or behavior; the next...
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...discusses John Kotter’s Eight-Stage Change Model and how it can be used as a guide when implementing change within an organization. The roles of various stakeholders including senior and emerging leaders, managers and employees throughout the eight stages are defined. In addition, factors which can contribute to a failed organization change initiative are discussed. Transforming an organization from a sub-optimizing enterprise of independently functioning departments to an organization that embraces cross-functional teams and customer centric integrated processes that focuses on delivering quality products and services requires a well defined and implemented plan of action. In addition, transforming an organization also requires a large amount time, financial resources and most importantly risk. Published success rates of some change management programs are as low as 10% (Oakland & Tanner, 2007). Shrinking profit margins and increasing competition both globally and locally require initiatives that are implemented by organizations to deliver the desired results. A number of organizational change models are available for an organization to use when transforming an organization. John Kotter’s Eight-Stage Change Model provides a framework that allows an organization the time needed to implement change as well as inclusion and participation of all stakeholders throughout the organizational transformation. John Kotter’s Eight-Stage Change Model is a “comprehensive implementation...
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...Model (TTM) is a theory of behavioral changes which "intentional behavior change is a process occurring in a series of stages, rather than a single event and that motivation is required for the focus, effort and energy needed to move through the stages” (Miller, W.R., Rollnick, S., 2002). What makes the Trans-Theoretical Model so unique, is that it describes how change occurs over time and not immeadiately. According to Prochaska & DiClemente (1983), this theory proposes that a person may progress through five stages of change when trying to modify their behaviors. In the first stage titled pre-contemplation, we have people who have no intentions of taking action, or wanting to change their behavior in the near future. Many peers suggest that the desire to change a behavior is usually measured within the next six months (Prochaska, DiClemente, & Norcross, 1992). Individuals in this stage are unaware or uninformed of the consequences of their behavior (Scholl, 2002), or they may have had a number of failed attempts and are reluctant to try again (Prochaska & Velicer, 1997). Prochaska et al. (1992), says the main component of pre-contemplation, is the person shows resistance to recognize or modify problem behavior. For an individual to move out of this stage they must experience cognitive dissonance, which is describe as a negative affective state, where the individual acknowledges the problem (Scholl, 2002). In the next stage of change, we are presented with contemplation....
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...Each model of change represents different ideas and theories of how successful change can occur. The main focus in this report is to explore three existing models used today, designed to effectively achieve change. Also, introduction of a model created specifically for this paper, inspired by the theories of each of the models discussed will be explored. The Transformational Change Model otherwise known as the R.I.S.E. Model, the Trans-Theoretical model and Bridges' Transition are the three existing models of discussion along with the affects, behaviours and cognitive feelings recognized as part of the process of change throughout the stages in each. Bridges Transition Model This model focuses on the transition process rather than the steps of change. Change may happen to people without any warning, as where transition is usually a slow internal process. The Bridges Transition Model is defined by 3 stages. Stage 1 – Ending, Losing and Letting Go This stage involves letting go of the way things are. Resistance and emotional disturbance are commonly present in the beginning stages of this model. The affects of this stage includes feelings of fear, denial, disorientation, frustration, uncertainty, anger and a sense of loss. Bridges believes people cannot recognize the new idea until the acceptance that something is ending has taken place. This may end up being a fairly length Education on how an individuals current experience, knowledge and skills can assist in a more positive...
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...Abstract-Career Development Stages May 1, 2016 Abstract The article ‘Super’s Career Stages and the Decision to Change Careers” written by Roslyn Smart and Candida Peterson is an article based on a study of career stages. This study examined Super’s (1990) concept of recycling through the stages of adult career development in a sample of 226 Australian men and women who were approximately evenly distributed across the following four steps in the uptake of a second career: contemplating a change, choosing a new field, implementing a change, and change fully completed. A group of adults of similar age, gender, education, occupation, and career history who had no intention of switching careers was also included for comparison. Recycling predictions were supported by the finding that the three groups who were in the throes of career change displayed greater concern with Super’s first (exploration) stage than the non-changing control group. In addition, the two groups who were most intensely involved in the change process (choosing field and implementing) scored higher in exploration concern than the group whose career change was fully completed. Satisfaction also varied as a function of the participant’s stage in the process of switching to a new career. Global satisfaction with the present job was highest in workers who had completed the change to a new career, but non-changers were more satisfied than the three groups who were actively caught up in the change process. On the other...
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...Introduction The phrase physical activity can mean many things to different people; many people get confused between exercise and physical activity thinking that both are the same thing. The American College of Sports Medicine describe physical activity as a bodily activity or movement that increase energy expenditure by the contraction of skeletal muscles. (ACSM 2012). This means that physical activity is anything that increases energy expenditure, for example walking up the stairs or hovering up. Physical activity is generally unplanned whereas exercise is structured and consists of repetitive bodily movements, for example going for a run. To gain the large amounts of health benefits associated with being physically fit excessive exercise is not required. The National Health Service and the Department of Health both state that adults should be completing a minimum of 150 minutes of physical activity per week. The physical activity should be moderate to vigorous intensity. Alternately 75 minutes of vigorous intensity activity across the week such as running, football or swimming. All adults should also aim to improve muscle strength on at least two days a week and minimise sedentary activities. There are many health benefits associated with physical activity, there are also implications on health of inactivity and large prolonged periods of sedentary behaviour. Sedentary behaviour is not the absence of physical activity as many believed it is periods of doing very little...
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...The Phases in the Organizational Change Process HCS/587 October 14, 2013 The Phases in the Organizational Change Process Spector (2010) stated “organizational change is typically initiated in response to a trigger event or a shift in the environment that precipitates a need for altered strategies and new patterns of employee behavior” (p.18). According to Spector (2010), to understand and analyze the dynamics of change it is important to sort out and distinguish the different approaches that can be taken. In chapter one Spector gives the reader insight into the Concord Bookshop, a bookstore that is in the process of implementing new changes. Spector (2010), states that “for the Concord Bookshop, the increasing penetration of online booksellers into the store’s market space triggered the requirement for strategic renewal” (p.18). Kurt Lewin developed a change model to assist organizations such as the Concord Bookshop with changes. There are three steps in Lewin’s...
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...PDP Toolkit » Change Management » prepare for change » Knowing » The Change Curve The Change Curve The Change Curve is based on a model originally developed in the 1960s by Elisabeth Kubler-Ross to explain the grieving process. Since then it has been widely utilised as a method of helping people understand their reactions to significant change or upheaval. Kubler-Ross proposed that a terminally ill patient would progress through five stages of grief when informed of their illness. She further proposed that this model could be applied to any dramatic life changing situation and, by the 1980s, the Change Curve was a firm fixture in change management circles. The curve, and its associated emotions, can be used to predict how performance is likely to be affected by the announcement and subsequent implementation of a significant change. The Change Curve The original five stages of grief – denial, anger, bargaining, depression and acceptance – have adapted over the years. There are numerous versions of the curve in existence. However, the majority of them are consistent in their use of the following basic emotions, which are often grouped into three distinct transitional stages. Stage 1 – Shock and denial The first reaction to change is usually shock. This initial shock, while frequently short lived, can result in a temporary slow down and loss of productivity. Performance tends to dip sharply, individuals who are normally clear and decisive seek more guidance and reassurance...
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...Description of Theoretical Model | Type of health care change situation in which model best applies | Kurt Lewin’s Change Theory and Force Field Analysis | Kurt Lewin’s theory model has three stages of change including: freezing, change or moving, and refreezing. The first stage of freezing involves finding methods to help people relinquish learned habits that were inefficient. Recognizing the need for change occurs in this stage. According to Schein (2002), the moving stage “allows members of the group to change from one set of behavior to another, such as new job responsibilities, new roles, and new job skills” (p. 37). The third stage of refreezing makes the change the standard operating procedure, the change becomes permanent. Without this last stage, individuals can revert back to the pre-change policies and procedures. Lewin’s theory believes that behavior is “a dynamic balance of forces working in opposing directions” (Lewin, 1951). He acknowledged that there are driving forces that cause change to occur, pushing individuals in the desired direction. Restraining forces counter driving forces, pushing an individual in the opposite direction. Examples of restraining forces include personal defense mechanisms or group “norms.” The goal within a force field of driving and restraining forces is to move to gain equilibrium. Equilibrium is a state of being where driving and restraining forces are equal. In this state no change is occurring. | “This theory is a time-tested, easily...
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...speaking of bring about a change in a person life, as well as our own, there is a process that is being used today know as motivational interviewing. What is motivational interviewing? Motivational interviewing has been defined as a ‘client centered, directive method for enhancing intrinsic motivation to change by exploring and resolving ambivalence’ (Miller and Rollnick 2002; p 25). In motivational interviewing, “client-centered” simple means that this stage of the process would concentrate on the needs, hopes and aspirations of the client. Miller and Rollnick describe MI as “directive,” but McNamara decided to uses the term “guided” to express the element of Motivational Interviewing. While motivational interviewing is directive, in the sense that it...
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...developmental stages throughout life, and the three key developmental domains. I will then summarize two of the theories of the life span development. I will list the four I will then explain how heredity and the environment interact to produce individual differences in development. I will then summarize everything that I have wrote in this paper in a conclusion of the paper. I will also list the references that I have used to write this paper. After several hours of research, I have put this paper together. I hope that you like it as much as I enjoyed writing it. Throughout this paper you will know how the life span development works and what all is entailed in it. You will be able to understand the two theories that I have chosen. You will also know how heredity and the environment interact to produce individual differences in development. Explain the life span perspective of development. The life span perspective is all about understanding all of the changes that take place throughout ones’ life and the changes have to be observed as a result of the culture and the situations that surround each change. Life span is also known as and referred to as being life-long changes that continue and is not based by just one age period. The life span perspective consists of physical, cognitive, and social domains. According to Santrock (1999), “Some aspects of our development increase while others decrease”. Paul Bates goes on to say that “The capacity for positive change, or plasticity...
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...Bookshop Creating Change Within Organizations HCS 587 March 30, 2013 Professor David Harrell Concord Bookshop The Concord Bookshop was a 64 year old small establishment that had been well established in New England. The establishment had been having financial difficulties due to larger competitors and Internet purchases. The board decided to hire a new general manager to change the direction of the company to avoid ruin. There are three stages of an organizational change process. When changes in an organization do not complete these stages or leave one of them out it can result in angry employees who are resistant to change. Ultimately this leads to financial ruin of the organization. This paper will describe processes of change that were not completed at the Concord Bookshop which lead to change failure. Phases in Organizational Change Process There are three stages of the organizational change process for implementation to be effective. Kurt Lewin’s Model for Change describes the three vital phases as unfreezing, moving, and refreezing. The first stage, unfreezing, occurs when employees or an organization learns that change is required, which creates dissatisfaction with the way things have always worked. “We must accept disconfirming information and connect it to something we care about” (Spector, 2010, p. 29). This stage creates increased anxiety for the stakeholders of an organization. Open communication is imperative for discussions of change to decrease employee...
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...Comparison We live in a world that is full of change and organizations are no different. In order to be successful in change management we must understand how teams work and how to manage the correct strategy for organizational change depending on the organization. Understanding change management models can help managers evaluate, design, and deploy an approach to changes in organizations. It is important to do this because of the human nature for people to resist change. Even the simplest of things can cause employees to react strongly. Organizations must change in order to remain successful and competitive. This paper will discuss two models for organizational teams and two models for organizational change. The two models that will be discussed for team development are Tuckman and Scott Peck. The two models that will be discussed for organizational change are Lewin and Bullock and Batten. The pair of models will be compared, contrasted, and discussed. Last each will be discussed for how and when to use them effectively in an organization. Organizational Team Models (Tuckman) It is important for groups to understand what their development process is while working together. Tuckman focused on interpersonal relationships and task activities. “He hypothesized a four-stage model in which each stage needed to be successfully navigated in order to reach effective group functioning” (Bonebright, 2010). The stages of Tuckman’s model are forming, storming, norming...
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