...Change to me is good because it breaks us from being so content and living our life through tradition or being solely accustomed to what we are familiar with. I can use myself as an example of going through stages of change in my life. I was raised with both my parents in the home and a major change for me was having a set of twins at the age of 17. This was a big change because I was spoiled and didn't know what it was like to have to do for others, such as my own children. I left home at 17 and unfortunately my parents went through a divorce. I had to learn how to become independent and no longer dependent upon my parents. I learned how to live on my own, when my babies were sick I had to learn how to care for them, work a job, get them to a sitter etc. This was a change that I experienced but however, it has made me stronger and the woman I am today. I also went through stages of change where i felt I could not care for my children because I was being evicted from my apartments, no transportation, and losing jobs every month due to my attendance. I went through a change of depending on men who I thought were the world to me and always left me. The final change took place when I got tired and got saved. I grew up in the church all of my life and as an adult; I wanted to live the party life. It is amazing how even in our "mess" God is still there with us even when we stray. We may leave him but he never leaves us. When I got saved, my life changed and has never been the same...
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...Behavioural change theories From Wikipedia, the free encyclopedia Behavioural change theories are attempts to explain why behaviours change. These theories cite environmental, personal, and behavioural characteristics as the major factors in behavioural determination. In recent years, there has been increased interest in the application of these theories in the areas of health, education, criminology, energy and international development with the hope that understanding behavioural change will improve the services offered in these areas. Contents • 1 General theories and models o 1.1 Self-efficacy o 1.2 Learning theories/behaviour analytic theories of change o 1.3 Social learning/social cognitive theory o 1.4 Theory of reasoned action o 1.5 Theory of planned behaviour o 1.6 Transtheoretical/stages of change model o 1.7 Health action process approach o 1.8 Education o 1.9 Criminology o 1.10 Energy • 2 Objections General theories and models Each behavioural change theory or model focuses on different factors in attempting to explain behavioural change. Of the many that exist, the most prevalent are the learning theories, Social Cognitive Theory, Theories of Reasoned Action and Planned Behaviour, Transtheoretical Model and the Health Action Process Approach. Research has also been conducted regarding specific elements of these theories, especially elements like self-efficacy that are common to several of the theories. Self-efficacy Self-efficacy is an individual's...
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...Change Management Theory Name Institution Date Drivers for change Synergetic solutions Inc. as a company had specialized in assembling computers from major leading brands then later sold the computers at a subsidized price. The need for growth and expansion brought the issue of computer networking into perspective (Burnes, 2004). It was agreed that the organization should take part in this venture. In the event of effecting a change in any organization external and internal factors must be taken into consideration. At Synergetic, employee dissatisfaction is one of the major internal drivers. The employees have to be positively motivated to ensure that they welcome the changes and they take the initiative to learn new skills to aid the success of the change that was intended. “Morale largely surges when employees are empowered to aid reduce the impact of the company’s products and processes” (National Research Council Canada, 2003). Through incentives and bonuses for the employees they ensured success in one of the internal drivers of change. Another internal driver was better quality of their products in the market. Synergetic solutions had to come up with ways to ensure that what they were giving out in the market was performing at ultimate level. One other internal driver of change was humble financial performances which caused anxiety among employees. The fear that there might be future belt-tightening or company shutdown was a major fear...
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...be successful, it is imperative to fully understand how behavior can change in an instant. Health education depends on using the proper theories and models. This paper will address the theories and models used in health education, the importance of the theories, as well as real world examples and information from models used in health education. To understand why it is important to use theories, one must first understand the difference between theories and models. While theories are a set of interrelated concepts and definitions and propositions used to present a systematic view of events or situations, models are composites of mixtures and ideas taken from a number of theories and used together (Cottrell, Girvan, & McKenzie, 2012). Theories and models are intertwined in health education. Theories are important in health education because they influence how evidence is collected, analyzed, understood, and utilized. When theories are implicit, they have the power to clarify and reveal new ideas and insights. Overall, theories influence health education by providing focus on implementation processes to continually improve and make the required adjustments. The socio-ecological approach is important in health education because it examines how one’s physical, social, political, economic, and cultural dimensions influence their behavior and conditions. Human behavior is too easily influenced and can change in an instant; it is simply how humans and their behavior are. An individual’s...
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...Examining the Change Process in a Vocational College in Chicago Though organizations most often do not adopt formal change models in their organizational cultures, change models manifest themselves in modified versions consistent with those that have already been researched. A vocational college in downtown Chicago, Illinois has a change model process which resembles the complexity model. The complexity model of organizational fits closely with the culture of the vocational college. The outcomes resulting from this change model vary. Inhibitors to the change process have stifled change progression in this organization. Change agents in the organization are not readily identifiable making it tough to determining who leads change in the vocational college. This composition will examine the aforementioned aspects of the change process as it relates to the vocational college in detail. Conclusions drawn from this analysis will be based on how it compares to using other change models found in research. A more stable and formal change model might be more effective in this vocational college. If the organization sticks to its current change model, success can be realized if all essential steps are complete. Background on the Change Process The vocational college has recently faced mandatory new construction in the English as a Second Language department of the college. The new construction has forced the college to become denser concerning classroom space. This has caused the other...
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...Organizations face the continuous prospect of change as they fight to survive and remain competitive in a globalized economy. Changes exist in both the external and internal environments. As organizational environments exert pressure for change, organizations must adjust if they are to survive and prosper. According to Medley and Akan (2008), theories concerning organizational change were dominated by Lewin’s planned change approach (1947), which brings together four complex elements: (1) field theory, which seeks to map the totality of human behaviors taking place; (2) group dynamics, which seeks to understand the behavior of groups; (3) action research, which requires analyzing the situation and choosing the best change for the situation; and (4) the three-step planned change model, consisting of (a) unfreezing human behavior that is supported by a complex field of driving and restraining forces, (b)changing- moving to learn new behaviors and effectuating required changes, and (c) refreezing an equilibrium to ensure new behaviors. Unfreezing According to Burnes (2004), Lewin believed that the stability of human behavior was based on a quasi-stationary equilibrium supported by a complex field of driving and restraining forces. He argued that the equilibrium needs to be destabilized (unfrozen) before old behavior can be unlearnt and new behavior successfully adopted. Unfreezing is altering the present stable equilibrium which supports existing behaviors and attitudes...
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...The Theories and Practices Behind Organizational Change Is real and permanent change truly as difficult to achieve as it is sometimes suggested to be? If so, what steps are necessary to properly introduce major changes within the context of an organization? Can an organization survive in today’s fast paced global economy without properly instituting regular changes in order to adapt to the very fluid market in which it resides? The Heart of Change by John P. Kotter and Dan S. Cohen attempts to address the answers to some of these fundamental questions and more by exploring what steps are necessary for organizations to make when undertaking change management processes. Motivational speaker Tony Robbins once said, “By changing nothing, nothing changes.” It is a very simple yet elegant statement about the nature of change. Never is it wise to simply live up to the status quo and expect that somehow, someway your situation will spontaneously improve itself. Change means taking immediate action in order to correct mistakes that have been made, or to improve upon already successful practices. The vast majority of today’s thriving organizations have realized this and have made change, adaptation, and flexibility key components to their business model. However, many organizations that attempt change are unsuccessful due to their lack of understanding about how change is properly implemented and maintained. For many organizations in our current economic climate, failure at...
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...Two Theories Of Ageing Activity Theory: “The activity theory of aging proposes that older adults are happiest when they stay active and maintain social interactions. The theory was developed by Robert J. Havighurst as a response to the disengagement theory of aging” (www.boundless.com/) This theory indicates that regular exercise be it of the mind or physical exercise, keeps the older adult healthy and stimulated. Therefore it could potentially ward off diseases, viruses and infections whilst allowing the older adult to preserve relationships. Continuity Theory: “The continuity theory is one of three major psychosocial theories which describe how people develop in old age. The other two psychosocial theories are the disengagement theory, with which the continuity theory comes to odds, and the activity theory upon which the continuity theory modifies and elaborates.” (www.boundless.com/) The continuity theory is exactly how it sounds, studies have shown that as adults mature they try and hang on to things that they find familiar. Things from the past can be very helpful in comforting and elderly adult such as a familiar face, or a familiar song. They can ease people and reassure them that everything is going to be okay. Whilst some things can hazardous such as a lady could be used to going dancing every Saturday night but as she grows older her bones become brittle therefore endangering her. The physical and Psychological changes with ageing As we become...
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...Leading Change in Theory Reflective essay Reflective writing is a strategy where we as students recollect what we have learnt and the process we have undertaken in learning and use this to reflect on how we have educated ourselves. We describe our experiences in the process of learning along with bringing out the emotions we felt at the particular time, also we may consolidate prior knowledge along with the present in order to fully understand and grasp the experience. Reflective writing allows us to understand the entire process of learning. My group formerly consisted of six members and finally ended up with only three, this was due to one member dropping out of this module and another two being unable to work with the final group as they felt our language and intellect wasn’t up to the mark. This made me feel extremely let down and somewhat anxious as to how we would function as a group of only three individuals; however our progress greatly improved since we were a smaller and more cohesive group. Our group had a more democratic form of leadership and we shared a sense of collective identity which greatly benefited us in completing our task. Our group values focused greatly on openness, respect, contribution and happiness. Each member contributed almost equally to the overall process and the all three of us were willing to listen and understand each other’s opinions. We divided the work amongst ourselves and decided we would complete it and share it with each other through...
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...Applying Change, Leadership, and Advocacy Theories and Processes to Societal Issues Student’s Name College Affiliate Abstract The paper enumerates in detail on a human service issue on the basis of its relation to change, advocacy and leadership. The illustration helps a reader to understand ways that can be utilized to counter challenges and create results that are worth the needs of the firm or society in question. The human service being discussed in this perspective is improving the economic chances of people and family members as well. Applying Change, Leadership, and Advocacy Theories and Processes to Societal Issues Improving employment is an issue which is derailing the development of the society, especially on matters associated with societal challenges. The issue affects the society negatively whereby people are not being employed based on their qualifications and skills, but rather through negative means like corruption. Improving employment for individuals and families entails creating jobs and offering funding for them, so as to create a positive outcome. Glicken (2008), indicates that training and teaching are strategies meant to be utilized in a friendly manner with the objective of getting rid of employment challenges within a society. Therefore, the societal issue, i.e. improving employment of individuals and families through creating jobs and offering funding for business is fundamental for the discussion...
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...opinions and points of view on the subject global warming and climate-change. Matt Patterson, the author of “Warming, not!”, is a conservative political writer and the article is published in New York Post. Patterson claims that the evidence for global warming has been exaggerated and is just plain wrong. He states that the climate-change theory is facing a sudden collapse, because of two recent arguments: The first argument being the observations that Monnett and fellow researcher Jeffrey Gleason made in 2004 - of four polar bears drowning after being forced to swim long distances in the open sea, because of the climate changes - are now being questioned and investigated. Monnett has now been put on “leave” due to integrity issues. The other argument being a paper published in the peer-reviewed journal ‘Remote Sensing’ by Drs. Roy Spencer and Danny Braswell. The two scientists had compared the predictions about what the atmosphere ‘should’ do and what satellite data actually showed during the 18 months before and after warming event. They found that the computer models vastly overestimated the greenhouse effect. According to the two scientists the Earth is far more capable of equalizing its own temperature than people might think. Matt Patterson closes the article saying that there is a huge discrepancy between global-warming theory and actual, observable reality. Therefore, he claims that the climate-change theory is facing a sudden collapse. Jerrald Hayes, the author of “Matt...
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...she no longer has a life of her own. We as nurses should remind Susie that she should accept help from the family, remain active in her activities and pay attention to her physical and emotional being. Her parent is still her parent they just need more help in life and they should still be respected. Susie and her family should be given community resources and class information about caring for the elderly and how to handle certain problems that may come up. With the family development theory the nurse will see that this situation there is a change in family roles. Each member in the house will have different roles now the Mrs. Jones is moving in and it will affect Susie the most because she is now responsible for her mother yet her mother shill has more “status” than her and Susie needs to respect her mother. “Knowing a family's composition, interrelationships, and particular life cycle helps nurses predict overall family pattern” (Edelman, 2010, p. 174). With the family structure theory the nurse will see how well Susie will be able to handle this new task in her life and how Susie will work everything into her life. Not only Susie but the entire family and the nurse will be able to assess the strengths of the family and give them assigned roles that they need to do to help the family with this dynamic...
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...There are opposing ideas in the change in technology one is called technological determinism and the other is social shaping. What technological determinism says is that technology is autonomous and also an independent factor that exists outside of society. Whats more it also states that technology causes social change as well as its development is linear and inevitable. On the other hand social shaping says that technology is social in origin and consequence, in addition audience demand, behaviour and feedback is what determines the development in technology. Both of these views are very extreme and therefore you could say that there is a medium that lies in between the two of these theories which is that change happens due to audience demand as well as the needs - such as profit - and control of the institutions. Many theorists that look into cultural change look into areas such as change that benefits the audience, change that has positives and negatives for the audience in what media in the online age offers. However there are so many theories that offer different perspectives that it is hard to actually find one single theory that offers a complete solution or conclusion to how the media in the online age has impacted culture and people globally. Firstly if we look into the idea of utopian theories, which is the idea that the development in the online age has now started to take down obstacles for audiences which has lead to greater opportunities of them. Jenkins came up...
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...with the environment and must function with the larger ecosystem in which it exists. This paper will review the organizational process, identify theories associated with organizational development, and describe the conditions necessary for an organization to change and grow. Many definitions of organizational development process exist; however, Porras and Roberts (1992) combined them and stated that, Organizational development is a set of behavioral science-based theories, values, strategies, and technologies aimed at planned change of the organizational work setting for the purpose of enhancing individual development and improving organizational performance through the alteration of organizational members’ on-the-job-behaviors (Jex & Britt, 2008, p. 473). In simpler terms, the key to organizational change is to change the behaviors of employees so that the organization can improve performance. There are many reasons to facilitate change in an organization; however, the most compelling reason is survival. Jex and Britt (2008) suggest that other reasons can include remaining competitive, improving poor performance, strategic reasoning, self-improvement, and anticipation of changes in the external environment such as new technology or economic spirals. McNamara (n.d.) of Authenticity Consulting suggests that organizational change also occurs when a business evolves through various life cycles. Similar to humans, organizations must endure...
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...VOLUME 8 NUMBER 1 2004-2005 Comparison of Change Theories Alicia Kritsonis MBA Graduate Student California State University, Dominquez Hills ABSTRACT The purpose of this article is to summarize several change theories and assumptions about the nature of change. The author shows how successful change can be encouraged and facilitated for long-term success. The article compares the characteristics of Lewin’s Three-Step Change Theory, Lippitt’s Phases of Change Theory, Prochaska and DiClemente’s Change Theory, Social Cognitive Theory, and the Theory of Reasoned Action and Planned Behavior to one another. Leading industry experts will need to continually review and provide new information relative to the change process and to our evolving society and culture. T here are many change theories and some of the most widely recognized are briefly summarized in this article. The theories serve as a testimony to the fact that change is a real phenomenon. It can be observed and analyzed through various steps or phases. The theories have been conceptualized to answer the question, “How does successful change happen?” Lewin’s Three-Step Change Theory Kurt Lewin (1951) introduced the three-step change model. This social scientist views behavior as a dynamic balance of forces working in opposing directions. Driving forces facilitate change because they push employees in the desired direction. Restraining forces hinder change because they push employees in the opposite...
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