People Resist Change Case Study
People resist change. Businesses resist change. Today's business world is highly competitive and the only way to be successful is to conform to the ever-changing needs of the consumer, which means change. To resist change in this day and time is a guaranteed ride to failure or meager success. Businesses should always be in some stage of reshaping in order to keep up with the ever-changing wants and needs of the consumer. The consumer is the #1 priority of a business; without consumers there is no business.
When the need for change is approaching, it is best to initiate the change or changes quickly and effortlessly. No one really likes change, but change is essential in order to be successful. Management can assist the change process …show more content…
Final step is refreezing that helps the people to internalize the change in order to ensure the full acceptance of change with a new sense of stability (Cameron & Green, 2004). This model is appropriate for community based organizational change, but it cannot be said suitable for complex and large operational changes due to its simplicity.
While simplicity is great, this model is a tad bit too simplistic for the communication issues that are happening at Pegasus. Pegasus would already be in the changing stage, as everyone is aware that changes are coming, but the refreezing is where the problem would take place because the business is ever-changing, so the language and the processes and the employees would have to be ready to change as well and this cannot happen if we “refreeze”. Change is continuous. In this day and time, refreezing would not work, especially for …show more content…
This model is very flexible and allows for the changes that happen outside of the company due to the ever-changing consumers.
Through increasing the urgency of the change and building the team that will guide us through the change, the right vision is at our fingertips. By communicating for a buy in, we set the stage for everyone to get motivated for the change, empowering them to move forward with the change and creating those short-term wins that will produce the long-term wins we desire in the end. Once that is established, there is no stopping us and we will stick with it until completion and success.
The last change model is the ADKAR model. The Prosci ADKAR Model was first published in 1998 and it provides a simple and action-oriented framework for taking control of
When the need for change is approaching, it is best to initiate the change or changes quickly and effortlessly. No one really likes change, but change is essential in order to be successful. Management can assist the change process …show more content…
Final step is refreezing that helps the people to internalize the change in order to ensure the full acceptance of change with a new sense of stability (Cameron & Green, 2004). This model is appropriate for community based organizational change, but it cannot be said suitable for complex and large operational changes due to its simplicity.
While simplicity is great, this model is a tad bit too simplistic for the communication issues that are happening at Pegasus. Pegasus would already be in the changing stage, as everyone is aware that changes are coming, but the refreezing is where the problem would take place because the business is ever-changing, so the language and the processes and the employees would have to be ready to change as well and this cannot happen if we “refreeze”. Change is continuous. In this day and time, refreezing would not work, especially for …show more content…
This model is very flexible and allows for the changes that happen outside of the company due to the ever-changing consumers.
Through increasing the urgency of the change and building the team that will guide us through the change, the right vision is at our fingertips. By communicating for a buy in, we set the stage for everyone to get motivated for the change, empowering them to move forward with the change and creating those short-term wins that will produce the long-term wins we desire in the end. Once that is established, there is no stopping us and we will stick with it until completion and success.
The last change model is the ADKAR model. The Prosci ADKAR Model was first published in 1998 and it provides a simple and action-oriented framework for taking control of