Understanding and Coping with Change

Topics: Computer, Computer program, Organizational studies Pages: 6 (1571 words) Published: September 21, 2014

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 prepare for change at any time, and we must learn to manage change instead of allowing change to manage us. The basis of managing change is accepting the reality that change is unavoidable and sometimes unpredictable, and regardless of the nature, it will occur. Managing change required that we must first acknowledge it, as we look around us, we can see changes happening. Whether is minor and considered unimportant or large and challenging. Observing the signs of change allows us to better prepare ourselves to deal with them. By acknowledging the possibility of change, we are creating a mental perception of caution. This perception allows us to create a coping process or system to effectively shield ourselves from harm of disappointment. By understanding change we are able to cope with the situation thereby, avoiding an over saturation of emotions. Coping with change may also require that you look at the situation from the outside in and decide worst-case scenario. Deciding the worst-case scenario can assist in the development and planning process that will allow you to empower yourself to authorize the change. Accept the fact that change will happen whether or not we are ready for it. If change knocks you down you must proudly pick yourself up and start again. Change can be appalling to some individuals because it is now viewed an opportunity as it should be. Change forces us to re-examine our lives. It is similar to establishing a new link to growth and development. It reinforces our life’s routine and assists us in avoiding complacency. We should expect new outlines and designs throughout our life cycle and treasure the memories of the past but welcome the knowledge of the future.

My organization has undergone many changes over the last several years, including relocation the corporate office to implementing a new computer system. Prior to implementing a new system, our leaders initiated a meeting announcing the company will be undergoing many changed...

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
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