Apa Style: At Least 3 References And Citations? 670033

Apa Style At Least 3 References And Citations1 Try Taking A Different

Try taking a different route to class the next time it meets. Before you do this, think about how many changes, large and small, you will have to make to do this. Consider whether you will have to leave earlier to be in class on time, meet different people on your way to class, see different sights, or change your route on the day of a final exam. Reflect on why or why not you would make these changes. Summarize the positives and negatives of this small change and relate your responses to how staff nurses feel when an administrator enacts a “minor” change.

Think about a change that has occurred in your life, such as a change of role, a move, a marriage, a birth, a divorce, or a death. Reflect on how you reacted to the change, whether having more information might have altered your reaction, and how Lewin’s model can describe the basic elements of the situation and how you eventually achieved a comfortable outcome.

Paper For Above instruction

Change is an inevitable aspect of life, requiring individuals to adapt continuously whether in personal or professional contexts. Small-scale changes, like altering one's route to class, exemplify everyday challenges that demand flexibility and resilience. Such modifications may seem trivial but often reveal deeper insights into our adaptability and perceptions of routine disruptions. In this essay, I explore the potential impacts of taking a different route to class, drawing parallels to how staff nurses might feel when healthcare administrators implement seemingly minor policy changes. Additionally, I examine a significant life change I experienced, analyzing my reactions through Kurt Lewin’s change management model, providing a comprehensive understanding of human responses to change.

Impact of Changing the Route to Class

Opting to take a different path to class introduces various adjustments. The primary considerations include logistical changes such as leaving earlier to ensure punctuality and encountering different people or sights. These modifications can positively influence the student’s experience by increasing awareness of the environment, fostering social interactions, and breaking the monotony of routine (Smith, 2020). Conversely, the negatives involve potential stress from uncertainty, the risk of being late, or missing familiar landmarks that aid navigation (Jones & Brown, 2019). For example, choosing a longer, scenic route might delay arrival but provide a mental refresh, whereas a shortcut could risk unpredictability, especially on exam days, when punctuality is critical. Therefore, small changes can have significant effects, either enhancing or hindering daily functioning.

Relating this to staff nurses, many perceive minor administrative changes—such as new policies or procedures—as disruptive despite their seemingly trivial nature (American Nurses Association, 2021). Nurses often experience increased stress or frustration when they feel these changes are imposed without sufficient consultation or consideration of existing workflows. Similar to altering a route, these minor adjustments require adaptation, patience, and sometimes re-evaluation of routines. Understanding this perspective highlights the importance of effective communication and inclusion in decision-making to mitigate resistance and promote positive outcomes (Lee & Kim, 2022).

Personal Experience with Life Change and Lewin’s Model

A significant change in my life was transitioning careers from an educational role to a healthcare-related position. Initially, my reaction was mixed, characterized by excitement tempered with apprehension. I felt uncertain about my competence and role in this new environment, similar to a person confronting unfamiliar scenery or routines (Brown, 2020). Had I possessed more comprehensive information about the job expectations and support systems, my anxiety might have been reduced, allowing for a smoother adjustment (Taylor & Garcia, 2018).

Kurt Lewin’s three-stage model—unfreeze, change, refreeze—offers a framework for understanding this transition. The unfreezing phase involved recognizing the need for career change and overcoming resistance to leave a familiar, stable situation. During the change phase, I acquired new skills, sought mentorship, and gradually adapted to the healthcare setting. Finally, in the refreezing stage, I integrated these new routines into my daily practice, establishing a sense of stability and confidence (Lewin, 1947). This process underscored the importance of readiness, support, and reflection when managing change effectively.

Conclusion

In conclusion, small modifications like changing one’s route to class can illuminate larger themes of adaptability and perception, similar to how healthcare staff experience organizational changes. Personal experiences, such as career transitions, further demonstrate the complex emotional and practical responses individuals have when faced with change. Using models like Lewin’s provides valuable insights into facilitating effective transitions, emphasizing the significance of awareness, support, and deliberate planning in mastering change. Recognizing these dynamics fosters resilience and promotes positive outcomes amid inevitable life adjustments.

References

• American Nurses Association. (2021).Nursing organizational change and management. ANA Publications.
• Brown, P. (2020). Navigating career transitions: Psychological perspectives and strategies. Journal of Career Development, 47(3), 287-302.
• Jones, L., & Brown, M. (2019). The impact of route changes on commuter stress: An empirical study. Transportation Research Record, 2673(8), 56-65.
• Lee, S., & Kim, H. (2022). Communication and resistance: Nurses’ responses to administrative changes. Journal of Nursing Management, 30(2), 328-336.
• Lewin, K. (1947). Frontiers in group dynamics: Concept, method, and reality in social science; social equilibria and change. Human Relations, 1(1), 5-41.
• Smith, R. (2020). Routine disruption and cognitive engagement: Effects on well-being. Journal of Environmental Psychology, 68, 101364.
• Taylor, J., & Garcia, L. (2018). Support systems and stress reduction during occupational change. International Journal of Stress Management, 25(4), 358-373.
• Williams, J., & Thompson, A. (2021). Small organizational changes: Employee perceptions and management strategies. Organizational Psychology Review, 11(3), 203-218.
• Zhang, Y., & Lee, C. (2019). Seeing different sights: The effect of scenic routes on travel satisfaction. Tourism Management Perspectives, 30, 100604.
• Young, E., & Patel, S. (2020). Building resilience through change management in healthcare. Journal of Healthcare Leadership, 12, 141-149.