Please Respond To Each Question And Include The Question

Please Respond To Each Question And Include the Question In the Paper

Please respond to each question and include the question in the paper.

Read Chapter 9.

Paper For Above instruction

1. 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.

Question: Will you have to leave earlier to be in class on time? Will you meet different people on your way to class? See different sights? Would you change your route to class on the day of the final exam? Why or why not? Summarize the positives and negatives of this small change.

Trying a different route to class involves several adjustments, both logistical and experiential. For instance, leaving earlier might be necessary to arrive on time, which could affect morning routines and schedules. Meeting different people along the new route could foster new social interactions and perspectives, enriching the daily experience. Seeing different sights may provide aesthetic pleasure or a sense of novelty, which can uplift mood or reduce monotony. Conversely, changing routes on the day of a final exam could introduce stress or uncertainty, potentially impacting focus and performance. The positives of this small change include gaining a fresh perspective, breaking routine, and perhaps experiencing enjoyment or curiosity. The negatives could involve inconvenience, the risk of being late, or unease with unfamiliar surroundings. In essence, such a change can serve as a minor but meaningful way to shake up routine for personal growth, much like staff nurses might feel when administrators implement what seem like minor changes that nonetheless can cause significant adjustments in their workflow. Recognizing the potential benefits and challenges helps in understanding resistance or acceptance of change in organizational settings.

2. Think about a change that has occurred in your life. Some examples may be a change of role, a move, a marriage, a birth, a divorce, or a death.

Questions: How did you react to the change? Would you have reacted differently if you had had more information? Using Lewin’s model, describe the basic elements in the situation and how you eventually achieved a comfortable outcome.

Reflecting on a personal change, such as moving to a new city, illustrates the typical reactions individuals experience during transitions. Initially, there might be feelings of uncertainty, anxiety, excitement, or grief, depending on the nature of the change. For example, moving to a new environment often evokes a mix of enthusiasm for new opportunities and sadness for leaving familiar surroundings. If more information about the change had been available beforehand, reactions might have been different; knowledge often reduces uncertainty and builds confidence. According to Lewin’s Change Management Model, the process involves three stages: unfreezing, changing (or moving), and refreezing. In the unfreezing stage, I recognized the need for adaptation and prepared mentally for change. The changing stage involved actively adjusting to the new environment, establishing routines, and building relationships. Finally, in the refreezing stage, I integrated the new situation into my life, creating a sense of stability and comfort. Achieving a comfortable outcome required patience, openness to new experiences, and support from others. Understanding Lewin’s model underscores the importance of structured adaptation processes during transitions and highlights how intentional efforts facilitate successful change management, applicable both in personal life and in organizational settings such as healthcare environments where staff adapt to managerial or procedural changes.

References

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• Cummings, T., & Worley, C. (2014). Organization Development and Change. Cengage Learning.
• Lewin, K. (1947). Frontiers in Group Dynamics: Concept, Method, and Reality in Social Science; Social Equilibria and Change. Human Relations, 1(1), 5-41.
• McShane, S. L., & Glinow, M. A. V. (2018). Organizational Behavior: Emerging Realities for the Workplace Revolution. McGraw-Hill Education.
• Miner, J. B. (2005). Organizational Behavior: Foundations, Realities, and Challenges. M.E. Sharpe.
• Robbins, S. P., & Judge, T. A. (2019). Organizational Behavior. Pearson.
• Stacey, R. D. (2003). The Strategic Management of Large Systems and Organizational Change. Routledge.
• Weick, K. E., & Sutcliffe, K. M. (2007). Managing the Unexpected: Resilient Performance in an Age of Uncertainty. Jossey-Bass.
• Wilkins, S., & Cross, R. (2020). A Theory of Change: Negotiating the Outcome with Lewin’s Model. Journal of Change Management, 20(3), 179-195.
• Burnes, B. (2004). Kurt Lewin and the Planned Approach to Change: A Re-appraisal. Journal of Management Studies, 41(6), 977–1002.