Concept of Transitio Change-Free-Samples-Myassignmenthelp.com

Question: Discuss about the Concept of Transitio Change. Answer: Personal experience Human beings are emotional. These emotions often tend to get better of us and tend to affect our actions. When I was in high school, the landlord of our apartment decided to terminate the rent and informed the 15 families giving in that building to shift to someplace else. Rent at that time was extremely high and therefore, changing the apartment is not an easy task. All the members of the building were taken back and could not believe the reality. I lived with my mother and that time and we did not have many resources at our disposal. Changing the apartment and getting into a new agreement seemed a tedious task. Hence, as an individual I was deeply affected by the situation and went through an emotional rollercoaster. Nothing seemed right and the hunt of the new apartment with all eminent facilities loomed over. However, a few days the members of the building got together and started hunting for apartment. We started hunting and finally got a building with 15 apartments in a commonl y agreed preferred location. The rent rates were almost the same as previous and the locality was far better. We soon shifted to our new apartment and celebrated our success. The theory of transition and its application on the personal experience. This theory was developed in 1984, and refined over the last few years. This model of transition is extremely relevant when understanding the difficulties during a transformation. Schlossberg`s model throws light on the emotional roller coaster experienced by humans when going through a huge change in life (Hornstein 2015). In the theory, the first emotion felt is denial. In the personal experience, also no one in the building could grasp the fact that they would have to change their apartments. They were in a state of all. Followed by denial is a period of fear, anxiety, shock and stress. In these stages, the person is hit by the reality and tends to become depressed. In the experience shared, after the reality skunked, I was faced by anxiety and fear as to the uncertainly that lied in the future. The person is surrounded by confusion and often finds himself lost. In the experience, we all felt confused as to how will be able to proceed with things and what could be the next best alternative course of action (Linkedin.com 2017). Once the person starts believing that there is an alternative course of action then the curve starts to go up again. In our case once, we accepted the situation and the confusion stage crept in, that was our u-turn. We started to look up for new apartments, finalize the deals, and get a lawyer. This period is full of impatience and hope that things will be able to work out better (Auguste 2013). We tried to cope up with the transformation and started looking out for new and better ways to shift to another building. However, as experienced, not everyone in the building was in the same phase and their transformation took place at different stages. In the transition theory, when the stress and the fear subside, it is replaced by enthusiasm to take up new opportunities. Once the enthusiasm takes, place things start working accordingly. In the experience, we reached at the enthusiasm space when we found our desired apartment and we slowly started shifting our goods (Griffin and Gilbert 2015). Hence, although this change takes place slowly, a person transfers from denial to enthusiasm.( Refer to Figure 1 in the Appendix). However, it does not always work like this for everyone, everyone has a different pace in this change and sometimes some people are stuck in a particular phase thereby not being able to make the transformation change. Kotler`s 8 step change model The 8-step change model as suggested by Kotler also focuses on the various changes that take place with respect to a particular individual or a company. The first step is Creating Urgency. In this case, since the whole company wants it there will be a need to do it fast. This helps to spark the initial motivation and helps to get the things moving. The next step involves formation of a strong coalition where the change has to be lead. Without leadership, these changes will not be adaptable. A roper team needs to be built up and it must be identified who can lead this endeavor (Appelbaum et al. 2012). Creation of a vision is extremely important. Without a vision, there will be no direction. All relevant ideas and concepts need to be linked to a vision that is easy to remember and grasp (YouTube 2017). The vision that has been created needs to be communicated to the various stakeholders. They need to buy and accept the vision. Various mediums can be used to communicate it but it should be understood that .. The obstacles that are on the path need to be removed. There will be certain barriers to the change and it must be seen to it that there must be a continuous evaluation and barriers should be removed for the achievement of goals. In order to motivate the employee short term goals need to be kept and victory needs to be celebrated at this level (Ceptureanu 2015). These quick wins however are only instigation to the achievement of a larger goal. The change that has been started needs to be built upon and to serve as a foundation f a huge victory. If someone wants to make sure that the changes last long in the firm, then the company needs to make sure that these changes are instilled in the corporate culture of the firm. Comparing Mark Mueller-Eberstein with that of Kotler The five winning steps to drive change according to Mark Mueller-Eberstein : Vision- A company needs to have a clear and crisp vision (Pollack and Pollack 2015). Clarify Impact- The transparency on the impact should be there on both happening and non-happening of the event. Communicate- is the key to engage and motivate the employees Team work- Teamwork is the key to success and accomplishment of goals. Lead: Celebrate the victories and lead the organization towards succes Kotler Mark Mueller-Eberstein Create Urgency Clarify the impact Powerful Coalition Teamwork Vision Vision Communicate the Vision Communication Remove Obstacles Clarify the impact Creating short-term wins LEAD Build on the Change Anchor changes in corporate culture Comparing Kotler with Mark Mueller-Eberstein Hence it can be observed that, success keys are very similar to Kotler`s 8 steps to change. Change has been defined as the only constant and thus people and organizations must accept the change gracefully. References Appelbaum, S.H., Hibachi, S., Malo, J.L. and Shafiq, H., 2012. Back to the future: revisiting Kotter's 1996 change model.Journal of Management Development,31(8), pp.764-782. Auguste, J., 2013. Applying Kotters 8-step process for leading change to the digital transformation of an orthopedic surgical practice group in Toronto, Canada.J Health Med Informat,4(3). Ceptureanu, E.G., 2015. Research regarding change management tools on EU SMEs.Business Excellence and Management Review,5(2), pp.28-32. Griffin, K.A. and Gilbert, C.K., 2015. Better transitions for troops: An application of Schlossberg's transition framework to analyses of barriers and institutional support structures for student veterans.The Journal of Higher Education,86(1), pp.71-97. Hornstein, H.A., 2015. The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), pp.291-298. Linkedin.com., 2017. [online] Available at: https://www.linkedin.com/pulse/20141126034320-1009730-why-is-change-is-so-hard-lead-and-be-the-change-in-5-simple-steps [Accessed 24 Nov. 2017]. Pollack, J. and Pollack, R., 2015. Using Kotters eight stage process to manage an organisational change program: Presentation and practice.Systemic Practice and Action Research,28(1), pp.51-66. YouTube, .2017.Lead and be the change: Mark Mueller-Eberstein at TEDxRainier. [online] Available at: https://www.youtube.com/watch?v=yv-QiSvuLLM [Accessed 24 Nov. 2017].