Change is usually inevitable

Change is usually inevitable

Change is usually inevitable. In an organizational setup, change only occurs when the forces that promote it overcome those that resist. The need to adopt change in an organization often conflicts with the member’s security. As such, most of the staff tend to resist change. However, as highlighted by my colleague, the application of the theories and frameworks ensures that the change process is supported adequately to build a healthy work environment. While initiating the change, the leader effectively communicates the change while also considering the opinions and doubts of others.

Lewin’s theory of change is adequately suited to address the team members’ concerns and enhance collaboration. As highlighted, the unfreezing stage will ensure that the committee members find a new method of letting go of the old practice that was unproductive (Im & Ju Chang, 2012). In the change stage, the members’ thoughts, feelings, and behaviors will be transformed to suit a new order that promotes understanding, collaboration, and coordination. Lastly, the freezing stage ensures that the change becomes the new habit of the committee.

References

Im, E., & Ju Chang, S. (2012). Current Trends in Nursing Theories. Journal of Nursing Scholarship, 44(2), 156-164. doi: 10.1111/j.1547-5069.2012.01440.x