Related Change

I chose to link the document "Save the Great Ryan" to the "gate" of Miloslav Holb and "the murder of Arkroid in Flaco" by stimulating the brochure. I associate these texts with the text "Save the Great Ryan" which is similar to the "gate". Because they talk about world, perspective, and self change. Save the private ryan to cope with the real change, the impact it creates and the regret of the change, the door deals with the regret of resistance to change, the benefit of change, and the fact that it does not change.

These three changes help to understand the cause of stress accompanying change. Understanding these causes is the key to responding to change. Let's see. Uncertainty is the cause of pressure related to change. The change brings uncertainty. Uncertainty causes concern. Anxiety brings pressure. Uncertainty, whatever the cause of stress, is a factor of change. Another cause of pressure related to change is loss sense accompanying change. Again, almost all changes apply. The change means old loss whatever it is old. For example, when I moved from the University of Ohio to the University of Central Florida, even if I began to change, I had a feeling of loss. The overall change is positive, but I am sorry that OU friends and students are gone. (The same thing happens every time you move.)

Obviously, change and loss are related. Most changes result in some form of loss, loss itself is a form of change. However, the difference between change and loss is worth retaining. Perhaps the biggest difference is that change can open up new possibilities. Therefore, in some cases, we may welcome changes or be excited. I know the people who succeeded in change. Loss is not so. Nobody knows who succeeded because of the failure. When I was a pastor, it took me a while to realize this difference. For example, when new hymns resist songs, I think in most cases I will resist change. After all, we have not heard that the last seven words of the church "have ever done this" before.

A theory dealing with resistance to change related to this concept. The terms are not clearly questioned, but by changing the way organizations observe resistance, the change makes it possible to become an opportunity rather than just a potential threat. Changes are a challenging issue for all affected people, but it also brings new possibilities. The fate of the organization is determined by how business managers respond to employee resistance. For example, the sense of confusion, which is usually questioned constantly by management and employees, usually means that adequate information has not been provided. This can be an opportunity to provide more information to employees, such as reconfirming the overall picture and why companies are making so much effort to redefine corporate culture. This is also a good opportunity to ensure that management takes time to solve problems.