Change is important to people because the world and most of the people are changing. If people do not take attention of it and refuse to change, they will be eliminated by the world. People who are fear or hesitate to change must try to step out and start to change now. People can overcome their fear of change by 3 steps; first, they must find out and confront the issues that cause them afraid of change. Then, keep your mind to think the opportunities instead of threat. After that, move on against the fear.
In addition, managers must be patient to people in order for people have enough time to make any adjustment for them to adapt new things successfully. Listen to employees and counsels them with ease. To be succeeding in change, managers have to take a lot of issues into consideration. It may be hard for managers to implement change, but here are some suggestions to managers to implement change successfully. First of all, managers should have a good planning of change before they carry out. Queensland government (n. ) pointed out that successfully managing the complexity of change is virtually impossible without a robust plan that is supported by strong project management. Planning is help manager to be aware of what they want to achieve and how they going to achieve it. Secondly, managers should encourage participate. When anticipating making a change, get the team members who will be affected by that change involved early on, find out what make them afraid of change and find out the way to overcome their fear to support change (Stark, 2010). The key to change is to let go the fear—Rosanne Cash (Rick, 2011).
To let go people’s fear, managers should often remind people that they are a team and nobody is alone. Managers should also let people understand clearly why they need to change; many people will resist change unless they see that the change is urgently needed and remind them the positive consequences of being change. Then, managers must be able to listen to people’s suggestion. When managers want to apply change, they should not only announce to the people. When managers intending to introduce change, the planning process should involve input from the workforce on the best way to implement the change. People ill be far more committed to the change if they see that their perceptions have been considered and with a sense of ‘ownership’ over ideas and concepts, they will embrace the change with open arms (Future prospect, n. d). Beside that, managers have to monitor the progress over time and make adjustment as necessary (Hamlin, 2011). Managers must make sure that all the activities are helping the team change effectively otherwise, it is wasting time for people to put so much effort on activities that are not helping them to change. It will make people feel tired for changing and then lose the interest and motivation to involve in change. mployees’ right and control (Davidson et al. , 2009, p. 38). If managers change without consider politic, it may lead people hesitate of change. Thus, causes failure in change. Most of the authors agree that management is connected to another field, because in order for a manager to has a good management. Manager must understand from environment to human resources. Not only those fields which are mentioned above need to be considered, managers also need to consider about the philosophy, psychology and also anthropology According to American Society of Mechanical Engineers (Karmarkar, 2012, p. 1), “Management is the art and science of preparing, organizing and directing human efforts to control the forces and utilize the material of nature for the benefit of men. ” It is consider as science because management problems can be approached in ways that are rational, logical, objective and systematic. Then, it also called as art because although managers try to be scientific as possible but they must make decision and solve problems on the basis of intuition, experience, instinct and personal insights (Davidson, Simon, Woods, Griffin, 2009, p. 21).
Thus, people hesitate of change is not an issue that warrants examination only in the study of management, it also in science and art field. Management science has to learn from other fields in order to understand of what people do and why they do it. One of the fields can management learn from is Sociology (Management’s connection to other field of study for principles of management, 2008). Sociology is the study of people in relationship to their fellow human beings (Robbins et al. , 2011, p. 16). The problem of sociology that link to managers is the society changes such as globalisation and cultural diversity.
During the days organisation is changing towards globalization, people who are lack of confidence to change in order to compete with others will hesitate to change. Further, different culture have different attitude in their work. For an example, traditional Chinese will think that changing company bring them risk or uncertainty. In general, managers mostly need to understand the affect of social forces in any consideration of management in that society (Davidson et al. , 2009, p. 37). Further, managers have to look into economics.
Economics is concerned with the allocation and distribution of scarce resources (Robbins et al. , 2011, p. 16). Economic system and economic conditions are associated in management. During bad economic conditions such as economy recession or depression, most of the people are not dare to involve in any change because they will worry that they loss what they already hold in hand in this suffer period. Thus, managers have to look into the economic condition of that period to determine whether change can be done at that particular period and have an effective result in change.
In addition, the relevant field with management is political science. Political are the government institutions, attitudes and policies that affect business (Davidson et al. , 2009, p. 37). Specific topics concern to political scientists include structuring of conflict, allocating power and manipulating power for individual self interest (Robbins et al. , 2011, p. 16). Government nowadays is increasing aware to organisation’s moral and legal responsibility, this forces affect management theory in planning, organisational design, Robert F.
Kennedy once said, “About twenty percent of the people are against any change. ” (Stark, 2010) Why people are so afraid of change? By reading the text, the reason that individuals dislike to change is because it will replaces the known with uncertainty, it requires people to do things out of habit, people fear of losing, disagreement with the necessity to change and limited tolerance for change (Robbins, DeCenzo, Coulter, Woods, 2011, p. 193). Besides all these causes, there are more reason about why individuals dislike or afraid of change.
First of all, an individual may against towards all new things (Frank Calberg Service, 2007). For an example an individual maybe complaining or refuse to learn new things. People who dislike learning or accepting new knowledge will give a lot of excuse to escape changing by saying that they have no time, no money to pay to attend courses or training (Redman, 2012). Secondly, people are self doubt (Pratt, 2012). Usually people who are self doubt mostly named themselves not good enough, not smart enough, boring, unattractive, and unlikeable, self doubt can lead them to get defensive (Fox, Sokol, 2009).
People who are in self doubt situation will defense themselves do not do others thing that they never try before because they don’t have enough confidence to change (Exposing fear of change, 2011). Further, individuals who are fear of change may because they afraid the bad experience in the past repeat in their life (Radwan, 2012). Individuals who had tried to change in their past but obtained a traumatic experience of change that haunts them will affect them feel so afraid of changing. However, Dr Swaim (2011) argued that people do not afraid of change.
He claimed that if people afraid of change then how to explain that there is a big changes in election victory of a little known junior senator form Illinious, Barack Hussein Obama, whose 2007based on the slogan “change we can believe in”. In addition, a psychologist and life coach Dr Suzy Green (n. d) also argued that most of the people find change is scary is just an excuse. She also claimed that individual makes excuse is because they has low confident or failure in past of changing.
Secondly, old habits of individuals is ingrained and it is hard to shake off the behaviors that been developed for a long time, she explained that the excuses people make when they are not ready to tackle their behaviors need to be turned around. The movie of The Queen focuses on individual’s change and it pointed out that change request individual to give up the comfortable ways of thinking and acting. Further, comfort zone is the external environment tends to be placid or at least changes are slow or predictable and it has the ability to change (Jarret, 2009, p. 44). In another word, individual is required to give up the habits they used to be in daily life. For individual to leave their comfort zone is sounds scary to them because it will make them feel anxious (Pawlik-Kienlen, 2007). Individual will feel anxious because they afraid of failure, afraid of new things, fear of criticism and fear of discomfort (O’Callahan, 2012). In addition, Jeffery Schwartz and Sharon Begley in the article claimed that it is hard near the core of brain if habits that a person form by training and experience.
Further, brain use intense energy in processing new material, this process enquiry brain to work hard to match new material. Chris Berdik (2012) agrees by saying that evaluating every new experience in detail would be tough on our brains and it would hog energy and attention that could be better used elsewhere. Furthermore, accept new things require forming new connections within the brain, which results in greater conscious effort and attention on our part People need to do their work by writing down everything but nowadays everyone is using a computer or laptop to help them finish all theirs works without any delays.
Further, nowadays more companies are trying to be globalisation instead of doing business within own country to earn more profit and individual who working in that particular company gets higher salary and maybe get a chance to fly. All these changes to people in an organisation are easily to be seen and it seems like bringing them a lot of benefits. So, is it can be concluded that changing is easy to be achieved for an individual and they love to change without any hesitate? It cannot be judged shallowly, we have to look deep inside before making a conclusion. A deeper discussion will be presented in the following literary works.