Creating Sustainable Change – How to create and sustain change?
February 12, 2025
The need for program evaluation and monitoring Though the non-profits sector is not a sector where each pie of money spent needs to be accounted for under the law, nonetheless, since donor funds are involved, there is a need to evaluate the programs and monitor them for leakages and fraud or even for the simple […]
Workplace violence is easily the most misunderstood concept in the contemporary organizational context. This is because the term is misleading and whenever one mentions workplace violence, we conjure images of rioting and destruction as happened recently in the Maruti plant in Manesar, India or the Foxconn facilities in China. However, without discounting these incidents as […]
An individual needs to possess certain skills for effective managerial communication. Let us go through various skills required for effective managerial communication: Body Language and overall personality of an individual play an essential role in effective communication. It is essential for managers to express their thoughts in a positive way. Remember shouting at team members […]
A set up where individuals from different backgrounds, educational qualifications and varied interests come together on a common platform to achieve certain objectives is called an organization. What is leadership ? The art of managing the employees and extracting the best out of them refers to leadership. Employees should not treat their work as a […]
Credit rating is an important and almost central part of the overall credit risk management function in any organization. Every major organization around the world has implemented credit rating in some form. In many companies, credit rating has been overtaken by credit scoring. Instead of providing a rough range about the creditworthiness of a prospective […]
This model of change is one of the unique models of change as propounded by Cynthia Scott & Dennis Jaffe in their article ‘Survive and Thrive in Times of Change’.
The model derives its inspiration from the work of Elisabeth Kubler-Ross, in which she highlighted through her research the ways in which people coped with tragedies, grief or sorrow and based on her investigation she identified five stages of grief:
In a similar manner, Scott and Jaffe described the entire psychological process and how individuals respond to change.
The key highlights of this model havebeen given below:
As per Scott and Jaffe, we all transition through 4 stages of change:
The resistance is usually exhibited through emotional upsurges in the form of anger, frustration, anxiety, fear of the unknown and sometimes voice it out by opposing the change vociferously.
It is during this stage when the organization witnesses a loss in productivity as well as the overall stability in the business environment due to this resistance.
This stage is very sensitive and tentative as for any wrong step taken people may once again revert to the resistance stage of change.
It is very important that commitment towards the change can be established by backing it up with appropriate recognitions and clearly defining the Roles and Accountabilities of the employees.
The model of Change as propounded by Scott and Jaffe is regarded as a predictive model which is far from the reality. But the model can be considered as a vital framework for understanding the process of change and it provides crucial insights on how one can manage change successfully by minimizing the resistance.
Your email address will not be published. Required fields are marked *