In every organization there will be change, well hopefully if the company is growing. Change is inevitable and even necessary for the survival of organizations (DuFrene & Lehman, 2014). The thing about is that some people fear change and it is the responsibility of the leadership to help aide in the transition process. Some people are fearful of change and it makes them uncomfortable and some people welcome change with open arms. Change happens in individuals’ personal lives and in work environments, so how people manage change is vitally important. Personal life changes can be adapting to a new phone, a new relationship, an addition to the family, changing a person’s wardrobe or hair, etc.. Changes be something minor or it can be a major life change. Work environment changes can include a new job, a new position/promotion, new software/system, new products/services and new coworkers. Frandsen & Johansen (2011) state that “employees often perceive periods of change—no matter how warranted or beneficial—as crises, exhibiting both cognitive and emotional reactions, including feelings of insecurity and uncertainty, even fear, chaos, stress, betrayal, grief, and anger” (as cited by DuFrene and Lehman, 2014)). What are some factors that bring about change? There are external forces for change include demographic characteristics, technological advancements, shareholder, customer, market changes and social/political pressures (Kinicki & Fugate, 2016). Internal forces for change are human resource problems/prospects and managerial behavior decisions (Kinicki & Fugate, 2016). There are many things that bring about change and there will continue to be. Scripture tells us “Be strong and courageous. Do not be afraid or terrified because of them, for the Lord your God goes with you; he will never leave you nor forsake you.” (Deuteronomy 31:6, New International Version). We should ...
