TEACHING A CATERPILLAR TO FLY
REQUIREMENTS IN ADMINISTRATIVE PROCESS IN NURSING
A TERM PAPER PRESENTED TO THE
FACULTY OF GRADUATE SCHOOL
PHILIPPINE WOMEN’S UNIVERSITY
IN PARTIAL FULFILLMENT OF THE REQUIREMENTS
FOR THE DEGREE OF MASTERS IN
DR. JERRY MANLAPAZ
NINA RACHEL REYES, RN
As what Andy Warhol had stated, “They always say time changes things, but you actually have to change them yourself.” Change is an inevitable thing in this fast track world and it is also one of the hardest to deal with. Most of the people refuse to change and/or are not willing to embrace change as it comes. We should realize that we are lucky that life presents us endless chances to learn about change. One moment we are stuck in a moment and the next moment our life is moving at headlong speed. When life is stuck, we yearn for changes. When life is out of control, we desire that things will stay the same. But life is a long process and the only thing that will keep us steady is change. If change is already hard, there is a harder thing about change itself and it is effecting change. Influencing others to change towards a more meaningful and fruitful journey is really a challenge for everyone. One will find it difficult to effect change especially in an organization because one will not only deal with one mind but a hundreds or even thousands different, complex minds. The managers have to seek ways and strategies on how to commit his subordinates to the plans that he wants to take place. But for change to take effect for everyone, all must realize and embrace the fact that change is important and personal growth goes hand in hand with it. The perfect illustration of effecting change to an organization is teaching a caterpillar to fly. Caterpillar, maybe one time in its life, believes that it will never fly like a butterfly; that it is not capable to be one. It believes that it is a tedious process to undergo to be a butterfly. But like the creator who believes that caterpillar will transform and will fly eventually and he guides it in its metamorphosis; the managers of the organization should be as patient as possible and should be so dedicated in influencing others to positively change. One of the problems with change is it normally follow a process from shock and surprise to denial and refusal to rational understanding to emotional acceptance to exercising and learning to realization and integration. The administration should accept this fact and should be patient to its workers and firm with the change that they want to apply. In order to successfully bring transformation we need to sail out to all the four areas to consider regarding change. Planning to Change
When the organization has decided what to change inside of it, they have to consider how the employees will react to it or how they will respond with the changes that will occur. People undergo through a cycle of change and vary in length in their stay on a particular stage. The transition curve is the model adapted by Adams that shows the different stages that people undergo in the process of change. Phase One: Shock
This first phase describes the first reaction that a person will have once change is introduced. It may be due to a difference in the way in which the individual manager believes might things be and the way they actually are. This may lead to a drop in the confidence level of the employees in the organization. Phase Two: Denial
Following the shock phase is the denial phase where in people are trying to avoid the inevitable. They make their own conclusions about the new situations to avoid dissonance that w as felt in the first stage. Those people who are very resistant to change may be stuck up in this stage; they are unable to embrace a different view of themselves and the need to change. Phase Three: Awareness
This is the part where in the people start to accept the need for...
References: 1. Pendlebury, J., Gouard, B., Meston, F. (2008). Ten Keys to Successfully Change Management.New York:Wiley.
2. Kesterson, R., Broome, S. (2005).The Three Islands of Change. Retrieved April 19, 2010, from http://www.asaecenter.org/PublicationsResources/AMMagArticleDetail.cfm?ItemNumber=11878
3. Kotter, P.J.(2007). Leading Change.[The Test of Leaders]. Harward Business Review.
4. Fiedler, S.(2010). Internation Journal of Project Management. Managing resistance in an organizational transformation: A case study of a mobile operator company, (28), 370- 383.
5. Kotter, P. J., Schlesinger, A.L.(2008).Choosing Strategies for Change. Harward Business Review.
6. Managing Change at Work (2006), Cynthia D. Scott & Dennis T. Jaffe. Crisp Publications.
7. Managing Change and Making it Stick (2008), Roger Plant. Gower Publications.
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