The author William Bridges explains how the changes that occur in our lead to internal changes and how we transition to these changes. Changes are occurrences that an individual has no control of completely. Events such as the death of loved ones, pandemics, terrorist attacks and loss of a job lead to change, thus psychological transitions to adapt to the new changes. Any change affects people’s lives significantly. The effects of these changes are often profound, especially before one transit from one state to another. Such events lead to changes such as moving of residential places, emotional state and social interaction norm. An incident such as the death of a person requires one to grieve, accepting the loss of a loved one to go through different stages of grieving. Each step of grieving shows that one transits from one level to the other emotionally and psychologically. Change does not internally affect a person, but the transitions do. The author uses the statement, “it isn’t the changes that do you in”.
Managing change in an organization helps influence the attitudes of the workers to some extent. How the management controls and manages changes in policies or organizational structure determines the kind of attitudes the employees will have. Poor management of change in an organization promotes disrespect and conflict among the workers and also the managers.
One of the reasons that make an organizational change difficult is;
Lack of involving the employees in the change process. Employees are fundamental for the success of any organization in the market. Making changes in the organization without affecting the employees shows disregard of their importance in the organization. Any disregard of the employee’s importance to the organization leads to the disloyalty of the employees to the organization and its management. It is of paramount importance to work as a team between the organization management and the employees. Managers involving the employees in significant changes that the organization uses promotes teamwork and collective responsibility and sets a common goal.
(2). Lack of proper knowledge and understanding of the impact of change in the organization. An organization’s management should completely understand the risks and profits that come with each change. It enables an organization to fully equip itself and provide the appropriate support and communication to the employees. Doing this makes it easy for the organization to go through changes without negatively affecting its attitudes.
The author Bridges describes the neutral zone as a period of ‘ letting go of what was , navigating through a time of uncertainty and accepting new beginnings’.
I had started my online business of selling cosmetic products in 2019. The company had just begun generating enough income to cover the cost of expenses. However, the global pandemic hit in 2020, and I was forced to close down my online store as I could not afford to pay my suppliers and make deliveries on time for my customers. I had to get an alternative source of income which was to seek employment somewhere else. I was not deciding to close the online store as I was unsure whether it was temporary or permanent. The transition from being one’s boss and working from home to an employee who had to go to work was challenging in the first two weeks. With time, however, I embraced my new piece of place and new life of being employed.
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