Paper Writing Service - HelpWriting.net 👈 ✅ Quality You get an original and high-quality paper based on extensive research. The completed work will be correctly formatted, referenced and tailored to your level of study. ✅ Confidentiality We value your privacy. We do not disclose your personal information to any third party without your consent. Your payment data is also safely handled as you process the payment through a secured and verified payment processor. ✅ Originality Every single order we deliver is written from scratch according to your instructions. We have zero tolerance for plagiarism, so all completed papers are unique and checked for plagiarism using a leading plagiarism detector. ✅ On-time delivery We strive to deliver quality custom written papers before the deadline. That's why you don't have to worry about missing the deadline for submitting your assignment. ✅ Free revisions You can ask to revise your paper as many times as you need until you're completely satisfied with the result. Provide notes about what needs to be changed, and we'll change it right away. ✅ 24/7 Support From answering simple questions to solving any possible issues, we're always here to help you in chat and on the phone. We've got you covered at any time, day or night. William Bridges Transition Model Managing Transitions by William Bridges is a well constructed text written on Change Management. Bridges begins by expressing the clear distinction between change and transition , with emphasis that change and transition are not interchangeable terms, but completely separate processes. The concept, according to Bridges, is simple: Change is situational, it is eventful, visible and tangible. Change is the WHAT. Transition is psychological, a continuous process that happens over a span of time, it is internalized by people. Transition is the HOW. Transition is internal, it is what happens to the person mentally as they process the change. Change is situational: the move to a new site, the retirement of a founder, the reorganization of the roles on the team, the revisions to the pension plan. Transition is psychological: a three phase process people go through as they internalize and come to terms with the details of the new situation that the change brings about. Bridges says that these phases have no sequential order of occurrence and the people will go through transition at their own pace. It is not uncommon for an organization to be in more than one phase in the transition process at a given time. This simply depends on how each team has handled the change, some people may have already started the Neutral Zone while others are still lagging behind in the Ending phase. Bridges Transition Model is illustrated in figure 1.1. Figure 1.1 (photo credit: Get more content on HelpWriting.net

1. William Bridges Transition Model
Managing Transitions by William Bridges is a well–constructed text written on Change
Management. Bridges begins by expressing the clear distinction between "change" and "transition",
with emphasis that change and transition are not interchangeable terms, but completely separate
processes. The concept, according to Bridges, is simple: Change is situational, it is eventful, visible
and tangible. Change is the WHAT. Transition is psychological, a continuous process that happens
over a span of time, it is internalized by people. Transition is the HOW. Transition is internal, it is
what happens to the person mentally as they process the change.
"Change is situational: the move to a new site, the retirement of a founder, the reorganization of the
roles on the team, the revisions to the pension plan."
"Transition is psychological: a three–phase process people go through as they internalize and come to
terms with the details of the new situation that the change brings about."
Bridges says that these phases have no sequential order of occurrence and the people will go
through transition at their own pace. It is not uncommon for an organization to be in more than one
phase in the transition process at a given time. This simply depends on how each team has handled
the change, some people may have already started the Neutral Zone while others are still lagging
behind in the Ending phase. Bridges' Transition Model is illustrated in figure 1.1.
Figure 1.1 (photo credit:
Get more content on HelpWriting.net