Fear of change
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People resist organizational change for several reasons: 1. Fear of losing jobs - Workers fear that changes may eliminate their jobs or cut prices/investments. 2. Fear of losing power - Managers resist change due to concerns about losing influence and reputation. Successful current models threaten their authority. 3. Fear of failing - The fear of failure prevents organizations from adapting to change.
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The document discusses how design thinking teams use observation and questioning to understand user needs. It provides examples of teams that observed expectant mothers to understand their need for community, and observed and questioned people involved in food preparation and delivery for the elderly to understand poor nutrition. The document also discusses how ideas are developed to meet user needs, such as brainstorming, and how ideas are tested, including testing classroom furniture arrangements, bringing in a chef to inspire kitchen staff, and testing prototypes with intended users to gather feedback.
Democracy
Democracy is a system of government where power is held by elected representatives or directly by the people. It is based on principles of freedom, equality, and power held by the consent of the majority. Several 18th century philosophers helped establish pro-democracy principles like freedom of press, religious liberty, and universal suffrage. Laws and technologies can help strengthen democracy by increasing voter participation, transparency in political funding and spending, and giving citizens a more direct role in the political process through initiatives and civic participation online and offline.
Questions to find your purpose
The document provides questions to help the reader identify their purpose and values. It includes questions about goals, talents, values, life stories, and how to serve others. Key questions are about the reader's most important goal, top values, what they were put on earth to do or teach, their talents, and what people they help really need. The purpose is to guide self-reflection on finding one's calling and how to best contribute to the world.
Thankfulness exercises
The document outlines seven exercises to cultivate thankfulness. Exercise 1 has the reader reflect on what they are proud of accomplishing that week. Exercise 2 encourages telling people what you appreciate about them. Exercise 3 suggests making a thank you box to write notes of gratitude. Exercise 4 is writing thank you notes on place cards for dinner guests. Exercise 5 proposes writing a thank you letter to someone never properly thanked. Exercise 6 asks identifying the top 10 people responsible for your success and thanking them. Exercise 7 recommends taking a thought walk focusing on appreciated sounds and sights.
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一比一原版(mizzou毕业证书)美国密苏里大学毕业证如何办理
原版一模一样【微信：741003700 】【(mizzou毕业证书)美国密苏里大学毕业证成绩单】【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
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Covey says most people look for quick fixes. They see a big success and want to know how he did it, believing (and hoping) they can do the same following a quick bullet list.
But real change, the author says, comes not from the outside in, but from the inside out. And the most fundamental way of changing yourself is through a paradigm shift.
That paradigm shift is a new way of looking at the world. The 7 Habits of Highly Effective People presents an approach to effectiveness based on character and principles.
The first three habits indeed deal with yourself because it all starts with you. The first three habits move you from dependence from the world to the independence of making your own world.
Habits 4, 5 and 6 are about people and relationships. The will move you from independence to interdependence. Such, cooperating to achieve more than you could have by yourself.
The last habit, habit number 7, focuses on continuous growth and improvement.
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Fear of change
- 2. # 1 Fear of losing jobs
- 3. When John Kay invented the flying shuttle, it was considered such a threat to labor that weavers mobbed him and destroyed the mold. http://smart.dke.univie.ac.at/c/document_library/get_file?uuid=24b4e418-5e15-403b-9cca-82ffc777bc2b&groupId=10136
- 4. http://www.uthscsa.edu/gme/documents/chiefres/Change%20Leadership/Top%20reasons%20for%20change%20resistance.pdf http://www.change-management.com/Top-5-reasons-employees-resist%20v9.pdf When people feel that a business change is a threat to their job security, that the change will eliminate the need for their job, they will resist change.
- 5. People are more concerned about the risk of loss than they are excited by the prospect of gain. http://www.mckinsey.com/business-functions/strategy-and-corporate-finance/our-insights/hidden-flaws-in-strategy
- 6. Change is resisted because it can hurt. When new technologies displace old ones, jobs can be lost, prices can be cut, investments can be wiped out. Rosabeth Moth Kanter https://hbr.org/2012/09/ten-reasons-people-resist-chang.html
- 7. # 2 Fear of losing power
- 8. http://www.uthscsa.edu/gme/documents/chiefres/Change%20Leadership/Top%20reasons%20for%20change%20resistance.pdf The # 1 reason why managers resist change is the fear of losing power.
- 9. There is considerable revenue associated with the current successful model. Careers have been built on its growth. Any change to a new model threatens those revenues and those reputations. Paul Sloane http://www.business2community.com/strategy/success-enemy-innovation-0978796#rowpvQP5GZUisLWO.97
- 10. People sometimes resist organizational change to save face. If they go along with the change, they think it would mean that they would admit that some of their previous decisions or beliefs were wrong. https://hbr.org/2008/07/choosing-strategies-for-change
- 11. A major reason people resist organizational change is that they think they will lose something of value as a result. People focus on their own best interests and not on those of the total organization. https://hbr.org/2008/07/choosing-strategies-for-change
- 13. # 3 Fear of failing
- 14. Sources http://www.mixhackathon.org/hackathon/contribution/fear-failure-hrs-role http://www.mixhackathon.org/hackathon/contribution/12-enemies-organizational-adaptability Fear of failure is one of the root causes of organizations’ inability to adapt.
- 15. # 4 Fear of stress
- 16. http://www.uthscsa.edu/gme/documents/chiefres/Change%20Leadership/Top%20reasons%20for%20change%20resistance.pdf When people feel that a certain change requires that they work more than they do now – and already now work under high pressure – they will resist change.