I Need Motivation Theories

Feelings are also an important part of the change process and act as the gatekeeper through which our thoughts must pass before action is taken. After determining how much our values and needs have been met, we are now ready to make a decision. The success of the decision will depend largely on whether our needs have been met satisfactorily. There are other reasons why we resist change. We may feel that there is no need for the change, that it is too risky, or that the process is being handled poorly, and so we have no confidence in it. There may also be a lack of trust in the process itself, especially if the change goes against our values. Therefore, it is important that trust in the process be established first, before any change can be accepted.

In a business setting, if the vision that is directing the change is made clear and all concerned are actively participating in the process, then even the more reluctant individuals will be encouraged to get on board. This will then be the momentum needed to carry the change process through to completion, ultimately creating a feeling of camaraderie and purpose. After our values and needs have been satisfied, adding one more element to the mix could solidify our acceptance of change. That element is humour. Change has the ability to create stress and conflict. Conversely, shared humour among employees has the ability to create camaraderie, build team-spirit, while improving mental flexibility. The leader with a humorous outlook who promotes a "light" atmosphere in the workplace will find it easier to implement change than will an authoritarian leader. Humour helps us look at issues from a different perspective and opens our minds to new ways of doing things.

The CEO of a computer company saw the need to introduce a new computer operating system in his company. He was aware that the change could cause stress and resistance among the employees. So to help ease the resistance, he decided to have a contest. The employees were asked to post humorous computer cartoons on bulletin boards. He offered prizes for the best cartoons, and it wasn’t long before the bulletin boards were filled. He then chose some of the more humorous and easy-going people in the company to train their fellow employees in the new system. At the end of the training period a barbecue was held to celebrate their accomplishment, and with it the promised prizes. These activities, seasoned with generous amounts of humour, helped make the company’s adjustment to change a qualified success.

In conclusion, the motivation for accepting or resisting change involves facts, beliefs, values, and our entire thinking process. Most importantly, however, if the transition to change is to be successful, consideration must be made to meeting our individual needs. Helping ourselves and others adapt to change can be a challenge, but by everyone participating in the process and all "lightening up," change will be more easily accepted even as we embrace the inevitable.

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