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Behaviour change and sustainability - Assignment Example

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Change space can be simply referred to a change environment under which individuals, teams, and organisation are shifted or transformed from a current state to a pre-planned future state on the basis of a well structured change approach.
2. As Lunenburg (2010) points out,…
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Download file to see previous pages In other words, thoughtful and strategic tactics have to be applied to different individual for developing an effective behaviour change.
5. Innovators, early adopters, early majority, late majority, and laggards are the main personality types within the Individual Innovativeness model. Innovators are willing to take risk and devote money and time to execute a new idea, whereas early adopters always tend to be esteemed group leaders. Early majority represents careful individuals unwilling to take initiative or risk time and other resources, while late majority constitutes people who are resistant to any kind of change. Finally, laggards are individuals having consistency in resisting change. Innovators constitute 2.5%, early adopters 13.5%, early majority 34%, late majority 34%, and laggards 16% of the general population.
6. Knowledge, persuasion, decision, implementation, and confirmation are the five steps in the process of diffusion. Under the knowledge phase, a person begins to learn about a new innovation while he develops attitudes through interactions during the persuasion stage. In the decision stage, the person tends to gather additional information and finally arrives at a decision. The individual attempts regular use and seeks more information during the implementation step. Under the confirmation phase, continuation of use is approved or refused on the basis of benefits or drawbacks collected.
7. Employees, line-mangers, and management teams are the major groups in an organisation. With limited resources and time, the apex level management team is most responsive or fertile for beginning the adoption of a change. Organisational studies indicate that top management teams’ support for change is approximately 100% since their outcome expectation is higher. Moreover, management teams would be more concerned with organisational ...Download file to see next pagesRead More
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