Transitions Stability Versus Change Assignment Sample

Examining transition stability vs. change in personal and organizational contexts, focusing on theories and practical implications.

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Introduction Of Transitions Stability Versus Change Assignment

This study has developed inner thinking that transition introduces different changes that examine an effective and influential degree of transition in order to rank stability and consideration. Change and stability are interpreted as comparable to each additional and over-allocated time hierarchy. A procedure may be unmoving on a momentary time hierarchy but switch over a prolonged time scale. The influence of the life cycle creates a negative impact based on quantitative assessment based on the resources. The counseling procedures stages stick focused on engagement of counseling and assisted to explore those issues instantly that affect them. Encouragement to the client is based on practices and compassion.

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Description of Transition

One of the most important components of sustainability is involvement with a transition within the lifetime impact with customer issues. Companies that want to be more sustainable need to think about the complete lifecycle impact of their goods and services, from the sourcing of raw materials through the disposal at the end of their useful lives. This calls for a mentality change away from a linear "take-make-dispose" model and towards a circular economy that emphasizes resource efficiency and waste minimization. As per the observation of de Klerk (2023), companies must deal with customer difficulties to engage with this transformation effectively. Understanding customer requirements and expectations as well as adding environmental factors into product development is part of this. Businesses can interact with customers by educating them about the advantages of sustainable goods and services and highlighting the benefits of changing consumer behavior.

In general, dealing with the impact of transition on client issues throughout the lifespan necessitates a comprehensive strategy that takes into account environmental, social, and economic factors. As businesses traverse the complicated and dynamic sustainability landscape, it also calls for continual examination and change.

Discussion of the theory connected with the transition

One core theory about the transition in the personal lifecycle has created considerable positive and negative consequences that are associated with Erik Erikson's theory of physiological development. On the other hand, this theoretical characterization can be developed through resolving a personal experience and healthy development to occur. Jaskara & Permana (2022), have suggested that Assessment of developmental theory and observation are considered effective choices that suggest protective changes and accumulation in this present context. Moreover, the first stage of the lifecycle of the human cycle focused on development considering early childhood considering an age group of 18 to 25 years. Stages of individual growth and development can be also considered in this case for turning the changes according to the physiological tendencies from the development or maldevelopment respectively. On the other hand, identity versus confusion in an age group of 12 to 18 years.

Based on the Personal Reflection on Transition on Kubler transition model much more practices and cultures have raised multiple experiences and observations that provide multiple opportunities. Moreover, it also helps to get the transition change in the human lifecycle. We now have a much better knowledge of transition vs. change thanks to the current theory. As per the suggestion provided by Lukianov et al. (2020), following the psychological and emotional process people go through when they are faced with a significant shift in their lives, such as a career change, retirement, or the loss of a loved one, is referred to as transition. Following the need and demand of their development model in transition, William Bridges, Albert Bandura and Ludwuing Von have portrayed different made-up systems that create complex situations and differentiation through the entire system of transition in the organizational culture. The term "change," on the other hand, refers to the occurrence or circumstance that results in the transition.

The current school of thought places a strong emphasis on comprehending and dealing with the psychological and emotional aspects of transition. It emphasizes that for people to successfully navigate a transition, they must go through a process of letting go of the past and reorienting themselves to the current situation. This entails reinventing one's identity, recognizing and expressing feelings, and developing a new sense of purpose. The theory of Leck Ajzen suggests that the behavior of an individual in an organizational culture can be influenced by the growing culture and attitude in terms of different subjective control and operation of different missions and vision of the company. On the other hand, as per the suggestions followed by Chavan & Bhattacharya (2022), ignoring the internal transition process and concentrating only on the external components of change might result in challenges and setbacks. Thus, current thinking has given individuals and organizations use information and strategies for navigating transitions and adjusting to novel circumstances.

Following the transition model of "Elisabeth Kübler-Ross" it has five different stages consulting with multiple project operations and providing support to other consulting service approaches. Following the opinion of Corr (2020), turning points and transitions are two crucial ideas that are sometimes confused but have fundamental characteristics. An individual group or organization transitions from one condition or situation to another during a transitional period can be able to created changes. It is a long process with many stages that frequently necessitate adapting to changing situations. Turning points, on the other hand, are particular occurrences or situations that signify a substantial shift or change in direction. They can happen in the midst of a transition or a stable environment, and they frequently have a significant effect on the person or group going through them.

Depression of human beings has made multiple changes while there is a steady process of change throughout a transition, a turning point is more abrupt and dramatic. Both happy and negative experiences can occur at turning points, while both positive and negative events can occur throughout transitions. Additionally, Peña-Vargas et al. (2021), transitions may include a more passive adjustment to new circumstances, whereas turning points frequently involve a choice or action. Considering the overall discussion in a general sense it can proclaim that, being aware of the distinctions between turning points and transitions can assist people and organizations in navigating change more skillfully and making defensible choices during times of major shift.

Critical thinking about transition stability versus change

Following the description of changes in the personal lifecycle acceptance of the current situation it assisted to change human behavior and ability of a person with the situation and support that based on different strategies. This overall process depends on the 4s transition effect and development theory. In terms of the people and thinking of an individual most of the people at each level have played an influential role to interpret and support the overall circumstances. I have realized from the culture and discussion that, Depending on the situation and the individual's perspective, the transition can be conceptualized in a variety of ways. The Kubler-Ross grief model, which covers the phases of grief: "denial, anger, bargaining, depression, and acceptance", is one typical paradigm for comprehending transitions. On the other hand, Transition can be understood as a broader process of change and adaptation in which individuals must adjust to new situations and environments. As per the suggestions provided by El Soufi & See (2019), Learning new skills, forming new relationships, or letting go of old habits and ideas are all examples of this. The transition may be both a tough and exciting opportunity for personal growth and development in this sense.

On the other hand, following human behavior and nature I have supposed from the vantage point, the transition can be defined as the process of moving through these stages in reaction to a substantial change or loss, such as a job loss, divorce, or the death of a loved one. Individuals may experience a variety of feelings and behaviors at each stage, ranging from denial and disbelief to anger and sadness, before finally achieving acceptance and a sense of closure.

Moreover, I have realized that multiple fields also assisted to explore critical thinking and discussion that have played an influential role in describing the changes while considering key strengths and limitations of transition. As per the suggestions of Elmqvist et al. (2019), considering strengths and weaknesses in an organization must be considered through considering dissimilar activities and exploration that will need to consider changes to gain experience for people in the management. Additional fields have reviewed and tackled transition conceptualization in various ways. The developmental perspective, which emphasizes a linear progression through life stages, is one way to think about transition. Following this viewpoint's merit is that it provides a clear and intelligible paradigm for people to understand their life transitions. The drawback of this viewpoint is that it presupposes that everyone passes through the same stages in the same order, which may not be true for all people (Corr, 2020). Another approach to transition is the contextual perspective, which takes into account the social and cultural aspects that drive transitions.

On the other hand, Considering both strengths and weaknesses it must set a wide scale of opposition that portrays an influential role the strength of this viewpoint is that it recognizes the variety of transitional experiences and situations. The limitation of this viewpoint is that it may miss individual differences in how people experience and handle transitions. Apart from the above discussion, it can be concluded that the psychosocial approach, which focuses on the psychological and emotional components of changes, is a third conceptualization of transition. As per the opinion of Kaftandzieva (2021), the strength of this viewpoint is that it acknowledges the subjective experience of people going through transitions. The limitation of this perspective is that it may disregard the broader social and cultural elements that impact changes.

Based on "Kurt Lewin's Change Management Model" is considered a pertinent theory that supports a transitional argument. The three stages of transformation in this model are unfreezing transition and refreezing. In order to unfreeze people, it is necessary to make them feel unsatisfied with their existing circumstances. As people adapt to the new environment, the transition stage is characterized by bewilderment and ambiguity. Refreezing entails establishing the new situation and incorporating it into the organizational culture. As per the suggestions of Mahmud et al. (2022), other theoretical approaches and change management models are also required to adopt changes in model management and policy. However, a basic study conducted in 2020 by McKinsey & Company, which discovered that businesses that had already experienced digital transformation before the COVID-19 pandemic were better positioned to respond to the abrupt changes brought on by the pandemic, is a current finding that supports this idea. These businesses easily adapted to remote work and digital channels, in contrast to others that had not undergone digital transformation.

Following the different models and strategies developed in the above section have been explored to establish urgency and a forming collaboration it assisted to create changes in mission and opportunities for assembling a team and getting developed in a different community. This result lends credence to the idea that transitions particularly those involving digital transformation is essential for organizations to stay stable and change-resistant. It also emphasizes how crucial it is to initiate change before a crisis forces it rather than the opposite. As per the opinion of Crosby (2020), organizations may maintain their stability and success in the long run by utilizing Lewin's Change Management Model and actively working to transition to new technologies and ways of working.

The reflexivity discussion creates a working experience

In this section, I would like to explore the personal experience that has been gathered through the collection of multiple work experiences and the usage of multiple theories and processes to create changes according to the forum. My work time experiences and practice field have assisted me to learn multiple strategies and missions and visions for exploring cumulative ideas through supporting literature. However, the supporting literature can be able to create changes in difficulties and changes in transition through the adoption of a distinguishable strategy and development plans associated with the entire project.

Considering the overall project I have learned a lot of experience compared to the previous module that I played for. During my tenure as a project manager at a software development firm, I witnessed multiple instances where change management was required to assure the effective conclusion of a project. One such instance that comes to mind included a significant change in project scope midway through development. I can pinpoint the many stages that both myself and my team went through during this shift using Elisabeth Kubler-Ross' change management model. Hence, we had previously invested substantial time and resources in the original scope, there was initial denial and resistance to the modification. We moved into the investigation and acceptance stage after some discussion and analysis, as we recognised the potential benefits of the new course. Once we had fully embraced the change, we began to take action, adapting our plans and processes to align with the new scope. As per the study conducted by Saleem et al. (2019), throughout this process, we experienced a range of emotions, including frustration and anxiety; hence, ultimately we were able to successfully provide the project on time and within budget.

Understanding and summarizing the overall context based on the learning and development of the reflection paper has analyzed an effective introduction and conclusion. However, it can be justified that reflections are considered one of the influential and complex derivatives that are also able to create diverse effects and simulate changes. Consuming experience through the entire project can define that change in their belief and nevertheless in thinking processes considered and examine changes that are also able to proclaim a reflection in both of the self-management and existing experience in the organizational development.


Considering the study related to the change management of transition it has provided an in-depth experience and potentiality to understand the context and gain insight following the reflective model of "The Kubler-Ross grief model" It has incorporated multiple theories and concepts that have emphasized multiple differences and life-stage dimensions. In the case of critical thinking and application, it has assisted with different conceptualisation and data research insights. Description of Transition has also assisted to understand the core concept and potentiality that have created another reflection in the overall context. Following the dealing processes followed by the current schooling processes it has administered numerous steps that can be followed to create effective changes in circumstances.

On the other hand, following the transition model of "Elisabeth Kübler-Ross," has assisted to understand multiple concepts and strategies to understand core concepts and approaches that are connected. Moreover, Critical thinking about transition assembled another cumulative response that also portrays an influential solution and helped individuals to conclude an overall study practice or culture. Following the valuation of change management it can explore, anchoring new approaches and changes followed by an effective management model to respond to adaptive changes.


Chavan, S. & Bhattacharya, S., (2022). Study of employees' behavior during organizational change: effects of business theatre on Kübler-Ross model. Cardiometry, (22). DOI: [Retrieved on 18th April 2023]

Corr, C.A., (2020). Elisabeth Kübler-Ross and the “five stages” model in a sampling of recent American textbooks. OMEGA-Journal of Death and Dying, 82(2), pp.294-322. DOI: [Retrieved on 18th April 2023]

Crosby, G. (2020). Planned change: Why Kurt Lewin's social science is still best practice for business results, change management, and human progress. CRC Press. DOI: [Retrieved on 18th April 2023]

de Klerk, M., (2023). Leading Successful Transitioning: Back to Basics of Elizabeth Kubler-Ross' Contribution. In The Routledge Companion to Leadership and Change (pp. 153-164). Routledge. DOI: [Retrieved on 18th April 2023]

El Soufi, N., & See, B. H. (2019). Does explicit teaching of critical thinking improve critical thinking skills of English language learners in higher education? A critical review of causal evidence. Studies in educational evaluation, 60, 140-162. DOI: [Retrieved on 18th April 2023]

Elmqvist, T., Andersson, E., Frantzeskaki, N., McPhearson, T., Olsson, P., Gaffney, O., ... & Folke, C. (2019). Sustainability and resilience for transformation in the urban century. Nature sustainability, 2(4), 267-273. DOI: [Retrieved on 18th April 2023]

Jaskara, D. & Permana, I., (2022), July. Employing kübler-ross’ model of change management to explore and interpret’Habibie & Ainun’film and beyond and its implication on leading and managing organizational change. In Proceeding of the International Conference on Family Business and Entrepreneurship (Vol. 3, No. 1). DOI: [Retrieved on 18th April 2023]

Kaftandzieva, I. (2021). Kurt Lewin’s Change Management Model Implemented in Textile Industry in North Macedonia. ENHANCING AND MANAGING COMPETITIVE ECONOMICS AND BUSINESS ENVIRONMENT: CHALLENGES FOR THE SOUTH EASTERN EUROPEAN COUNTRIES AND THE BLACK SEA REGION, 104. DOI:[Retrieved on 18th April 2023]

Lukianov, D., Kolesnikova, K., Mezentseva, O. & Rudenko, V., (2020). The kübler-ross factor in managing the performance of technical and socio-economic systems. Scientific Journal of Astana IT University, (2), pp.32-43. DOI: [Retrieved on 18th April 2023]

Mahmud, M. E., Baharun, H., Asykur, M., & Rochmatin, Z. (2022). Increasing Teacher Professionalism Through Change Management in Madrasah: Kurt Lewin's Perspective. Southeast Asian Journal of Islamic Education, 5(1), 47-63. DOI: [Retrieved on 18th April 2023]

Peña-Vargas, C., Armaiz-Peña, G. & Castro-Figueroa, E., (2021). A biopsychosocial approach to grief, depression, and the role of emotional regulation. Behavioral Sciences, 11(8), p.110. DOI: [Retrieved on 18th April 2023]

Saleem, S., Sehar, S., Afzal, M., Jamil, A., & Gilani, S. A. (2019). Accreditation: application of kurt lewin’s theory on private health care organizationanl change. Saudi J Nurs Health Care, 2, 12. DOI: [Retrieved on 18th April 2023]

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