Sample Thesis Paper
This theory is one that owes its roots to research in patient recovery development in health sciences. This model is considered to be one that is highly unspecific and can therefore be generalized across a variety of scenarios (Robinson & Crow, 2009). The theory holds that pre-contemplation, contemplation, preparation, action and maintenance are five stages across which change essentially occurs. An imperative attribute of this model is that it functions in a cyclical and repetitive manner such that it tends to undergo continuing repetitions (Freeman, Pretzer, & Fleming, 2004).
In the Pre-contemplation stage, individuals who are essentially employees do not realize the extensive need for change and insist that the current organizational culture is more than adequate (Kroll & Taylor, 2003). The Contemplation stage triggers when these employees become aware of the actual need for change and begin to consider the possibility of change. They enter into the Preparation stage as they decide to commit to the possibility and become willing to accept a change (Gamble & Brennan, 2006). At this point, employees seek information, counseling, support and often assistance in order to derive increased levels of confidence for their decision to commit to the change process. Once their concerns are met appropriately, the Action stage begins shortly in which the employees begin to actively take part in activities pertaining to the change. Similar to Lippitt’s Phases of Change Theory, the model comes to a level where maintenance becomes essential in order to ensure that the change stays for a duration through which it becomes part of or the actual organizational culture (Earley & Ang, 2003).