General Supervisor

is being conscious that the individual’s values, beliefs, and objectives are not
in conformity with the campaigns of change in the surrounding community.
It appears intellectually as lack of focus, dissatisfaction, and progressive retreat
through giving superficial suggestions, performing the strict minimum
required, criticizing or complaining, or tendering a resignation, if need be.
Thus, the individual finds himself or herself uneasy, dissatisfied, inimical, and
pursuing efforts to prove that expectations of failure were justified as well as
repeating previous failing trials to attain desirable results and ignoring the
new laws. He or she begins to deny lack of capacity to accept any change and
deny any positive impact on the individual, and begins to behave and practice
with the familiar as if nothing happened.
As is clear in Fisher’s stages in the figure, anxiety is the first stage. However,
the transition is a bottom-top curve to the happiness stage, during which
understanding the nature of change is denied. The individual appears happy
but wonders what kind of change will take place. Wondering becomes clear
since it is as if it is a way of wasting or whiling away the time to understand
and grasp. It is quite normal for Fisher that an individual slopes down a little
bit since he or she will wonder about the impact of change. If he or she keeps
being scared, he or she will slope down so deeply that fear becomes a threat
since he or she is too weak to contribute to creating or accelerating change.
This might occasion underperformance of assigned tasks, laziness, or retreat
so the transition of the curve goes down to what is called guilt feeling about
that. This stage can be described as dangerous since it is a continuity of the
downward slope, with the individual surrendering to the idea that he or she
or his or her contribution to change is useless, which might drive him or her
to depression – a psychological disturbance arising from losing the value of
surrounding things, and making him or her see no drive or reason worth being
industrious about or battling for.
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This stage is dangerous for two reasons: First, a psychological state is
characterized by dissemination, which means that the individual that reaches
this state will begin to spread the uselessness culture, highlighting the
disadvantages and repercussions of new plans as well as retreating from giving
any help or from doing his assignments at a minimal level of performance just
to avoid embarrassment and save face, and feeling as if he or she did a lot. The
second reason is that it is a turning point for the individual, who will either
enjoy some insight and capacity to face up to the self and balance things so
that the transition slope goes up anew, or the individual considers this change
very costly for his own considerations and values, thus exhausting his or her
last trials to try to stop change, and resorting to more violent appeals through
resigning or disturbing the others’ concentration and efforts.
How can the stages of transition toward change be difficult?
If we take for granted these stages of transition toward change till stability,
we will notice that individuals are engrossed in different ways at each stage in
seeing stability and change and enjoying the required skills to grasp change.
There are certain personal characteristics that distinguish individuals, and
make change more difficult for some of them.
Rigidity, rudeness, lack of self-control, and evasion of responsibility are all
characteristics that use up individuals’ energy in bearing the burden of
change, and make accepting it by these individuals remarkably more difficult
than by those who enjoy a highly firm psychological state that assist them in
acclimatizing themselves and in being more flexible and capable of assuming
responsibility and perseverance.
Rigidity: such as the incapacity to acclimatize oneself to the change of culture
in the organization, incapacity to be responsive to others’ demands to change
some features of their personality, and incapacity to effectively listen and learn.
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