Business Finance
ASU Change and Some of The Barriers to Change Videos Analysis & Discussion

Alabama State University

Question Description

I’m working on a Management exercise and need support.

I need my discussion question answer. You have to watch two videos and read one pdf file. You have to answer the questions it must be at least 300 words or more. Must cite references. I only found 2 videos .


After watching these three videos, 1) Who Moved My Cheese (this is a video for some and a pdf for some), 2) That Used to be Us, and 3) Miss Ernestine

Discuss the need for change and some of the barriers to change. What inspires us to change? What doesn't? What lessons can we take away from these three videos and share with others?


Discussion boards are not case write-ups

  1. Do NOT describe or restate the content of the discussion reading or video. Instead, choose one or two points that you find interesting/important and elaborate on those points in your discussion. Do not answer the questions in the topic as a list. Answer in essay form.
  2. A minimum response is 300 words.
  3. Every initial response is required to include, minimum, two scholarly or peer-reviewed resources in addition to your text to support your response. Our library allows you to choose these settings to help you find appropriate research to support your work.
  4. Do NOT use, wiki-anything,,,, blogs, or any other generic answer base, because you cannot verify the accuracy of the information on the website. Instead, search our extensive library databases to find articles that have contain verified information to support your discussion. If you find a blog from a notable source, you can include that information, but the blog will not count as one of your scholarly references.
  5. There are several articles in Course Materials and Web Links that you can, and should, use as references to support your discussions.
  6. Every response must be completed in APA style. That includes all citations, both in text and reference, and format, given that Canvas sometimes changes the format when you post. This includes indented paragraphs, font size, and other particulars that you will find specified in the APA manual. You will find an example of a paper written in APA style in Course Materials. Also, the APA style manual is a required text for this course. Discussion boards do not require cover pages, tables of content, and other front matter, and can be copied and pasted from a draft page, such that attachments are not necessary.
  7. You must respond to AT LEAST one (1) other student 's posted answer in their discussion boards. You are required to actively communicate with other students in this class.
  8. The initial post for each week’s discussion board is due by Wednesday, 11:59 p.m., of every week when a discussion board is due. Your response to the threads of other students is due no later than Saturday, 11:59 p.m. of each week when a discussion board is due. You may respond to those who responded to your thread if you wish.
  9. Technique counts, so be sure to proof read your posts for grammar, spelling, punctuation, and other technical issues that can impact communication quality. If you are not a strong writer, you can contact the Writing Center for help toward improving your work.
  10. I always suggest that students write their discussion board posts in Word or other word processing software rather than directly into Canvas. This allows you to save your work and to make corrections before you post your work publicly. Canvas has, regrettably, been known to eat some thoughtful and insightful responses simply because the response did not load correctly.
  11. Again, if you do not meet all of these requirements, you will not receive any credit for the discussion board. Below, you will see a checklist that will help you insure that your work meets graduate standards and decreases the likelihood that you will suffer oversights.

Discussion Board Checklist


Did I discuss rather than describe the original content?

Is my post at least the minimum 300 words or more?

Did I cite the original content as well as two scholarly sources to support my work?

Did I support my discussion with reliable sources only?

Did I integrate course and text material?

Did I adhere to APA style?

Did I respond to two other students in their discussion boards by Saturday, 11:59 p.m.?

Did I respond to all questions and comments in my discussion thread?

Was my initial response posted by Wednesday, 11:59 p.m.?

Did I proofread and make corrections prior to posting?

Was my work reviewed by for plagiarized material and corrected prior to being posted?

Unformatted Attachment Preview

Book from My Shelf “Who Moved My Cheese?” by Spencer Johnson Author Edition Publisher :  Spencer Johnson :  1998 :   GP Putnam's Sons It is not often that one is asked to write a review for a book published 21 years ago. I was surprised when such a request came from the Editor. However, having read this book more than a decade and a half earlier, I took this opportunity to reread it. Interestingly, the passage of time provides one with knowledge and experience to view the same book in a different context than what was perceived during the first reading several years ago. This book “Who moved my Cheese?” written by Dr. Spencer Johnson, M.D., was an international bestseller for a long time. Intriguingly, Dr. Johnson was a Fellow of the Royal College of Surgeons of Ireland. However, his writings have become more famous among business circles than in the medical world even though much of what Dr. Johnson had written in this wonderful book is very apt to the medical profession; especially in the ever-changing field of neurosciences. A brief summary of the story is given below followed by some of the lessons learnt from this book by this reviewer. Wiser members of our fraternity might find more meaning in this book than this reviewer. Dr. Spencer Johnson uses a parable to convey his message. In this parable he uses four characters, two mice – scum and scurry- and two little people – Hem and Haw. Cheese is used as a metaphor for what we want in life, viz, professional excellence, wealth, spiritual attainment, peace, and so on. Herein, I will summarize the parable and then discuss the message conveyed through this parable. In summary, this story consists of two mice (sniff and scurry) and two little people (Hem and Haw) who live in a maze. One day they find a large cheese station. From then on, every day, the two mice and the two little people go to the cheese station and eat to their heart’s content. Suddenly, the cheese disappears one day, the cheese disappears. As soon as they find that the cheese has disappeared, the two mice; the two mice quickly realize what has happened and go searching for new cheese. However, the two little people, Hem and Haw, are aghast that “their” cheese has been moved and feel betrayed. Every day they go back to the same cheese station hoping to find the cheese again, only to find the station empty. This makes them angry and frustrated. However, after some time, Haw realizes that the only way to find new cheese is to go into different parts of the maze and find some . Hem disagrees and chooses to avoid venturing into the unknown, believing himself to be entitled to his cheese. The story revolves around the experience of Haw in finding new cheese. Lesson # 1: Sometimes things change and they are never the same again. This parable makes us realize that if we do not change, we might become irrelevant. This is in line with the Darwinian concept of adaptability which states that “ it is not the strongest or the most intelligent of the species that survives but the one that is most adaptable to change”. As Haw realizes during his quest for new cheese, "it is natural for change to continually occur, whether you expect it or not". The change would surprise you only if you were not expecting it. In his best‑selling book, 21 lessons for the 21st century,[1] historian, Yuval Noah Harari tells us that how until the 20th century, life consisted of two parts: (1) a period of learning, and (2) a period of working. During the second period, the skills accumulated during the first period were used to create wealth, newer inventions, etc., However, according to Harari, in the 21st century, the rapidly accelerating changes coupled with longer lifespans will make this traditional model obsolete. This change is likely to involve immense levels of stress as after a certain age, people do not like to change. However, to stay relevant both socially and economically, one will need to reinvent oneself continuously. Unfortunately, such resilience cannot be learned by reading a book or by listening to a lecture.[1] Every individual should undergo this unique experience by themselves. Lesson # 2: Resistance to change is often due to fear of the unknown. In this parable, Haw is fearful before he ventures into the maze to find new cheese. After finding new cheese, he realizes that sometimes fear can be good. When we are afraid that things are going to get worse if we don’t do something, it can prompt us into action. However, too much fear can paralyze us and prevent us from venturing into the unknown. As Haw realizes during his quest for new cheese, many new paths often end in blind alleys and this worsens his fear. He asks himself “What would I do if I was not afraid?”. Soon he realizes that he had been held captive by his fear and moving in a new direction had freed him from his fear. He also realizes that some fear should be respected as it keeps us out of real danger. What does this concept of “letting go of the fear” mean for neurosurgeons? As many experienced surgeons have no doubt realized during their careers, “our greatest limitations as surgeons are NOT in our © 2019 Neurology India, Neurological Society of India | Published by Wolters Kluwer - Medknow 1575 Book Review Natarajan Muthukumar hands but in our minds”. Changing our mindset and beliefs will lead to a change in our actions which, in turn, will result in a different, and possibly more productive outcome. Lesson # 3: Professional biases hinder progress. When Hem and Haw find their cheese missing, they are frustrated because they feel they are entitled to the cheese and someone has unfairly moved them. This stems from both complacency and bias. Professionals, including, medical professionals, are not immune to biases. In their book “The Future of the Professions”, Richard and Daniel Susskind[2] refer to three kinds of biases that are common among professionals. The first one is “status‑quo bias” where there is a preference for continuing to do things as they are done today. A professional will claim that a new technique or technology cannot solve problem x or y which may be extreme examples of a problem, in particular, not applicable to the whole. The second bias is known as “irrational rejectionism” where a professional or group of professionals irrationally reject a concept or system without any personal experience of the same. The third bias is known as “technological myopia” where there is a tendency to underestimate or sometimes overestimate the potential of new and emerging technologies. Lesson # 4: Is change always good? While the fans of the book extol the virtues of this parable, the critics complain (rightly so) that all changes need not necessarily be good, and one need not mindlessly conform to unnecessary changes imposed by others. Even though Spencer Johnson does not imply that all changes are good, it is ultimately left to the interpretation and wisdom of the reader. The message of the book can be summarized as follows “Change is inevitable–anticipate and adapt to change”. 1576 Department of Neurosurgery, Devadoss Hospital, Madurai, Tamil Nadu, India. E‑mail: References 1. 2. Harari YN. 21 Lessons for the 21st Century. UK: Penguin Random House; 2018. Susskind R, Susskind D. The Future of the Professions. Oxford University Press; 2017. This is an open access journal, and articles are distributed under the terms of the Creative Commons Attribution‑NonCommercial‑ShareAlike 4.0 License, which allows others to remix, tweak, and build upon the work non‑commercially, as long as appropriate credit is given and the new creations are licensed under the identical terms. Access this article online Website: Quick Response Code: DOI: 10.4103/0028-3886.273653 PMID: xxxx How to cite this article: Muthukumar N. “Who Moved My Cheese?” by Spencer Johnson. Neurol India 2019;67:1575-6. Neurology India | Volume 67 | Issue 6 | November-December 2019 Copyright of Neurology India is the property of Wolters Kluwer India Pvt Ltd and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. ...
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Final Answer




The Need for Change


The Need for Change

Organizational change is necessary for organizations that seek to grow and stay
profitable, but lacking a plan to direct the transition efforts, organizational change can also be
extremely detrimental. The most potent methods for implementing transformation are those that
concentrate on the dimension of human behavior (Steigenberger, 2015). Most contemporary
organizations and individuals are in continuous flux as they familiarize themselves with the
quickly moving global market setting national and international economies, and technological
development. This means that acti...

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