Change is a vital process that every institution should be aware of and consider accordingly and such resistance to change is evident and possible along the way in the case of Soccer Association, resistance to change is present even if they are in a financial crisis but there lacks managing of change from within the SA organization and it is recommended to certainly look beyond new models for change for a possible application as indicated by Adams and Spencer (1988, p. 61 in, French and Delahaye, 1996 pp. 22–28) from within efficient and productive ways to adopt to change.
- There is a need for SA managers to utilize four-phase change model that can be continuous and cyclical in process
- Ensure gap closure approach, there has to be closure of issues and be in control of the present situation and follow such recommended strategies that overcome limitations and emphasize the positive outcomes of change, thus reducing the gap.
- Utilize gap connection approach for the need to accept change and be a part of the transition cycle that links to security, anxiety and discovery as well as integration phase from the change model wherein changes in SA have to be applied to outcome an effective decision making as there is integrating such parts of the change into a whole phase of the change process.
Adams, J.D. and Spencer S.A. (1988), “People in transition”, Training and Development Journal, Vol. 42, October, pp. 61-3, from Erica French and Brian Delahaye Individual change transition: moving in circles can be good for you Leadership & Organization Development Journal 17/7, 1996 22–28
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