Colin Carnall’s Coping Cycle Model Essay Sample, UK

Understanding and effectively coping with challenging situations is a crucial skill for individuals, both in their personal and professional lives. Colin Carnall’s Coping Cycle Model offers a valuable framework to navigate through difficult circumstances. If you are a student in the UK seeking assistance with an essay on Colin Carnall’s Coping Cycle Model, you can rely on to provide you with a comprehensive and custom-written solution. Our services cater to students across the UK, ensuring top-quality academic support.

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We understand that every student’s requirements are unique. Therefore, we offer customized essay solutions tailored to your specific needs. Whether you need a general overview of the Coping Cycle Model or an in-depth analysis of each stage, our expert writers can provide you with a well-researched and well-structured essay. We ensure that our essays are free from plagiarism and adhere to the highest academic standards.

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Carnall’s Roles of Manager in Managing Change

Change is an inevitable aspect of organizational life, and effectively managing it is crucial for the success and survival of any organization. Colin Carnall, a renowned management theorist, developed a model that outlines the roles managers play in navigating and implementing change. 

  • Interpreter: As an interpreter, the manager’s role is to make sense of the external environment and the need for change. They gather and analyze information, identify trends, and interpret the implications of these factors for the organization. By understanding the external forces driving change, managers can effectively communicate the rationale behind the need for change to employees and stakeholders, fostering a shared understanding and commitment.
  • Initiator: The initiator role entails taking the lead in initiating change within the organization. Managers identify the need for change, develop a vision, and articulate goals and objectives that align with the desired outcomes. They champion the change process, inspire others, and provide the necessary resources and support to ensure the successful implementation of change initiatives.
  • Coordinator: In the coordinator role, managers facilitate the coordination and integration of various activities and stakeholders involved in the change process. They create structures, processes, and systems that enable smooth communication, collaboration, and cooperation among individuals and departments. Effective coordination ensures that all components of the change effort work together seamlessly towards the desired outcomes.
  • Monitor: As a monitor, the manager’s role is to track and evaluate the progress and impact of the change initiatives. They establish metrics and performance indicators to assess the effectiveness of the implemented changes. Monitoring allows managers to identify any deviations or barriers to change and take corrective actions in a timely manner. Regular feedback and evaluation provide valuable insights for continuous improvement and adjustment of change strategies.
  • Negotiator: In the negotiator role, managers engage in dialogue and negotiation with various stakeholders to gain support and manage resistance to change. They address concerns, mitigate conflicts, and build consensus among individuals or groups affected by the change. Effective negotiation skills enable managers to create a supportive and collaborative environment, fostering a sense of ownership and commitment to the change process.
  • Nurturer: As a nurturer, managers focus on supporting and developing individuals and teams throughout the change journey. They provide guidance, coaching, and resources to help employees cope with the challenges and uncertainties associated with change. By fostering a supportive and empathetic environment, managers can build trust, reduce resistance, and enhance employee engagement and commitment to the change initiatives.

Colin Carnall’s roles of manager in managing change provide a comprehensive framework for understanding the multifaceted responsibilities that managers undertake during organizational change. By adopting the roles of interpreter, initiator, coordinator, monitor, negotiator, and nurturer, managers can effectively navigate the complexities of change, engage employees, and drive successful change initiatives. It is important for managers to recognize the dynamic nature of these roles and adapt their approaches to the specific needs and challenges of each change effort. Ultimately, embracing these roles can contribute to building change-capable organizations that thrive in today’s dynamic and ever-evolving business landscape.

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Carnall’s Coping Style Model of Change

In the field of psychology, numerous models and theories have been developed to explain how individuals cope with various challenges and stressors in their lives. One such model is Colin Carnall’s Coping Cycle Model, which identifies five stages that individuals go through when faced with difficult situations. An overview of Carnall’s Coping Cycle Model and explore each stage—denial, defence, discarding, adaptation, and internalisation—in detail, shedding light on their significance and implications.


The first stage of Carnall’s Coping Cycle Model is denial. During this stage, individuals tend to resist or ignore the reality of a challenging situation. Denial acts as a protective mechanism, shielding individuals from the initial shock and emotional distress associated with the situation. However, it is important to note that denial is usually temporary and serves as a starting point for individuals to process the situation further.


The second stage, defence, involves employing various strategies to protect oneself from the stress or pain caused by the situation. Individuals may resort to behaviors such as avoidance, suppression of emotions, or even aggression. These defence mechanisms are aimed at maintaining a sense of control and minimizing further emotional discomfort. However, excessive reliance on defence mechanisms can hinder personal growth and impede effective coping.


As individuals move through the coping cycle, they enter the discarding stage. In this phase, individuals start to let go of outdated beliefs, attitudes, or behaviors that are no longer helpful in the face of the challenging situation. Discarding involves recognizing and acknowledging the need for change and being willing to shed old patterns of coping. It requires individuals to challenge their existing perspectives and open themselves up to new possibilities.


The fourth stage, adaptation, is characterized by the development and implementation of new coping strategies and behaviors. In this phase, individuals actively seek out ways to adjust to the demands of the situation and regain a sense of control. Adaptation involves learning and acquiring new skills, adopting alternative perspectives, and exploring different approaches to problem-solving. It is a dynamic and iterative process that enables individuals to navigate the challenges they face effectively.


The final stage of Carnall’s Coping Cycle Model is internalisation. At this stage, the newly acquired coping strategies and behaviors become integrated into an individual’s personal repertoire. Internalisation signifies the internal acceptance and incorporation of the changes made during the adaptation phase. It reflects the individual’s ability to adapt and cope with similar challenges in the future autonomously.

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