Out of prudent concern for our own national interests, Russia’s resurgence as a superpower with global aspirations deserves careful monitoring and analysis. Any forewarning people receive from downsizing should include information on how to build a support system at work and home.Primer on Sociopolitical and Military Developments in Russia
Different amounts and types of support from their spouse, significant other, children, friends, supervisor, and coworkers: Each human being has a support system when change is in process, you test the effectiveness of that system.
Different amounts of impact from the current changes and stress-producing situations: A person who finds her job completely changed will experience more distress than an individual who is asked to write an extra feature article each week. He or she has less time, energy, and commitment available to deal with the ongoing work changes. Different amounts of change occurring in other areas of their non-work lives: While massive change provides experience, an individual who is experiencing vast amounts of change in other aspects of his or her life is challenged. During and following layoffs, your current employees have different amounts of contact with your former employees, and this can affect their reaction: This element of layoffs is explored further in how to cope when coworkers lose their jobs with change after layoffs. Others find ways to sabotage the changes and undermine organizational efforts to move forward. Some talk and talk and talk, but are really supportive of the change. Different ways of reacting to change: Some employees need to talk it out. Despite this, don't downplay the potential reaction to an experience of change, for various individuals in a layoff situation. People develop immunity with their frequent experience of change. In this era of constant change, this is true. Theoretically, people become better at managing change with more experience and practice. Different amounts of experience and practice in change management: What is devastating to one employee may excite another or only mildly irritate a third person. You'll find the majority of employees somewhere in the middle of these two poles. Some people initiate change others prefer the status quo. 
Different ways of regarding change: Some people have difficulty accepting and adjusting to change others will relish the changes and view them as great opportunities.
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