Elisabeth Kubler-Ross created the Kubler-Ross Change Curve alongside David Kessler. It is a model applied to describe the five phases of grief that individuals pass through when encountering major change. The five phases that organisations and individuals could use encompass denial, anger, bargaining, depression and acceptance. In the denial phase, individuals could be in disbelief and shock that the change is happening and refuse to accept it. In the anger phase, individuals could feel frustrated and air their opinions in anger. The bargaining stage is when individuals seek to negotiate a better result and try to find a way of change avoidance. The depression stage encompasses individuals feeling helpless, overwhelmed and unmotivated. Lastly, accepting change involves individuals coming to terms with the change and moving on (Malik, 2022).

Organisations could apply the framework to understand the various change response, plan for the various reactions and needs and ensure that the employees get sufficient support to transit. The managers could use it to identify the phases employees could encounter when responding to change, develop a supportive environment, and understand their needs. In addition, it could assist in creating a sense of empowerment since employees could learn ways of understanding their responses to the change and establishing initiatives for managing them. The Curve is an effective tool for entities to understand the phases of grief which could be encountered when an entity is changing. It could be applied to establish a supportive and understanding environment, besides developing initiatives for supporting organisations and people when transiting.

Reference

Malik, P. 2022. The Kubler Ross Change Curve in the Workplace (2023). Available at: https://whatfix.com/blog/kubler-ross-change-curve/#:~:text=What%20is%20the%20Change%20Curve,bargaining%2C%20depression%2C%20and%20acceptance.