Solution
| (AC2.4) Discuss models to show how change is experienced. Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 300 words |
| In order to evidence the scope of change and reaction of impacted parties is Kubler-Ross Curve Model. In line with this model, change is defined with a set of features which are denial, anger, bargain, depression and acceptance (Abebe et al., 2023). Denial- Taking into account of implementation of hybrid working strategy with the employees having worked in a remote arrangement in the past. The denial could be manifested by request of the employees to maintain the status quo. According to Hagemann and Cechlovsky (2024), they can highlight scope of being dissatisfied and through reasoning, they identify change as inappropriate. Anger- Here, the employees impacted by the change assume a feeling that their organisation fails to prioritise on their considerations/interests. The hybrid working would lead to being angry on changes in public transportation and restructuring their operations. Bargain- The rationale for this is attempting in negotiating for long times or less on-campus days. For this stage, the employees input would be intended for altering significant organisation implications which is an attribute of a new working strategy (hybrid working). Depression- Here, the employees begin to slowly appreciate the need for the change. In hybrid working implementation, failure of balancing working and family roles becomes an issue. Acceptance- Eventually, the employees accept to take up the change which is hybrid working. This is after noting that all their efforts in stopping the transition to hybrid working has been unsuccessful. They accept it as the way out towards enhancing their operations. Emotions, Behaviours and Positives of Change An emotional-based response to the process of change represent a major factor which is popular amongst different staff. The denial and anger in the model contribute to resistance emerging and disengaged from the process in total (Marks et al., 2023). However, in acceptance testing being made, staff work relations are enhanced substantially as they can feel the outcomes through effective collaboration in their engagement. The positives of change also entail an increase in performance, staff morale and to foster innovation and technology embrace. According to Gelir and Duzen (2022), this is by in-person team-based working.. The change management model lead to addressing emotional phase demanded in change strategy. This is while assisting staff in appreciating hybrid model of change and what is essential for improved workplace environment. |
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