Solution

This is a theory which is informed by view that experience of change is different and unique. According to Lindblad (2022), the authors of the theory was to assist people going through grief/mourning successfully. It is similarly relevant in change process by people practice professionals such as the 2-days of work week.

Shock/denial- As part of change, due to notice not communicated on-time, denial for the importance of the identified change would be noted. They would identify the change as meant to disrupt their normalcy and way of working, hence denying its relevance.

Anger– Anger would be manifested by employees failing to come to work or absenteeism or failure to get fully committed with their roles in the 2 days working week hybrid approach.

Bargain- The 2 days working week for hybrid plan would become reality in that they could not avoid its implementation. Hence, they negotiate with the coalition tasked with implementation to accommodate their interests.

Depressed- A situation of satisfaction and lacing satisfaction with the change emerges. They could view the 2 days working week as essential but at the same time lack willingness of supporting the process implementation to become reality.

Accept– Adoption of 2 days hybrid working is actualised successfully and become a normalcy of their working. In conclusion,

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