Phelp LPNtoRN 6e

76 Unit I • The Transition Process

LOSS Change frequently involves some type of loss . The death of a spouse is an obvious example of loss. However, other changes can induce a sense of loss. Many recent graduates report a sadness or grief when they complete a program of study. This is often related to leaving school, being separated from friends, and beginning something new and unknown. The loss experienced with endings was discussed in the previous chapter. Individual Loss and Change Elisabeth Kübler-Ross (1969) developed a model of death and dying that describes stages when dealing with loss and change. You likely are familiar with this model from your LPN/LVN training: 1. The first stage is denial, in which an individual refuses to believe that anything has happened or is different. Others may believe that everything is under control. 2. In the second stage, the person experiences anger; they are mad at everyone and everything. 3. The third stage is the bargaining stage, in which a person attempts to barter or deal to make things better or to delay reality. 4. Depression is the fourth stage; it occurs when the person fully recognizes the impact of the loss. They frequently withdraw and are mournful and lonely. 5. The last stage is acceptance, in which the individual is more at peace with the loss and has come to terms with the situation. Organizational Loss and Change Perlman and Takacs (1990) developed a model based on Kübler-Ross’ model to describe the phases that are seen within an organization that is involved with change. These phases can be used to depict the emotions that one may experience with any change. The following is a brief description of each stage: 1. Phase 1: Equilibrium—A person is happy with the current conditions, believes that everything is in balance, and experiences anxiety if the status quo is threatened. 2. Phase 2: Denial—When change becomes apparent, the person attempts to act as if nothing has changed or will change; they may choose to ignore what is happening or not participate in activities that help prepare for change. 3. Phase 3: Anger—Within this stage, the individual actively resists change by being visibly angry, disgruntled, and uncooperative. They typically blame others and want everything fixed. 4. Phase 4: Bargaining—A person tries to negotiate to keep things from changing. They are willing to make some concessions in an attempt to maintain as much of the status quo as possible. 5. Phase 5: Chaos—The person feels powerless to stop the change or to make it better. They feel insecure and disoriented because the change does not make sense. 6. Phase 6: Depression—The individual grieves and feels tremendous sorrow for the loss or change. They also experience self-pity and emptiness. 7. Phase 7: Resignation—The individual is lethargic and mechanical; the change is passively accepted.

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