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Researchers’ View on R&D Organizational Change Using the Grief Cycle
Open accessAbstract
When change becomes a need, research and development organizations must likewise be adaptable to new challenges. The necessary changes will provide difficulties for management to manage human resource development. Failure, stagnation, or success is the eventual consequence of every organizational reform. Organizational changes are effective or unsuccessful based on the implementation strategies used, emphasizing the significance of human development managerial skills, leadership communication, and organizational interpersonal communication. This study aims to present an empirical study of changes occurring in research and development companies using grief cycle analysis. This research utilizes a variety of aspects and documents from prior studies to analyze the collective grief cycle phenomena associated with organizational changes in the R&D sector. The empirical description of the grieving cycle analysis demonstrates that the outcome of the grief cycle process indicates that the organization is not prepared to undertake changes, resulting in the crisis of certain workers. An empirical account of grieving cycle analysis reveals that time and the process of habituation play a significant influence in organizational members acceptance of changes in research and development organizations. Leadership communication and organizational interpersonal communication are critical in influencing organizational members' comprehension and acceptance of organizational goals and change processes.. Keywords: grief cycle, organizational change R&D, acceptance, HR management, leadership communication, organizational interpersonal communication
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“Those phases often include denial, anger, bargaining, depression, and finally acceptance (i.e., buy-in)”
From Organizational Change: Considering Truth and Buy-In (2022) · cites this paper as Romadona and Setiawan 2021
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“accepting the truth(s) that lead to a successful organizational change initiative can be similar to the typical phases of grief.”
From Organizational Change: Considering Truth and Buy-In (2022) · cites this paper as Romadona and Setiawan 2021
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Cited by
Sorted by citations
Organizational Change: Considering Truth and Buy-In
Hubbart, J. A. (2022) · Administrative Sciences · doi:10.3390/admsci13010003 · Cited by 69
Metadata
- Authors
- Romadona, M. R., & Setiawan, S.
- Affiliations
- Indonesian Institute of Sciences (ID)
- Venue
- STI Policy and Management Journal
- Publisher
- Indonesian Institute of Sciences
- Published
- 2021-12-15
- Volume
- 6
- Issue
- 2
- ISSN
- 1907-9753 (ISSN-L)
- 2502-5996
- 2540-9786
- OpenAlex
- W4206776492
- Cited by
- 2
- References
- 0
- Citations by year
- 2025: 1 · 2024: 1
- FWCI
- 0.24
- Type
- journal article
- Language
- en
- Open access
- diamond
- doi.org
- Licence
- Locations
- STI Policy and Management Journal (publishedVersion, cc-by-nc-sa)
- Funders
- Lembaga Ilmu Pengetahuan Indonesia
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Organizational Change and Leadership
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Organizational Management and Change
- Social Sciences › Business, Management and Accounting › Strategy and Management › Leadership and Management in Organizations
- Keywords
- organizational change, R&D organization, acceptance of change, human resource management, leadership communication, habituation, change management
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