【双语阅读】THE CHANGE CURVE

Understanding how people respond to change

理解人们如何响应变换

The human reaction to change is now well understood. The change process is commonly understood by reference to the research on people’s reactions to grief. Elisabeth Kübler-Ross has been a great contributor to our understanding of the experience of loss and grief and how we react to changes more generally. The stages of loss that people typically go through are now commonly known as the Change Curve.

人们对变化的反应现在已经被很好的理解了。这种变化过程通常可以通过参考人们对悲伤反应的研究来理解。伊丽莎白 · 库伯勒-罗斯对我们理解失去和悲痛的经历，以及我们如何更广泛地对变化做出反应做出了巨大贡献。人们通常经历失去的阶段现在通常被称为变化曲线。

Overview

概要

Organizations often refer to the Change Curve in the context of job loss and redundancy. Dr. Kübler-Ross undertook her research on dying by interviewing terminally ill patients. Although this is one of the most extreme and disturbing changes that anyone can face, its reactions are the same as for many different types of change. There are several key stages that people go through, as shown in the graph below:

组织经常在失业和裁员的情况下提到变化曲线。库伯勒-罗斯博士通过采访绝症病人来进行她的死亡研究。虽然这是任何人都会面对的最极端和最令人不安的变化之一，但它的反应与许多不同类型的变化是相同的。人们会经历几个关键的阶段，如下图所示:

1. Shock. The first reaction can often be a shock – and all the emotion that results from this.
2. Denial. This is a typical reaction, and it is important and necessary. It helps cushion the impact of the inevitability of change.
3. Frustration and anger. The person resents the change that they must face while others are less affected.
4. Depression. First, the person feels deep disappointment, perhaps a sense of personal failing, things not done, wrongs committed. Around this time, they may also engage in bargaining: beginning to accept the change but striking bargains –for more time, for example.
5. Experiment and decision. Initial engagement with the new situation and learning how to work in the new situation, make choices and decisions, and regain control.
6. Acceptance and integration. Dr. Kübler-Ross describes this stage as neither happy nor unhappy. While it is devoid of feelings, it is not resignation – it is a victory.

1. 震惊。第一反应往往是震惊——以及由此产生的所有情绪。
2. 否认。这是一个典型的反应，它是重要且必要的。它有助于缓冲不可避免的变化所带来的影响。
3. 沮丧和愤怒。这个人对他们必须面对的变化感到愤怒，而其他人却没有那么受影响。
4. 消沉。首先，这个人感到深深的失望，也许是一种个人的失败感，没完成的事情，犯下的错误。在这段时间里，他们可能还会讨价还价: 开始接受改变，但讨价还价——例如，争取更多的时间。
5. 实验和决定。初步接触新情况，学习如何在新情况下工作，做出选择和决定，并重新获得控制权。
6. 接受和融合。库伯勒-罗斯博士将这一阶段描述为既开心也不开心。虽然它缺乏感情，但它不是顺从——它是一种胜利。

People who are made redundant can go through a similar process. Like other types of change, people often go through a first stage before denial – that of shock or disbelief. We have witnessed people in shock following news of their redundancy. It can take a long time for people to reach the acceptance stage, and often people oscillate between the different stages.

被裁员的人也可以经历类似的过程。像其他类型的改变一样，人们在否认之前通常会经历一个第一阶段——那就是震惊或怀疑。我们看到人们在听到裁员的消息后感到震惊。人们需要很长时间才能达到接受阶段，而且往往在不同的阶段之间摇摆不定。

Words

生词

grief 悲伤

contributor 贡献者

curve 曲线

redundancy 冗余

terminally 末尾的

extreme 极端的

shock 震惊

denial 拒绝

frustration 挫折

depression 消沉

integration 完成

redundant 冗余的

oscillate 摆动