The scenario describes a significant organisational change with negative consequences for employees (staff reductions). The Change Cycle, often adapted from the Kübler-Ross model, describes the emotional stages people go through in response to such events. The initial reaction to the announcement of a disruptive change, especially one involving job losses, is a sense of loss—of security, routine, and colleagues. This is immediately followed by doubt and uncertainty about the future, the rationale for the change, and one's own position. These two stages represent the primary emotional and cognitive responses at the beginning of the change curve, preceding later stages like discovery and acceptance.

A. acceptance: This is a later stage in the Change Cycle, where employees begin to embrace the new situation and move forward.

B. discovery: This is a middle stage where individuals start to explore the new system and their new roles, signifying a move towards acceptance.

D. discomfort: While discomfort is experienced early, it is a general feeling that results from the more specific and primary reactions of loss and doubt.

1. Cameron, E., & Green, M. (2019). Making Sense of Change Management: A Complete Guide to the Models, Tools and Techniques of Organizational Change (5th ed.). Kogan Page.

Page 118, Chapter 5, 'Individual Change': The book discusses the Change Curve, noting that the initial phase following a change announcement is characterized by shock and denial, which is fundamentally a reaction to a perceived loss. The subsequent stage involves emotions like fear, anger, and self-doubt as individuals grapple with the implications of the change.

2. University of California, Berkeley. (n.d.). Change Management Toolkit: The Change Curve. UC Berkeley HR.

Section: 'The Change Curve': This university resource explains that the curve begins when a change is introduced, leading to a "dip in morale and performance." The initial stages are described with terms like shock, fear, and denial, all of which are rooted in a sense of loss. The subsequent stage of "resistance" is characterized by doubt, frustration, and uncertainty.

3. Kübler-Ross, E. (1969). On Death and Dying. Scribner.

Part I, Chapter 3-7: While the original context is grief, this foundational work is the basis for the Change Cycle. The initial stages of Denial and Anger are direct responses to a significant loss. The emotional turmoil described in these early stages inherently includes feelings of uncertainty and doubt about the situation and the future. This model is widely applied to organizational change to understand employee reactions.