Ritual's role in profound change.
In today's healthcare environment, characterized by downsizing, restructuring, mergers, and acquisitions, organizational cultures and employees are experiencing rapid--and often tense--changes. Ritual can facilitate change by acknowledging it and allowing the grieving process to take its course. The success of an organizational culture change can depend on whether the organization and its members have been given an opportunity to grieve. Until they grieve their losses, people cannot embrace the new. Organizational leaders who have survived downsizing must come to grips with their own survivor status first and then lead others in the organization through the current painful but irrevocable shift in their relationship to the organization. The use of ritual helps organizational survivors see the connection between the grieving process and their survivor symptoms of denial, anger, depression, guilt, fear, insecurity, anxiety, and uncertainty. A good ritual should allow those present to rise above barriers that separate, worries that overburden, and blindness that limits and to gather as one with God. As a rule, a good ritual is participative and recognizes the audience's diversity. The ritual should not just address those present but invite them to act, pray, or sing. Ritual is an important way to provide a structure that allows people to express their emotions. For leaders, it can be a visible way to acknowledge grief and show support for organizational members. For ritual to have any meaning, key leaders need to be present and perhaps have a role in the creation and enactment of the ritual.
D006117:Grief; D006273:Health Facility Merger / Q000458:organization & administration; D006694:Holistic Health; D006754:Hospital Restructuring / Q000458:organization & administration; D006801:Humans; D007857:Leadership; D015279:Organizational Culture; D009936:Organizational Innovation; D010564:Personnel, Hospital / Q000523:psychology*; D013561:Symbolism; D014481:United States