Organizational-change model derived from the Kübler-Ross grief model. Describes a typical response to change as shock → denial → anger/frustration → uncertainty/confusion → experimentation → decision → integration, with motivation dropping before rising again. The curve never really ends — one cycle finishes and another begins. If a new change hits before motivation has recovered, the low point can be negative (actively destructive/demotivated), with no dopamine from small wins. Acknowledging that these emotions are normal makes the curve flatter.