Abstrak-Ketika perubahan telah menjadi suatu kebutuhan bagi kehidupan organisasi maka penting kita melakukan meningkatkan produktivitas dan peran lembaga litbang. Perubahan sebagai suatu keniscayaan perlu diupayakan dan dilakukan dengan strategi yang matang untuk dapat meminimalkan resistensi dan biaya baik material maupun immaterial. Aspek immaterial yang sangat berperan dan sebagai kunci adalah komunikasi organisasi yang perlu dipersiapkan sebagai strategi berpengaruh luar biasa bagi keberhasilan perubahan organisasi. Akan tetapi, bagaimana ketika perubahan tersebut kurang dikomunikasikan secara optimal? Tujuan penelitian ini adalah untuk mengkaji fenomena dinamika komunikasi organisasi pada suatu lembaga litbang yang sedang melakukan perubahan organisasi. Penelitian ini bermanfaat untuk memberikan gambaran dan analisis kritis mengenai perubahan organisasi berdasarkan dinamika komunikasi organisasi suatu lembaga litbang. Metode penelitian ini menggunakan pendekatan kualitatif fenomenologi yang bertujuan untuk melihat makna gambaran rangkaian peristiwa dalam proses perubahan organisasi di lembaga litbang tersebut dari aspek komunikasi organisasi. Fenomena perubahan organisasi diawali dengan berbagai penolakan dari berbagai level karyawan baik peneliti dan nonpeneliti yang menuntut pada keterbukaan dan kepastian serta terjaganya marwah lembaga sebagai lembaga Litbang. Adanya tuntutan keterbukaan informasi merupakan cerminan ketidakmampuan manajemen organisasi dalam mengomunikasikan strategi rencana perubahan yang dilakukan sehingga menimbulkan resistensi pada proses tersebut.

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<p>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&amp;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..</p><p> </p>Keywords: grief cycle, organizational change R&amp;D, acceptance, HR management, leadership communication, organizational interpersonal communication

Changes in government research institutions are an interesting phenomenon and need to be studied. Like other government agencies, government research institutions have a bureaucratic and organizational culture and climate that is not easy to change. Organizational change cannot be accomplished if it is not supported by organizational readiness to change from individual level to organizational level. Organizational readiness as a medium and a tool for determining the success of change needs to be reviewed. The purpose of this research is how organizational communication conducted by research institute X to impact on organizational readiness to change. The method used is mixed methods with survey about organizational readiness to change and depth interview and observation to see the phenomenon of change and organizational communication in research institute X. The results obtained are communication within organizations that are not well managed and less effective have make readiness to organization change in research institution X becoming quite low. This indicate that organizational communication has an impact on organizational readiness to change in research institute X. Communication organization to changes strategic Effective communicationHigh skill organizational communication to change strategic High Organisational readiness for changes Ineffective communicationLow skill organizational communication to change strategic Resistance for changes Low Organisational readiness for changesSupporting the measurement results for ORC with a survey conducted on 137 researchers included in less categories, namely organizations perceived by organizations to be less prepared to plan and implement organizational changes. This is supported by extracting data in depth interviews which leads to the hope that researchers for organizations design changes that are more effective and communicate them openly and effectively. In addition, it was found that each individual researcher expects a better change in the organization but is still limited to the needs and perceptions of individual researchers so that it is not comprehensive. Then the need for change is done thoroughly from every aspect of the organization to be more productive and effective and efficient.The phenomenon of organizational change is inseparable from how organizational communication activities are communication from management to all members and from organizational members to management to support success and minimize resistance. Organizational communication in institution X research was one of the factors that was explored to find out its impact on ORC research institute X. Interviews and observations were conducted on researchers who had responded to ORC measurements.The results of the interview data and observations from a qualitative approach to organizational communication are as follows: 1. The pattern of weak interaction in each work unit and management affects organizational communication 2. Communication of organizations in research institutions X is s...