Whether it is proactive or reactive, organizational change is inevitable. Unfortunately, people dont always like change and tend to be resistant to it. This activity is important because managers need to understand what to expect from employees in terms of their resistance to change in order to better manage workers through the change process.

The goal of this activity is to challenge your knowledge of the ten reasons people resist change.

Each statement listed below depicts an example of something related to an organizational change. Match each statement to the reason for change resistance that it best depicts.

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1 Fear of failure 4 Nonreinforcing reward systems Personality conflicts N 5 Disruption of cultural traditions or group relationships Loss of status or job security 3 9 Peer pressure 10 Climate of mistrust 6 Lack of tact or poor timing 8 Individuals predisposition toward change Surprise and fear of the unknown 7 Match each of the options above to the items below. You immediately resist an organizational change because you have a deep fear of change. Your boss suddenly and without warning announces her resignation and replacement. Your manager ensures you the change won't alter your salary, but you worry he'll only look out for himself. New procedures are vastly different from old ones, and you aren't sure you can learn them. You worry that recent technology changes may eliminate the need for your managerial position. Your work colleague is upset about a change to the department, therefore you resist the change, too. Five close members of a department are reassigned and are no longer part of the same work group. A notoriously unlikeable manager delivers the news of a change. The organization implements massive structural changes with no explanation. All employees now must work two extra hours per week with no additional pay