2.1.3—Resistance to change
- Syllabus
- First assessment 2024
- Objective
- 2.1.3
- Level
- HL
Resistance to change is a response to perceived risk
Employees resist change when they believe it threatens something they value or makes the future uncertain—such as job security, status, competence, routines or trust in management.
Resistance can be rational information, not simply stubbornness. A fast rollout may create fear and errors; a slow rollout may reduce disruption but allow a problem to continue. Diagnose the mechanism before choosing a response.
When a factory introduces unfamiliar software, experienced operators may worry that their expertise is being devalued. Their resistance is more likely to fall if training and a credible role in testing address that specific concern.
Resistance is not proof that a change is wrong, and communication alone does not solve every cause. Link the response to the source of perceived risk.