1. Lack of knowledge : in situations when people do not have sufficient knowledge about the cause and effects of change they feel anxious and stressed and consequently resist to change. Employees also resists change because it threaten their need for security ,self-esteem, competence, status and social interaction. Irrespective of the nature of change it has been found that employees make efforts to protect them from effect of change and the reaction may range from simple complaint and grievances to passive resistance, sabotage, absenteeism an slowing down of work. Resistance to change takes place irrespective of the level of employee in the organization- whether one is white collar or a blue-collar worker.
4. Vested interest : Change produces some disturbance, and sometimes some dislocation. When our organization creates new units, which are located in the smaller towns, people moving to smaller towns from capital cities will face problems and experience inconvenience. As a result of this they are likely to resist the change. They may, of course, give different reasons, which may appear logical. However, once they go and work in the smaller towns, they do enjoy the change and also see its positive aspects.
5. Complacency and inertia : as a general rule, change produces discomfort. People develop complacency while being in one state. The change of state is somewhat painful. The solution of the problem is to introduce change and help people experience new conditions. Then the resistance usually goes down.