PurposeResistance takes many forms, and can be the cause for the failure of a potentially good change program. Understanding resistance involves the ability to identify it, and then take action to diminish its effect. The reason for resistance to a change can vary from one person to another and from one situation to the next. This exercise is to help equip students with some options for dealing with resistance.The TaskListed below are a number of reasons why people may be resistant to a change. For each of the fourteen reasons, identify two actions that could be taken by management to reduce the prospect that it will be a significant source of resistance.Reason for Resistance Proposed ActionInnate dislike of changeLow tolerance of uncertaintyPerceived negative effects on interestsAttachment to organization culture/identityPerceived breach of psychological contractLack of conviction that change is neededLack of clarity as to what is expectedBelief that the proposed changes are inappropriatePerception that the timing is wrongToo much changeCumulative effect of other life changesPerceived ethical conflictLegacy of past changesDisagreement with how the change is being managedGuidelines for Answers to QuestionsThe answers to the questions in the exercises should draw from the range of strategies discussed in the section “Managing Resistance” (pp.263-269) in the textbook.