Reference no: EM133769747

Implementing a planned change program within Heavy WorX can be met with resistance from individuals, groups, and theorganization as a whole. People may be resistant to change because they feel frightened by possible work changes, dreadthe unknown, or feel like they are losing control. Groups within the organization may resist change if they feel their powerdynamics or established routines are being disrupted. Furthermore, if there is a lack of communication or comprehension onthe reasons for the change, the organization as a whole may oppose it, which could cause mistrust and uncertainty amongthe work force.A typical way that people oppose change is through fear of the unknown. If personnel do not fully comprehend how newprocedures and systems will affect their daily tasks, they could be reluctant to accept them. Additionally, some people maybe resistant to change because they don't trust upper management or because they worry about losing influence over theirworkplace. A feeling of bereavement or a danger to one's job stability might also be the source of resistance. Employeeswho feel that their positions are at risk due to organizational changes may push back against implementation efforts (IndeedEditorial Team, 2023).Change is inevitable in any organization, but resistance to change can hinder progress and growth. As an organizationaldevelopment practitioner, it is necessary to foresee and tackle this opposition in order to ensure the effectiveness of thechange initiative.Effective communication is one tactic that can be used to lessen resistance to change. Employee understanding and support