Change is frequently resisted, even when it would be beneficial to those who resist it. Managements are frequently puzzled by this opposition, and because they do not understand the reason for it conclude that it is the result of obstruction. Yet there are usually good reasons why people dislike change, and it is possible if these are understood to introduce change in such a way that it is readily accepted and given the best chance of success. Change is sometimes disliked merely because people have got comfortably settled into a routine, and dislikes the effort of having to learn a new procedure or new methods of work. This reason in itself is rarely an important one; indeed, if the old system involves delay and frustration, change may be welcomed even if it calls for effort to learn new ways. A more serious cause of resistance to change is fear of adverse consequences. These may be one or more of the following: leia todo o artigo
a multi-disciplined approach to achieving organisational objectives by making the best use of knowledge
