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This article critically examines the complexities of resistance to change within organizations and the strategies to effectively manage it. Utilizing theoretical frameworks and practical case studies, the research identifies key factors contributing to resistance, including change fatigue, loyalty to the past, personality traits, uncertainty, and valuation of interests. The article further explores the significance of understanding these root causes through Morgan's metaphors and the implications for successful change implementation. The analysis underscores the importance of timely and effective communication, comprehensive training, and continuous support to mitigate resistance and promote sustainable organizational transformation.
F Li (Thu,) studied this question.