Final answer:
People resist change in organizations due to surprise, poor timing, and inertia, which are underpinned by cognitive dissonance, informational social influence, and the allure of tangible benefits. Historical examples and social dynamics show that fear and loyalty to existing belief systems contribute to resistance.
Step-by-step explanation:
People often resist change within an organization for several reasons, including surprise, timing, and inertia. Surprise can lead to resistance as individuals may feel uncomfortable with sudden changes for which they are unprepared. Poor timing of changes can also contribute to resistance, particularly if the changes coincide with other stressful events or high workloads. Inertia represents the tendency of people to maintain the status quo because change requires effort and a move out of comfort zones.
These factors can result in cognitive dissonance, which is the discomfort felt when holding conflicting ideas simultaneously, potentially causing an individual to be resistant to change to maintain a sense of consistency. The concept of informational social influence also plays a role as individuals may look to the group for guidance in ambiguous situations and resist changes when the group possesses expertise or the right answer seems unclear.
Additionally, utilitarian organizations often attract people because they provide a tangible benefit, which indicates that resistance might occur if changes diminish these benefits. Factors such as collective biases towards the status quo, due to the complications in decision-making processes, further contribute to resistance. Historical examples, such as the opposition to women's advancement and racial integration in the workforce, illustrate the deep-rooted fear that change may bring personal inconvenience or undermine the perceived benefits of prejudiced systems. People may also resist change to remain loyal to a shared belief system, illustrating the interplay between personal beliefs and social relationships in the resistance to change.