Final answer:
Kotter and Schlesinger's four main reasons why humans resist change are parochial self-interest, misunderstanding, different assessments of the situation, and a low tolerance to change.
Step-by-step explanation:
Kotter and Schlesinger identified four main reasons for why humans resist change in organizational settings. These are a misunderstanding due to inadequate or incorrect information, parochial self-interest where individuals are more concerned with the impact of the change on themselves rather than on the success of the business, different assessments of the situation which occur when people see the change differently or disagree on the logic behind it, and a low tolerance to change which may stem from deeply rooted assumptions and the comfort of known patterns.
The presence of these factors can lead to resistance to change as people are driven by the fear of the new, the impact on personal relationships, matters of equity and fairness, and the potential loss of status or job security. Understanding these reasons is crucial for effectively managing and leading change within organizations by addressing the concerns and dealing with the reasons for resistance head-on.