Question

Kelly Rae works at an ophthalmology office where she has been employed as a technician for approximately one year. Due to a recent retirement of another employee, Kelly has been promoted to the position of clinic coordinator, where she is responsible for supervising and training other technicians, overseeing the doctors' schedules, and coordinating activities between the scheduling desk, the technicians, the insurance office, and the optical shop. Upon her promotion she was given a mandate by the doctors to ""clean house"" in an effort to make fundamental changes to enhance productivity.

A technician named Shelly was particularly concerned about the changes. She had spent a number of years befriending a particular doctor and had earned special privileges, such as taking extended lunches with her husband, because of it. Shelly's resistance to change came from her ________.
A) belief that uncertainty would increase
B) fear that she would be forced out of her habit
C) concern over personal loss
D) belief that Kelly's changes would harm the organization

Answer 1

Shelly's resistance to change came from her C) Concern over personal loss. (option C)

Step-by-step explanation:

Shelly's resistance to the changes introduced by Kelly stems from her concern over personal loss. Having established special privileges and a close relationship with a particular doctor, Shelly fears that the organizational changes may jeopardize her established routine and benefits. This fear of personal loss is a common factor influencing resistance to change in the workplace, particularly when individuals perceive that alterations may impact their existing advantages or relationships.

In the context of Kelly's mandate to "clean house" and make fundamental changes to enhance productivity, employees like Shelly may resist due to a perceived threat to their established privileges. Shelly's reluctance is rooted in the fear of losing the extended lunches and other special arrangements she enjoyed. This emotional response is a natural reaction when individuals believe that organizational changes may disrupt their personal routines or compromise the benefits they have accumulated over time.

Addressing this resistance involves effective communication and reassurance about the positive aspects of the changes, emphasizing how they contribute to overall organizational improvement. Recognizing and understanding employees' concerns over personal loss is crucial for successful change management, fostering a more collaborative and supportive work environment.(option C)