Milestone One: Change Readiness or Needs Assessment Audit Scenario You have been contracted as an HR consultant by a U.S. LLC in Wilmington, Delaware, to solve their internal issues. This U.S. LLC is

This quick reference guide details the forms of resistance described on page 208 of the textbook Lewis, L. (2019). Organizational Change; Creating Change Through Strategic Communication, 2nd Edition. Wiley Blackwell. Ambivalence People who vocalize a move toward change and also vocalize a struggle against change. They may experiencing both positive and negative feelings about different aspects of the change at the same time. Peer -focused Dissent People who do not challenge the change formally may go underground and fear the label of “troublemaker.” It may be a more aggressive form of resistance. Upward Dissent People who attempt to use influence on decision - makers during the change management process. Some may seek to influence a leader through a third party hoping the leader hears the concerns, but not directly from the source. Sabotage People who attempt to stop the change or destroy the change momentum. This resistance may be direct actions such as threats, work slowdowns, feigning ignorance, or subtle neglect, such as absenteeism. Refusal/Exit/Activism People who cannot adopt or adapt to change. They may leave the company or become employee activists who attempt to apply pressure on the organization to sway the