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Maybe they are reluctant to change until people of which depend on will accept it and incorporated it into their behavior. In addition, it is suggested that people tend to blame the resistance to change in the workplace of individual personalities. Although the personality may be a factor, rarely represents the most important dynamics of the situation. Habits: unless a situation changes drastically, perhaps people continue responding to stimuli in their usual ways. A habit becomes a source of satisfaction for people because they can conform to the world and deal with it, offers comfort and security. It becomes a main source of resistance to change depends on whether people perceive advantages in changing it. You can that you threats to the power and influence: some people’s organizations consider change as a threat to their power or influence. Once established a position of power people or groups often resist changes that perceive they reduce their power and influence.

Fear of the unknown: faced with strangers makes you the much of people are angustien, each significant change in a work situation brings with it an element of uncertainty. In certain situations the uncertainty not comes just by the possible change itself, but also by the possible consequences of this. To avoid the fear of the unknown and difficult decision-making, some employees will reject promotions that require relocation or major changes in the duties and responsibilities of employment. Economic reasons: it is logical that individuals who resist changes that might reduce their earnings. Changes in work routines established or tasks threaten economic security.

Employees fear that, after applied the changes, do not play so well and will not be as valuable to the Organization, the supervisors or co-workers. A good attentive to changes management should know how this leads to positive achievements if it is known him handle, if you really are has recorded with your human resource, knows the weaknesses, strengths of this and How to seize the opportunities that arise. It must be fully identified as it has been organizational behavior when changes, have generated when it has confronted them. You must therefore, be clear in the effect, behavior of organizational culture, as the company has handled the changes, the need to develop new behaviours, values and attitudes through changes in organizational processes, i.e. adapted to the company before the reality of the operation in the current scenarios and structures. Should management determine the extent impact of her empathy to changes, in order to foster acceptance, staff engagement in everything that you want to change. From there, let it be said, that when employees feel that those who manage the change are attentive to their concerns, then, will they be willing to collaborate, offer support, participate, and thus face overcoming any barriers that may arise for change,.