Can you paraphrase this. Several forces can mitigate or resist change in an organization, and these are often interconnected. One influential model for understanding resistance to change is the "Cynical Cycle of Change" proposed by Kotter and Schlesinger. This model identifies four main reasons for resistance:

a$.$ Parochial Self$-$interest: Individuals or groups may resist change if they perceive it as detrimental to their own interests, such as job security or status within the organization.

b$.$ Misunderstanding and Lack of Trust: If employees do not understand the reasons behind the change or if there is a lack of trust in leadership, resistance is likely to occur. Effective communication and transparency are essential to overcoming this.

c$.$ Different Assessments: People may have different assessments of the situation, and if these assessments are not aligned, it can lead to resistance. Clear communication and providing a shared understanding of the need for change can help address this.

d$.$ Low Tolerance for Change: Some individuals may have a low tolerance for change due to fear of the unknown, uncertainty, or discomfort with ambiguity. Building a culture that fosters adaptability and resilience can help mitigate this type of resistance.