Resistance to Change: An introduction Change is a universal phenomenon for individual, group, organization, and nature itself. It brings many positive as well as negative outcomes for the organization. A successful change management practices will be the need of the hour. In change management, it means when people don't easily accept the proposed policies, rules, regulation or new system made for them at workplace. For example: If, a company shifting its working hours and people deny for the same this can be said as people resist changing. It has many associated impact on business organization. For example: Nestl has reduced its hierarchical levels. In 2002, Nestl started to review its world-wide organization, with the purpose of building an agile and flexible organizational structure, while still maintaining its growth. Impacts of people's resistance to change on a business organization: When organization proposed a change like change in organizational structure, business/plant location, employment policies, appraisal methods, working hours, salary packages, job profiles etc. then people show their concern or nod against the proposed system. People's resistance might bring the following consequences for the organization: 1.)Slow growth rate: If, people will not accept the latest technology then productivity will be decrease and slow growth will be recorded. 2.)Chaos with management: Many times, workers get agitated with the management of the organization and as a result chaos like situation will be created in working environment. 3) Incompetency with competitors: Organization will not be able to compete with other players in the market. 4) Stress will be found at workplace: Companies whose employees will resist to a proposed change will have very stressful situation. 5) Reduced motivation of the employees: People will show low motivation for the work assignment due to their uncertain future. My role as a leader: As a leader, I will manage and lead the change in many ways. I will implement it into all those areas where no change has been seen in the past couple of years. I will address the issue of change with the help of Kurt's Lewin of organizational change which has three steps, 1. Unfreezing the hesitance of people for proposed change 2. Movement for change 3. Freezing the final aims of the change agenda I will set example for my subordinates. I will help them to manage the critical aspects for the proposed change. References: https://www.imd.org/research/publications/upload/PFM156-LR_Broeckx-Hooijberg.pdf