Some organizational scholars suggest that 'resistance to change' actually represents the:

a.

symptoms of underlying restraining forces that needs to be removed.

b.

fact that employees are happy with the status quo and can perform well only in the status quo.

c.

change agent's distorted perceptions of employee behavior based on their own doubts about the success of the change process.

d.

indications that change is not required in the organization.

e.

performance of the change agent has been very ineffective, and a new change agent has to be introduced.