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organization as a whole such as the reconstruction of organizational structure, change in policy,
imposing new technology etc. The second organizational change is called transformational change
that focuses on changes in organizational strategy in operation. The changes will consider the current
status of the organization and the direction in which the organization is heading to achieve. The third
change is personnel change which refers to changes that happened related to the increased or
decreased number of employees either through new hiring or retrenchment of staff. Both actions need
to be handled effective or else could cause chaos to the organization. Next is unplanned Change that
involved changes that happened due to unexpected events or incidents. Furthermore, remedial
changes is also a type of change that needs to be undertaken based on the management decisions
about the performance of the organization either deficiency or poor performance.

Change Forces
If it is given choices, for an organization that has already set its yearly target and strategy, changes
will become the last option to choose. However, due to certain incidents, many organizations have to
adapt to the change to sustain and maintain their level of competitiveness or at least the change could
help in achieving the objective or target. These changes will include changes in strategies or plans to
ensure what has been strategized may still be achieved. However, the changes will depend on the type
of challenges that the organization is facing, and the way forward will depend on the organization top
management decision based on advice from the advisory committee of each organization (Greg
Sanker, 2020). There are two categories of change forces based on Fred C. Lunenburg, (2010) i.e.:
i. Internal force
Changes that are caused by matters inside the organization such as a change in SOP,
employee’s management, etc.
ii. External force
Changes that are caused by matters outside the organization such as changes in government
policies, technology, economic environment, a certain outside incident that give material effect
to the organization etc.

Resistance to Change
Resistance to change refers to a situation when the employees are reluctant to adapt to the altered
environment in an organization. In addition, the employees may not like the changes imposed due to
certain reasons and this may likely become a disturbance to the company (Susan M. Heathfield,
2021). There are always challenges for an organization to organize changes in management and
operation even it is clear that the changes will give a positive impact on the process and revenue of the
organization itself. There are cases where changes in an organization are very important for the
organization to ensure its competitiveness in the market (Mathews et al. 2016). These challenges
include resistance to change that will cause the company to increase cost and time to ensure that the
change will achieve its objective (Del Val et al. 2003). Resistance to change may come in many forms
including negative comments, critics, sarcastic remarks, intentionally absence from work, delay in
completing tasks etc. There are two sources of resistance to change. These sources include individual
sources of resistance to change that happened in employees’ activities (Duro et al., 2013). This
resistance is caused by many factors such as habitual and routine working environment, organization
failure in justifying the changes as well as the feeling and perception among employees related to
insecurity, betrayal and damaged due to the changes. Another source of changes is organizational
Sources of Resistance to change which indicate that the organization sources of resistance to change
may be caused by the conservative nature of the organization itself (arts.brainkart.com, 2018). These
include structural inertia refers to the obstacles that arise when a change is confronting the
organization during the implementation stage. When conflict happened, structural inertia will be used
to overcome the conflict by comforting the employees. The second conservative nature of
organization sources of resistance to change is the group inertia that indicates the roles of the norms
themselves that become obstacles toward the change for example changes from manual to the online

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