然而，重要的是要知道哪些员工最终抵制变化的原因，主要是因为他们担心变化（Burke，2011）。这意味着他们最终会担心组织变革最终会如何影响他们，他们在工作中的表现，与其他工作相关的因素以及与员工中其他人的关系。因此可以说，员工抵制变革是不可避免的。但是，作为经理人，在实施变更计划时，有一定的阻力是很重要的。事实上，这种特殊的阻力也可以被看作是带来积极的影响，因为这会导致组织内部的创新进程放缓，并且允许人们根据这些进行调整（Cameron and Green，2012）。
Considering the case provided, the attitude of managing director is quiet inappropriate towards the employees considering the resistance of change. Based on this case, it can be stated that the managing director is not completely performing his roles and responsibilities as the change is being imposed on the organization. It has been identified by the director of human resource that the main impact will be imposed on the assembly line workers who are major concern as they will be making a movement into a new contract of their employment on the lower scales of payment (Balogun et al., 2008). However, the managing director believes that this step is appropriate for safeguarding the future of the business along with their jobs as the success of the organization will result in increasing their opportunities in order to promote and advance in their careers. However, as a managing director, he fails in understanding that the success of the organization is highly dependent upon the efforts of the work force in showing resistance towards change.
However, it is important to know the reason due to which employees end up resisting towards change, mainly due to the fact that they fear the changes (Burke, 2011). This means that they end up facing anxiety regarding how this organizational change will end up affecting them, their performance in the job, factors related to other job, and relationship with others in the workforce. Thus, it can be stated that there is an inevitable nature while employees resist changing. However, as a manager, it is importance to be allowing some scope for certain resistance when the plans are made for the implementation of change. As a matter of fact, this particular resistance can also be identified as bringing a positive impact as this will result in slowing down the pace at which there will be proceeding of innovation within the organization and time being allowed to people for making adjustment according to these changes (Cameron and Green, 2012).