Resistance to organizational change refers to the attitudes, feelings and actions of individuals or groups that oppose, question, delay or fail to support proposed organizational change. Resistance may occur when employees or stakeholders believe that a change threatens their interest, job security, established routines, authority, working conditions or expectations. Resistance is a change-specific behavioral response by an individual or stakeholders group towards a change initiative proposed by a leader or sponsor. such a response may occur before, during or after the implementation of change. Resistance can take different forms. Employees may openly oppose change, refuse to cooperate, participate in strikes, submit grievances or express concerns through trade unions. Other employees may resist silently by delaying the adoption of new procedures, showing reduced commitment or continuing to follow old working practices. stakeholders outside the organization may also resist through protests, public criticism, legal challenges or opposition to proposed policies Therefore, Resistance does not necessarily mean that individuals reject every form of change; it may reflect concerns about how the change is designed, communicated or implemented. paraphrase using simple English