Which of the following is NOT a type of resistance to change?

Which of the following is NOT a type of resistance to change?

• A. Rational
• B. Emotional
• C. Physical
• D. Behavioral

Answer: (C)

Physical resistance to change is not commonly categorized as a type of resistance in organizational change management. Instead, resistance is typically framed in terms of emotional, rational, and behavioral responses. Rational resistance refers to logical objections or concerns that individuals may have when faced with change, often based on a reasoned analysis of the proposed changes' impact and feasibility. Emotional resistance reflects feelings such as fear, anxiety, or distrust, which can hinder acceptance of change. Behavioral resistance encompasses actions that individuals may take to avoid or oppose change, such as active non-compliance or passive resistance. Physical resistance, while it may exist in specific contexts, does not align with the typical classifications of resistance to change in a workplace setting, where the emphasis is more on psychological and behavioral aspects. This distinction helps in understanding how best to address resistance to change by targeting the emotional and rational concerns of individuals.

Physical resistance to change is not commonly categorized as a type of resistance in organizational change management. Instead, resistance is typically framed in terms of emotional, rational, and behavioral responses.

Rational resistance refers to logical objections or concerns that individuals may have when faced with change, often based on a reasoned analysis of the proposed changes' impact and feasibility. Emotional resistance reflects feelings such as fear, anxiety, or distrust, which can hinder acceptance of change. Behavioral resistance encompasses actions that individuals may take to avoid or oppose change, such as active non-compliance or passive resistance.

Physical resistance, while it may exist in specific contexts, does not align with the typical classifications of resistance to change in a workplace setting, where the emphasis is more on psychological and behavioral aspects. This distinction helps in understanding how best to address resistance to change by targeting the emotional and rational concerns of individuals.