ISSN: 2222-6990
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Organizations continue to struggle with the persistent challenge of employee resistance during change initiatives, particularly when new ideas or work practices are introduced. This paper investigates the organizational and individual factors that shape resistance and examines strategies that support successful transformation. The review highlights that resistance often arises from leadership behaviour, communication clarity, cultural norms, perceived fairness, fear of the unknown, loss of autonomy, and trust in management. Although the literature identifies a broad range of contributors, the analysis shows that leadership and communication consistently underpin most resistance outcomes. Transformational leadership, supported by open and structured communication, plays a central role in reducing uncertainty, building readiness, and strengthening employee confidence during transitions. The discussion emphasizes practical approaches such as employee involvement, capability development, reassurance, and empowerment as pathways to reduce resistance and sustain change. By integrating insights across organizational behaviour research, this study provides a clearer understanding of why employees resist new ideas and how organizations can create conditions that foster acceptance, ownership, and long-term transformation.
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