Resistance to change (more background)

Status quo is represented by take-for-granted situation where staff unwittingly accept that the prevailing organisational template is appropriate, right and the proper way of doing things. There is
"...constant reproduction and reinforcement of existing modes of thought and organisation..."
Royston Greenwood et al, 1996 "...
There is a preference for stability in most organisations and this is characterise by inertia for change and preference for the status quo.
With the absence of resistance, a reformative commitment will be associated with revolutionary and rapid change; while a competitive change is more likely to be evolutionary and slower, owing to resistance.
Research claims that it is around 50% resistance can be avoided with better change management and that the most resistance groups within an organisation are middle management and frontline employees (Prosci, 2016)

(source: Prosci, 2016)