According to Syncopation Management Systems, people sometimes resist
             change because they think they will lose something that is of value to
             them. In situations related to employment, individuals may fear they are
             losing authority, or some kind of job status in general, reduced or
             increased workload, or perhaps their physical location. When individuals
             experience this kind of fear, "they tend to focus on their own immediate
             best interests and not those of the whole" (Syncopation Management
             Systems). Part of this fear may include the inability to learn new things
             associated with the job, such as new technology or simply new procedures.
             Another reason that people might resist change is misunderstanding.
             Many times people simply do not completely understand the situation and
             therefore "perceive that it might cost them much more than they will gain"
             (Syncopation Management Systems). People may also resist change because
             they do not agree with what the benefits of the change will be. In other
             words, an employee may see things from a different perspective than his or
             her supervisor, and have genuine concerns.
             In addition, the University of Notre Dame adds that many people enjoy
             some sort of routine in their lives. Therefore, it is not uncommon to see
             resistance to change when people have become comfortable in their
             environment. We have all experienced the fear of the unknown and
             generally, when we stop to consider what the unknown might be like, we
             Another issue that may be the source of resisting change is a lack of
             trust with it comes to management. Other underlying issues that may result
             in the form of resistance is peer pressure. According to Office of Human
             Resources at Notre Dame, "powerful social pressures are brought into play
             when change threatens to disrupt the current group structure and
             comfortable working relationships" (Notre Dame). Other factors that may
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