Two primary reasons why people resist organizational change are: 1. Uncertainty - The less the employees of the organization are aware of the impending change and the impact of the same on them, the more uncertainty they would be faced with. In the absence of a consistent as well as an efficient two-way communication within the organization, informal rumours start filling the void and impede the change effort. Employees would take active steps in the direction of the unknown only if they believe that the risks associated with maintaining the status quo are greater than the risks associated with moving ahead in the new direction (Bovey and Hede, 2001).