It is true that according to a 2007 SHRM survey, employee resistance to change is one of the top reasons why change efforts fail.
Even when an organisation has a clear idea of the changes it wants to make and a technically and structurally strong basis for doing so, the change initiatives may nevertheless fail as a result of challenges that develop during implementation.
Major organisational changes can be difficult to accept, which can result in the failure of these projects. To avoid this, it is important to involve the workforce and inform them of the goals, procedures, and anticipated advantages of the changes. Clients and the organization's reputation may also be impacted, in addition to the organisation itself and internal relationships. To encourage people to accept the change, change management executives must increase knowledge and comprehension of the effort.
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