Discuss the resistance to change in the case and the strategies that can be adopted to reduce the resistance. Include supporting evidence from the academic literature.
a) Increase communication and transparency: According to a study by Armenakis and Harris (2009), resistance to change is often the result of employees feeling uncertain or uninformed about the reasons for the change. By increasing communication and being transparent about the reasons for the change, employees are more likely to understand and accept the need for change.

b) Involve employees in the change process: Research by Ford and Ford (2009) shows that involving employees in the change process can help reduce resistance. When employees feel that their opinions and input are valued, they are more likely to be supportive of the change.

c) Provide training and support: Another way to reduce resistance to change is to provide employees with the necessary training and support to adapt to the changes. According to an article by Hayes (2018), providing employees with the tools and resources they need to successfully navigate the change can help alleviate their fears and anxieties.

d) Recognize and reward behavior that supports the change: In a study by Oreg (2003), it was found that recognizing and rewarding employees who demonstrate behavior that supports the change can help reduce resistance. By highlighting and celebrating employees who embrace the change, organizations can encourage others to do the same.