For Scott and Jaffe, the cycle has four phases, beginning with denial, then moving through resistance to exploration to commitment.
Denial can usually happen at work when changes are made. Employees that are in denial about their supervisor and their actions and behaviors. May act out by becoming passive-aggressive in the workplace, take a manager dealing with employee with non-technological skills. This can manifest itself in many denial outburst even shouting, destroying objects, throwing items or withdrawing emotionally; however, once asked, the employee will say that nothing is wrong. Since this type of behavior not only affects workplace morale but could endanger other employees, the person in question must be pulled aside quickly.
Sometimes the resistance to change is driven strictly by fear. If technological advances are coming into the work place, some managers may feel threatened. They may feel that, not only their position, but the positions of their staff will soon be unessary What a manager must realize is that their job is to lead. Management resistance to change must be dealt with immediately. They need to stay positive in their communications to their employees. If they have fears about their department, they should use the appropriate avenues to express themselves. Exploration, which means taking their concerns up the chain of command.
If the decision to move forward with the change is upheld, even after exploring all their options to not create waves. They must communicated their fears or concerns, their job is to motivate and encourage the employees through the steps of the change. Many times the change brings about a better working environment and the employees end up being happier in their position than they were in the past.When a change is coming and there is management resistance to change, people get nervous and begin to feel unsecure.