ABSTRACT
Change is the ubiquitous aspect of human existence. One key element of Christian servant leadership is to recognize the necessity of change in producing growth and mission achievement at the individual, group, and organizational levels. This chapter will present a comprehensive framework for why employees resist organizational change from both functional and dysfunctional perspectives. The three broad dimensions are stewardship attributes which are productive and rationale reasons, psychological elements which entail a variety of defensive and neurotic aspects, and egoistic/political factors that promote narrow self-interest. The chapter will demonstrate how the various attributes of Christian servant leadership attenuate the negative change resistance elements and accentuate the positive voice and organizational learning elements that enhance the effectiveness of organizational change.
