The term resistance to change simply means that individuals are set in his or her ways and often don’t want to modify his or her routing. However, this change resistance doesn’t just occur when individuals who like their jobs are asked to make a change. Resistance even happens when individuals are chronically upset with their working conditions. For them, the known evil is preferable to the unknown. For anyone to resist a change, there obviously has to be a change. These new conditions are the events that occur around us every day. And these events, big or small, good or bad, invariably lead to some result. However, it is important to distinguish between the symptoms of resistance to change, and the causes behind it. These behaviors fall into two categories -- active-resistance or passive-resistance. Symptoms of active resistance occur where individuals are taking specific and deliberate action to resist the change. It may be overt, with such as public statements and acts of resistance, and it may be covert, such as mobilizing others to create an underground resistance movement. Overt active resistance, although potentially damaging, is at least visible and you have the option of using formal disciplinary actions (although more positive methods should normally be used first). When it is covert, you may also need to use to covert methods to identify the source and hence take appropriate action Passive resistance occurs where people do not take specific actions. At meetings, they will sit quietly and may appear to agree with the change. Their main tool is to refuse to collaborate with the change. In passive aggression, for example, they may agree and then do nothing to fulfill their commitments. This can be very difficult to address, as resisters have not particularly done anything wrong. One way to address this is to get public commitment to an action, then follow up to ensure they complete the action. Then keep repeating this until they have either bought in or given in. According to Jager (2001), supervisors often perceive resistance negatively, and employees who resist are viewed as disobedient and obstacles the company must overcome in order to achieve the new goals. However in certain instances, employee resistance may play a positive and useful role in a company changes. The process of any change is simply moving from the current way of doing things to a new and different way of doing things. It isn’t the actual change that people resist, but rather the transition that must be made to accommodate the change. Bridges (1991) thought that change is not the same as transition. But change is situational: the new boss, the new team roles, and new policy. Transition is the psychological process individuals go through to come to terms with the new situation. Change is external, transitions are internal. Unless transition occurs, change will not work. Employee resistance to change is a complex issue facing management in the complex of any company. The process of change is ever-present, and employee resistance has been identified as a critically important contributor to the failure of many well-intended and well-conceived efforts to initiate change within the organization. In many cases, vast amounts of resources are expended by companies to adjust employees to a new way of achieving desired goals. The natural tendency for individuals to defend the status quo presents a set of challenges that supervisors must overcome in order to bring about desired change. Supervisors must also seriously take into account and consider the countless number of issues that may result if they are not responsive to issues of resistance in the workplace. In order to assist a smooth transition from the old to the new, companies must be capable in effective change supervisor. The process of change supervisor consists of getting those involved and affected to accept the introduced changes as well as manage any resistance to them. This investigation stresses that change usually involves an individual's psyche, so there are no concrete textbook answers and solutions to the problem. Since each individual is different, their view and reasons for resisting are also different.