What is typically the result of the fear of loss when it comes to organizational change?

The fear of loss often leads to resistance to change within an organization. When employees perceive that a change might threaten their job security, familiarity with their roles, or the established culture, they may push back against the change initiative. This resistance can manifest in various ways, such as vocal opposition, decreased morale, or a lack of participation in the change process. People generally prefer stability and the known, so when faced with uncertainty, their instinctual reaction can be to resist rather than adapt.

In contrast, increased motivation and employee engagement typically arise in environments where individuals feel secure and see potential benefits from changes rather than threats. Enhanced productivity is generally a result of effective change management, where employees are supported and guided through transitions rather than feeling threatened.