Resistance represents a natural reaction from people, regardless of the impact the change will have. The biggest problem is not the change itself, but management’s inability to anticipate the employees’ reluctance and to respond accordingly. If employees thought that change was a bad thing, taking them out of their comfort zone, top managers, rather than analyzing their employees’ reactions and trying to explain the benefits of the new implementations, viewed these individuals’ resistance as an obstacle. In many cases the employees had no idea what was going to happen next and as people usually do they began to ask questions. Instead of answering their questions and involving employees in the process and trying to gain their trust and transforming them into “on board” members, some managers perceived their behavior as resistant.