One problem with the learning strategy for minimizing resistance to change is that it:. a. tends to change people too quickly.
b. leads to long-term antagonism with the change agent.
c. creates compliance but not commitment to the change process.
d. is potentially costly and may not benefit employees at large.
e. attempts to change the drives instead of reducing the restraining forces.

c. creates compliance but not commitment to the change process.

Explanation:

Changes occur throughout the organization determined by internal or external factors, but always so that the organization can continue to operate effectively and achieve its objectives. Therefore, when there are changes, there may also be resistance from a large part of the collaborators, due to the fact that the changes can generate insecurity of what is unknown.

It is ideal that there is a process of minimizing resistance to change that aggregates different strategies, in the case of the above question, the learning strategy is beneficial for reducing resistance to change, but if used as a single strategy it can create conformity, but not compromise with the change process.

Ideally, there are different strategies for reducing resistance, such as communicating change in an assertive way, clearly informing the pros and cons of a change, in addition to resolving conflicts, opening up to feedback and doubts, the monitoring and tracking change, learning, etc.

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