Which term refers to a psychological resistance to change within an organization?

The term that refers to a psychological resistance to change within an organization is inertia. In the context of business and organizational behavior, inertia embodies the idea that individuals and groups may be reluctant or resistant to alter their existing methods, processes, or cultures. This resistance often stems from comfort with the status quo, fear of the unknown, and potential disruptions that change might bring.

Inertia can significantly impact an organization's ability to adapt and evolve in a rapidly changing environment. If employees or management tightly cling to established practices, they may hinder innovation and responsiveness to market demands or competitive pressures.

Other choices, such as stability, adaptability, and flexibility, represent concepts that are either related to accepting change or maintaining current practices but do not specifically capture the essence of resistance. Stability suggests a preference for consistency and maintaining the current state, adaptability refers to the ability to adjust to new conditions, and flexibility denotes the capacity to change and respond to challenges. In contrast, inertia specifically highlights the barriers to such progress and adaptability, ultimately emphasizing the psychological aspects of resistance to change.