According to Holton, what has a direct impact on the potential for resistance to change?

Holton emphasizes that ambiguity has a significant impact on the potential for resistance to change. When individuals are uncertain about what the change entails, its implications, or how it will affect their roles, they are more likely to resist. Ambiguity can lead to fear and anxiety, as employees might perceive changes as threats to their job security or established routines. The lack of clarity around new processes or expectations can foster skepticism and hesitation, thereby increasing resistance.

In the context of organizational change, it is crucial to minimize ambiguity through clear communication and a well-structured transition plan. By addressing uncertainties head-on and providing detailed information about the change, organizations can alleviate concerns and foster a more accepting environment.