Resistance is most likely to occur when change:

Choice A reason: Reliance on the manager for direct guidance does not demonstrate the proactive qualities of a follower in action. Followers should be able to work independently while understanding the direction provided by leaders.

Choice B reason: Avoiding the use of a new protocol until receiving peer feedback may indicate a lack of initiative or resistance to change, which are not characteristics of an effective follower.

Choice C reason: While adherence to decisions is important, strict adherence without question does not embody the critical thinking and engagement expected of a follower in action.

Choice D reason: Self-awareness and the ability to speak up reflect a follower who is engaged, thoughtful, and proactive, which are key qualities in a dynamic healthcare environment.

Choice A reason: Conducting a chart review can provide insights into the care issue, but it does not directly address the employee's performance or reasons for failing to meet standards.

Choice B reason: Asking other staff to document concerns may be part of a broader investigation into the issue, but it should not be used solely for the purpose of discharging an employee without a fair assessment and opportunity for improvement.

Choice C reason: Asking questions of the employee can help understand their perspective and knowledge base, but it is not a comprehensive approach to dealing with performance issues.

Choice D reason: Determining if the issue is related to the employee's will or skill is essential. If it is a skill issue, the leader can provide additional training or resources. If it is a will issue, then further action, such as motivational interviewing or disciplinary measures, may be necessary. This approach ensures a fair and constructive response to the problem.