Change is brought about to enhance the organizational growth. When certain procedures start becoming obsolete or counterproductive, a metamorphosis is administered. It is a responsibility that needs oversight and is implemented because the pre-existing procedures were not as effective or have become monotonous.

A change can be implemented in the overall functioning of the system or only into some procedures. Depending on the requirement an action plan can be drafted. Before taking such steps, research needs to be done to verify the effectiveness of the change.

Change can be a dilatory process and the factor of resistance exists if the reason for the change is not annotated. The employees may have been well-versed with a particular agenda and implementing changes in processes can raise the issue of resistance to change. With befitting training, this hindrance can be culminated.

Effectuating change is a challenge for any organization. The change should be such that it maximizes benefits and minimizes risk. But the risk factor still persists unless the plan is well absorbed by the employees.

A change is executed at the time of crisis. When other policies fail and a drastic step is impervious for things to get settled, change management comes into force. Change is also initiated when there is a fluctuation with the size of the organization. An efficient leader is the requirement to bring about this change.

A leader can foresee the challenges and establish a smooth functioning. Age old practices that have become extinct, needs to be enhanced. Change is a process of aggrandizing knowledge and educating the employees to achieve organizational success.

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