In this era of globalization, Organizations need to cope up with the dynamic andinevitable

changes, which take place very often. Because of these changes thecompetition among firms is
becoming intense and every organization should beflexible enough to implement the changes
whenever required for its survival.The changes that organizations make differ in scope. Some
are minor whereassome are major & complex. The forces of organizational change are not
isolatedthey appear to be global in nature, though different forces may be shaping changeat
different rates in different places.Employees tend to resist changes due to several reasons. But
organizations arenot static; they are continuously changing in response to a variety of
forcescoming from both inside and outside Pressures for change that originate insidethe
organization are generally recognizable in the form of signals indicating thatsomething needs to
be altered, such are the internal forces.As we have seen throughout the project and the case
study, employees tend toresist change, but in the long run change is necessary and inevitable for
anorganization that wishes to grow.It is also imperative on part of organizations to understand
the dynamics ofchange and communicate effectively and try to gain inputs and confidence
ofthose who resist and are affected by the organizational change being undertaken.Often certain
very effective models such as the Kurt Lewins Theory of Change,Action Research and Kotters
Eight Step Model can be used and implemented tobring about a meaningful and comprehensive
change in the organization.If an organization can gain inputs, create an effective plan of change
and executeit perfectly, the returns will always be positive.Further, an organization should invest
considerable time and moneyunderstanding the areas where change is needed and drawing
plans for change.People should also be motivated to endorse and embrace change, and told
how itcan benefit them personally and the organization in general.