Change agents are catalysts to manage changes. They are any persons who manage the organizational changes. The change agents are specialized in the theory and practices of managing changes. Experts outside the organization are not well versed with the internal environment. So, they are not in position to manage changes effectively. The second order changes suggested by the external consultants are resisted by the employees, because they are not qualified to suggest changes. Moreover, external experts are not well aware of the attitudes and desires of the employees. A first order change is beneficial in many cases, as it takes place gradually and the employees get opportunities to adjust themselves according to the changing situations. Internal members of change management or internal change agents have ability, knowledge and experience of directing people for change and development. The basic objectives of change agents are increasing effectiveness, individual performance and satisfaction irrespective of whether change agents are internal or external. There are four subject matters which are changed by the change agents. They are people, physical setting, technology and structure.

People :The change agents inspire the employees to change to adapt the environment. The employees are motivated to adopt effective changes in an organization. The changes can give fruitful results if the employees have developed a positive attitude and behaviour to make the changes a success. Change agents focus on the employees change attitude. It is the foremost factor of change. Unless the employees accept the changes, the change agents cannot ensure the process of change. If there is a lack of agreement with the employees, stress or tension occurs. Physical setting :Change managers or change agents decide space configurations, interior design, equipment placement, plant layout and tool arrangement under a physical setting. The changes made in these settings considers information, flow process, flow and outcome. The smoothness of the flow increases the effectiveness of changes. working conditions are changed, designed and redesigned to mobilize effectiveness of the settings. People prefer a particular setting and are motivated to adopt more useful techniques.

Technology :Technological change is done under change management. The introduction of new equipment and work process is technological innovation. Automation and computerization have become common change process at the beginning of the twenty-first century. Change agents introduce new tools and techniques. Efficient handling of equipment and machine is invented by technology. Computerization has changed the work culture in the new century. Structure :An organization develops its structure according to new changes. The environment demands structural changes. Attitudinal change, change in plant layout and new techniques can succeed only when the structure, mechanic and organic structures and bureaucratic and democratic structures are adjusted according to the changes in the environment. Authority, responsibility, functions and performance are changed according to needs of changes. The matrix design is used for absorbing the changes.