ABSTRACT
Change at work seems to have become a more or less permanent feature of organisational life; and with it comes uncertainty and insecurity. Gurus like Tom Peters have promised-or perhaps threatened-us with a world turned upside down, a world of non-stop, turbulent change (Peters 1988). From Peters’ perspective, managers have no choice; organisational survival depends on their ability to handle change. They are captives of the external environment and their only choice is how to ensure that they manage the process of change effectively.
