ABSTRACT

What do you think of when you hear the word “change”? Change means different things to di erent people, and the management literature itself contains a mind-boggling variety of understanding and approaches to organizational change. is is probably because the study of organizational change is interdisciplinary and draws from so many di erent elds (management, psychology, sociology, anthropology, political science, economics, etc.), and the agendas and preferences of di erent researchers naturally present contradictions. “Understanding change means coming to terms with the lessons from numerous philosophies and their messy interconnections” (Smith and Graetz, 2011). But, to establish a common context, let’s simply de ne change management as a framework for a ecting some sort of change within the organization and

for managing the e ects of those changes on the organization and its human resources.