Organizations need strategic change in order to expand and successfully compete in a dynamic market. However, not all changes are successful. In fact, almost 70 percent of the planned strategic change programs in organizations do not accomplish their desired objectives. Negative employee reactions to organizational strategic imperatives have the potential for highly negative impact, significantly interfering with the intended gains of change. As such, it is essential that organizations implementing change better understand potentially negative reactions by employees to the process in the interests of effectively managing the outcomes.