ABSTRACT
Change in organizations today is pervasive and fast due to rapid technology change and global connections. Employees experience change in technology-induced job content, interpersonal relationships, organizational power/status, and decision-making approaches resulting in uncertainty, unfamiliarity, misinformation, and even job insecurity (Joshi, 1991). Change management is hence critical. Management strategies that can overcome resistance to change and facilitate readiness to change will assist in successful implementation (Piderit, 2000; Shang & Su, 2004) of technological change. These strategies include communication, training, management support, and technical resource availability (Caldwell et al., 2004; Herold et al., 2007; Martins & Kellermanns, 2004). Managers must create a plan, communicate, support the change with resources, and celebrate progress.
