CHANGE MANAGEMENT
Change means making things different. Change management is systematic approach to dealing with change, both from the perspective of an organization and on the individual level.
Changes forces:
- Nature of workforce i.e. cultural diversity, aging population
- Technology i.e. faster, cheaper and higher in mobility, increase of social networking sites
- Economic shocks i.e. mortage meltdown
- Social trend i.e. liberalization, baby boom retirements
- World politics i.e. opening new markets in china, Iraq wars

Type of Changes:
1. Unplanned Change
- Unplanned change happens in reaction to unanticipated events
- Unplanned change can bring about resistance
2. Planned Change
- Result of an identified need generated within the organization
- Goals of Planned Change are to improve ability of the organization to adapt to changes in its environment and change employee behavior
- Change Agents, person who act as catalysts and assume the responsibility for managing change activities

Resistance of Change
Form of Resistances:
- Overt and Immediate i.e. voicing complaints, engaging in job actions
- Implicit and Deferred i.e. loss of employee loyalty and motivation, increased errors or mistakes and increased absenteeism
Sources of Resistances:
- Individual (habit, security, economic factors, fear of the unknown, and selective information processing)
- Organizational (structural inertia, limited focus of change, group inertia, threat to expertise, threat to established power relationships and resource allocations)

Tactics in Overcoming Resistances:
- Education and Communication (show those affected the logic behind the change)
- Participation (participation in the decision process lessens resistance)
- Building Support and Commitment (counseling, therapy, or new-skills training)
- Implementing Change Fairly (be consistent and