Companies need to be flexible and innovative in their ways to deal with the unfamiliar situations that they often find themselves in. We are in a period of great change. The reality of yesterday proves wrong today, and nobody really knows what will be the truth tomorrow. The steadily increasing complexity of the world is asking too much of us. How can weindividuals as well as organizations prepare ourselves for an uncertain future? It can be done by creating our own future. Change management means empowering organizations and individuals to take over the responsibility for their own future. This article describes the challenges of change faced by today's managers and how to cope with these challenges and lead the organization.

`Change is the only thing that is constant...' - this is the very mantra of the present day business world. And adapting to the change is the key to any kind of success. In this era of `survival of the fittest' one who can glide over the changing situation is the one who can survive. Organizational behavior can in no way stand as an exception to this change-driven world. `Organizational change'the term that is precisely used by HR gurus is defined by RA Baron as - the planned or unplanned transformation in an organization's structure technology and/or people.

From the definition it is explicit that organizational change refers to any and all sorts of violation of conventions in an organization. It may be a change in the work culture, workforce, or the internal and external environment of the organization. An organization should ideally be flexible enough to adapt itself to these changes for its smooth functioning because ultimately these changes are related to people and resistance to change brings a straight-jacketed mindset among the employees.

The causes for change are actually many. Change in technology, consumer tastes and choices, political scenario, and government regulations are some of the examples of the external parameters that lead to change in the organization. On the other hand, factors like change in organizational structure, competition, and workforce are examples of the internal factors for changes. However, the organization should respond to both internal and external factors with equal importance.

HRM Review Magazine, Change Management, Organizational Change, Organizational Behavior, Knowledge Economy, Leadership Styles, Resistance Management, Business Environment, Global Communications, Economic Environment, Business Environment.