Change is a necessary phenomenon in organizations. In fact, it is said that the need for change is the only thing that does not change. Change, according to some theorists requires a shift in the balance of forces for and against the change. Others suggest that producing a change depends on the level of top management commitment, the type of intervention used, people's readiness for change, the level of resistance, or the organization's culture (Gardner, 1998). Each of these perspectives is important in the understanding of and the ability to produce effective intentional change in organizations. All organizations need to solve a fundamental problem when faced with a changing work environment, whether intentional or induced, due to internal and external forces - how to maintain internal cohesion while producing economic outputs.
Technological developments have created a decentralized workplace where the roles of workers, employers and the various other components of the organization have undergone a dramatic change causing a conflict as each struggles to retain and reestablish equilibrium within their environment. The change is causing the emergence of a completely new wok place. Forces like telecommunications, virtual organizations and manager leaders are challenging each and every aspect of the organization. Large scale organizations that have a large workforce are thrown into chaos as they struggle to implement information systems that will help them become global while controlling the internal dynamics. Displacement of workers through downsizing as machines replace people, changing corporate cultures as mergers and acquisitions become the norm and a more horizontal work management as leaders emerge on every level of the hierarchy trying to control the chaos are ...