Management of change is often a really interesting topic to research on as it relates to our daily lifestyle and where we work at. In order to manage change, not to mention change in HRM, it is necessary to first understand what exactly the word ‘change’ can actually mean. The common way of referring such to an Oxford English Dictionary, the word ‘change’ stands for “making or becoming different; alteration”; and ‘change’ has “a general use and indicates any act of making something different”. Hence by all means change is constantly involved and related to anything in general within our lifestyles through time. The crucial point is, change is an inevitability yet not necessary detrimental. It creates opportunities and space to allow development and improvement. Apply change in organizations and to have it being properly responded and dealt with can often lead organizations to success, and thus where competitive advantage comes from. Since change is inevitable, in addition to the fact that change is constantly changing its form, it is thus often an essential element for many of the organization strategists to create competitive advantage or to take a lead in the market among their rivals. However, organizational change requires considerable amount of stability as both the individuals and organization itself need time and room to adjust and compromise with the change.
Now given that change is constant, so what exactly is management of change? One can be defined as the making of changes in a planned and managed or systematic fashion, or; the response to changes over which the organization exercises little or no control. The first meaning is aiming to effectively implement new ways or systems in an ongoing organization whilst these internal changes might have been tr ...