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Change in Organizational Development is but one sort of change that transpires in organizations, for change can be mutually premeditated and unintended and can take place in all facet of the universe. Before boarding on an organizational change proposal, it is astute to cautiously sketch strategies and foresee prospective problems. In the phase of planning, it is constructive to differentiate the diverse roles connected with the revolutionizing development. These responsibilities ought to continue idiosyncratic in order to execute premeditated change efficiently. The foundation for changes in organizational development is to develop organizational efficiency. Organizations and work teams ought to be effectual and proficient, principally in the existing milieu of restricted resources. In philosophy regarding efficacy, each organization and team would be prudent to implement a quality outlook concerning OD efforts. Enduring, institutionalized OD stratagems are analogous to continuous quality enhancement. Quality perceptions initiated in the manufacturing segment, but nowadays, the quality faction is being integrated into service organizations too. While not as technically oriented, work teams providing services can effectively determine quality standards and work proactively as a team to insure that standards are met. Support ought to be congregated from every area which will be exaggerated by the preferred change, across diverse echelons of the organization. Change is a dynamic process and to gain competitive advantage it is imperative to initiate change in Organizational Development. (At least 250 words).