Change in an organisation:

• Change might be perceived in two ways: Change as continuous and intrinsic to an organisation and change as discontinuous & extrinsic.
• A force of change is any factor in the environment (both internal and external) that interferes with the organisation's ability to attract human, financial & material resources it requires, or to generates and market its services or products becomes. Drivers of change within business might be categorized as market changes, technological changes & organisational changes.
• Forming a change includes moving the work force in organisations and its work culture in line with the strategies, structure, processes and systems to achieve the desired state (vision).
• In the three-step model, successful change in an organisation follows three steps: Unfreezing, intervening & refreezing. To attaining enduring results and change cannot be left to chance; rather planned efforts have to be made.
• The number of theories and models have been postulated through Sociologists and Behavioural Scientists and have been compiled within the literature as seven pure strategies of change: the fellowship strategy, the political strategy, the economic strategy, the academic strategy, the military strategy, the engineering strategy, the confrontational strategy.
• A some general commonly used techniques for bringing about change are: communication, education and training, participation & involvement, facilitation and support, co-opting, negotiation, manipulation, coercion - explicit and implicit.