Change is inevitable. It's a common thread throughout our society because it's one of the few things that is constant. It is very important and even desirable because it can combat stagnation. Change offers an opportunity for transformation. This transformation can be significant in an environment that has become increasingly uncertain. Change is also a continuous process that responds to the market, customers, etc. Since companies must continue to legitimize themselves, it is an investment that will require time and resources (382). How much time and resources depends on how much people understand the change process. It also depends on how people and companies handle change, which can vary depending on the change and the people. People or companies that manage change well will thrive, while those that don't will struggle. As our world changes, so must people, businesses and organizations. There are many theories, processes and/or models for managing change. They all provide some insight into change management, specifically what causes change and the best methods to use to implement change. They also give an idea of ​​how to implement change in employee relations. Change management provides guidance on how to get people to change. While there is no one right way to manage change, most change management models have similar attributes. Despite some differences, change management and strategic management principles are remarkably similar as they both describe the process of implementing change and emphasize factors such as recognizing needs, creating an action plan, and reinforcing change as contributions to his success. first principle shared between change management and strategy......middle of paper......will continue to be so. It's not cheap and often requires compromises. It requires a commitment of resources, time and money. For these and other reasons, change is difficult to initiate and impose. Even after you've identified the need, developed a plan, and attempted to embed it into your company culture, it can fail. But it is much more likely that those who implement the change will also participate in the development of the change. Internal support is essential to reduce resistance and ensure the success of the plan. Moving forward without this support will only amplify the investments and difficulties. The change management process focuses primarily on performance and results; however, the most important aspect is employee attitudes and behaviors. They can represent major barriers to innovation and change. Constant communication is critical to the success of change.