Organizational change is an important part of organizational management and leaders cannot ignore the inevitability of having to manage change within their organization. Additionally, a global study of more than 2,000 organizations showed that 82% of them had implemented major changes to their information systems, which also involved other changes in structure, technology and people (as cited in Robbins & Coulter, 2007). Therefore, it is imperative that managers and organizations understand how to increase their chances of successful change programs. Diagnosis The first step in designing a change program is to understand what the problem or issue is that needs to be changed. This is called diagnosis and is very important to ensure that the situation is fully understood so that an appropriate plan can be developed that will achieve the desired results. Additionally, the diagnosis helps the organization determine the scope of the problem and how to make a change that will result in the desired outcome. There are several ways to obtain the data needed to perform a diagnosis. The organization can conduct attitudinal surveys, use direct observations, interview key people within the organization, hold workshops, and review documents and records (Gibson et al., 2009). Unfortunately, many organizations do not take their time with this step which can result in incorrect conclusions about the true nature of the problem, not understanding what the desired outcome of the change is, or not identifying the right intervention for the change. Therefore, it is very important to collect the necessary information from various sources to determine the nature and scope of the problem or application (Gibson et al., 2009). ConclusionThe concept of change is relatively easy to understand, but effecting change within an organization is complicated and involves many variables. Early managers must use a systematic approach to determining problems. They must develop an action plan that addresses the problem, ensures everyone understands the problem and the need for change. Managers must then motivate everyone to adopt the new behavior using the learning principles of training, demonstration, motivation, and empowerment. Finally, there must be feedback on how the change worked, making adjustments as necessary, and reinforcing the new behavior in order to eliminate old habits. Change is an important part of all organizations and managers who are able to develop and implement effective change programs will be valuable members of their organization..