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Managing change is a technical task but in order to correctly come up with a good strategy, there are three important principles to follow; individual decision, trust and freedom. I feel that change results from an individual decision; it is expected that an individual makes an informed decision before considering taking any action. Change is a product of personal commitment towards gaining pride.  Therefore freedom to individuals would provide room for good decision to be made as they prove their capability (Smith, 2010).

Moreover trust plays an important role in carrying out change; change cannot happen if trust is not available among individuals. For smooth change to occur, individuals have to do their work vigilantly but more importantly, change has to take effect when you have people you can trust within your vicinity. For instance management has to trust its workers in order to facilitate smooth running of an organization (Smith, 2010).

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While handling change in an organization, techniques of implementing the change are crucial. You need to encourage individuals to meet the challenge, give them support and facilitate good communication within the organization. It is obvious that change don't happen in a single night but it is important that short term strategies are made in order to give guidelines to the long term process. Individuals should be awarded the trust to initiate the change and then rewarded when the mission is accomplished (Constantine Andriopoulos, 2009).

Change in An organization needs injection of resources to boost the process of attaining the ambition. Necessities such as time, money and training are essential in achieving the perceived change.  For all these to happen, communication within the organization will be crucial. Individuals need to be asked about their feeling about change and leaders' needs to give brief over the progress. Basically organizations needs to makes good network of communications (Constantine Andriopoulos, 2009).

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