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In todays dynamic environment, change is compulsory for any organization in order to survive and sustain competition.

Change is to make organizations more effective and efficient. Demands for change come from forces both external and internal to the organization. Change may be of any forms: planned or accidental, evolutionary or revolutionary and first order or second order. Organizational readiness for change is a multi-level constructs. Readiness can be more or less present at the individual, group, department or organizational level. Although change is for the development of the organization, resistance from members is inevitable, as they see potential threats which affect their future. Therefore, readiness for change from the members of the organization is a crucial factor in implementation of change. It is the people who are the real sources of and the vehicle for change because they are the one who will either embrace or resist change. Therefore, it is vital to assess individuals readiness perception prior to any change attempt. In preparing the employees ready for change, Change Agent plays a vital role. A change agent is a person who causes change. A change agent initiates change; assist others in understanding the need for change. A change agent is either internal or external. External change agents are often in a position to educate internal change agents regarding the importance of readiness. The possibilities of unsuccessful change are reduced by the change agent and other leaders in the organization making the employees ready for change.