ABSTRACT:- To change something implies altering it, varying or modifying it in some way. Organizations change, or adapt, what they want to achieve and how. Some organizations change mainly in response to external circumstances (reactive change); others change principally because they have decided to change (proactive change). Some organizations are conservative in outlook, seeking little in the way of change, others are entrepreneurial in outlook, ever seeking new opportunities and new challenges. Some organizations are so constructed (even constricted!) that change, that is adaptation, is a slow and difficult process; others are designed with an in-built flexibility, enabling adaptation to take place regularly and relatively easily.
Change does not always imply innovation, that is, introducing something new, something novel, but this is the aspect of change most attractive to researchers and consultants. Innovation, therefore, forms the focus of most of this. However, there are some general points that can be made about the concept of organizational change. The first is that change is a process which is rarely contained by functional or specialist boundaries. Change is one part of an organization invariably affects people and processes in another part. Organizational change can influence, and be influenced by, several important features of organizational life – the organizational mission, Goals and strategy, Management Styles, its structure, current products, Services and processes, its people, knowledge, skills, Jobs/Roles and culture, decision/communication channels, and the nature of the technology employed. These organizational features are themselves affected by the external environment.
A second important point about change is that it can be triggered by any number of external and internal factors.

Key Words:- Change, adaption, behavior, change agents, organizations, proactive, influence, entrepreneurial , innovation, internal, external, environment, features, process, management style, triggers.