Introduction In one way or another all organizations whether big or small will eventually undergo some form of change, whether it comes in the form of changes to organizational leadership, changes to processes due to market influences or simply changes in the way the company addresses interoffice communication, the fact remains that in one way or another change is inevitable and as such it is important to establish methods of managing change so as to ensure a smooth transition from one method of doing things to another (Schraeder & Jordan, 2011). 3 Principles to Remember when Managing Change For this particular exercise I chose the following principles of change due to the way in which they reflect my own personal thoughts on what is necessary to manage change effectively:  1. To change the individual, change the system  2. People fear change it “happens” to them.  3. A clearly defined vision of the end result enables all the people to define the most efficient path for accomplishing the results For me these particular principles speak volumes of what is needed in managing change and as such I will attempt give you the reader a short overview of why I believe this are so and will try to convince you of the accuracy of my choice. First and foremost the principle of changing the system in order change the individual is derived from my own belief that in one way or another people tend to conform their mannerisms to the way a particular organizational structure works. Though it may not be immediately apparent facets such as work culture and internal company rules and regulations work in a manner in which an individual perceives what he should so and how he should do it. While such a factor is important in creating consistency and getting exactly what the company requires out of an employee often such systems enforce a certain mindset on individuals resulting in them being maladaptive to sudden changes in the way they used to do things. It is based on this that in order to change the way in which a employee acts, thinks and expresses ideas it is important to first change the system in which he/she operates in order to bring about the desired change needed (Schraeder & Jordan, 2011). Secondly, the concept of people fearing change is well known psychological concept that is deeply embedded in the fact that humans are essentially creatures of habit. People prefer doing things a certain way, they like having routines and they enjoy a life where they follow the simple logic of “if they do this they get that” (Van der Merwe, 2009). When a certain inexplicable change is introduced into a person’s routine three possible things may occur, either:  1. They adapt to this new change  2. They resist to the change that is being induced  3. They attempt to adapt yet fail at doing so. For organizations in the midst of change the latter two responses are the most troubling since this may result in several groups of individuals either resisting the change or being unable to adapt properly, both of which would adversely affect the company. Going back to the first principle mentioned, it is important to take note of the fact that in order to prevent the fear of change what