The article “Organizational change and managerial sensemaking” by Luscher and Lewis seeks to explore the need for business firms and organizations to implement organizational development programs on a permanent basis in order to be at par with the ever-changing business environment. The authors describe the process of learning within organizations as employee training and continuous organization behavior modification. The authors view learning in organizations as being a major prerequisite to the realization of managerial and operational changes (Luscher and Lewis, 2008). The four main categories of intervention strategies in organizational development highlighted by the authors include strategies that are based on the human processes, structural technological orientation, techno-social orientation and organizational alteration. The authors conclude that for an organization to succeed in nurturing relevant organs, departments, and channels for addressing and promoting productive behavior, there must be an all-round objective working relationship with the employees (Luscher and Lewis, 2008). As opined by the authors, behavioral rehearsal is critical in improving generalization to real-life settings in organizations. In practice, especially during the assessment periods, organizational culture will identify signs that might indicate high-risk situations and seek to employ coping skills to address these shortcomings. This conforms to the element of synthesis and evaluation measures to prevent relapse after assessing the culture of such an organization. Organization management may include training and replace prevention approaches to manage the response by employees (Luscher and Lewis, 2008). Furthermore, as proposed by the authors, organizational development employs the problem-solving therapies in practice within the groups appropriately (Luscher and Lewis, 2008). The approach is necessary in situations where the organization is unable to cope with unproductive employees as a result of poor morale. Considering the social and personal consequences associated with the inability to cope with the challenges, organizational culture development carry out an assessment that offers the most effective response if not a permanent solution to employee concerns, development and welfare in line with the ideals in the bloom taxonomy. Significance of the article on change Organization management identifies a range of situations facing the organization in their social environment and generates multiple alternative solutions to these problems. It lays a series of procedures that are necessary to achieve desired results. As indicated in the article, to increases productive behavior, it is vital to create a healthy work environment and personal growth perspectives that apply to all situations since problems that each individual faces at an interpersonal level ultimately affect the group. In carrying out an in-depth enquiry to each employee’s personal life, organizational management agents should endeavor to determine which therapy best suits the individual. Thus, through properly designed training procedures, talent promotion and motivation of productive behavior will present that individual wit