Manyfactorsbringabouttheneedforchangemanagementinabusiness.Marketchanges,populationchangesandevolvingconsumertastesaremajorfactors.Obviousexamplesaretheopeningupofnewtechnologycanforcechange.NewproductiontechniquescanmakeworkersredundantorincreasetheneedforspecificITtraining.Finally,legislationmaydemandit.Newlawscould,forexample,requirehighersafetystandardsorimposebitingtaxesonpolluters.Theeffectsofchangearesubstantial,andsuccessfulcompaniesrecognizedtheneedofbeadaptable.Productlifecyclesaregettingshorter,andcompanyresearchanddevelopmentdepartmentsareincreasinglyunderpressuretorespondtotheneedsoffast-movingmarkets.Bothproductinnovationandqualityassuranceneedtobecutting-edgetokeeponestepaheadofthecompetition.Humanresourcemanagement(HRM)needstoplanforachangingworkforce.However,perhapsthemostexpensiveeffectistheconstantneedfornewerproducttionmethodsandIT,andassociatedtraining.Ultimately,HRMisresponsibleformanagersdisseminatingnewrequirementsandproceduresthroughoutthecampany.Newprocedurescouldincludeapplyingperformance-relatedpay,orempoweringindividualsorteamstotakeonmoreresponsibilityandbecomeself-motivated.Suchmovescouldbeappliedasawholepackage-acompleterestructuring,forinstance-ortheycouldbeintroducedasgradualpiecemealinitiative,consistingofmeetingsaboutquality,bettercommunication,newworkpractices,outsourcingorpayincentives.Businessesarealwayslikelytofacewidespreadresistancetochange,butthiscanbeovercome.Thereasonforthisisthatmanypeopleareafraidoftheunknown.Theyfearbecomingunemployed,nottochangeispartofexistingcompanycultureandbehaviourdynamic.Tominimizesuchresistance,managersneedtotakecertainmeasures.Theyshouldkeepemployeesinformedthroughdiscussions,bothface-to-faceandonline.Iftheseareconsultative,theworkerswillfeelinvolvedinthechangeprocessandaremorelikelytoacceptthem.Managerscanconvincetheirteamstocooperatebypreventingrumorsandmisinformationspreading,andbyadvisingofrequirementssuchasunavoidablelegislation.Trainingshouldbeofferedifnecessary.Ifanorganizationmoves