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ity among all the stakeholders which was possible due to the change goals. Here nobody was watching over the other thus change was a lot voluntary. This is a good approach for such organizations to tackle with change.

This concept could have been used by Tata Motors also to help in involving all the levels of management to get the due turnaround strategy in a faster and better manner. Nobody in charge: Distributed change agency in healthcare (2009)

Another paper on change management in a dynamic business process tells us that we can make the execution of any business process flexible and adaptable to any situation through the change management technique. Run time change management software's are used to make all the business processes in a company flexible and dynamic thus helping cope up with the demand for changes even after the new process has been implemented.

Change Management in Dynamic Business Process (2010)

Prof. Robert E. Ledez in his paper has shown change in a totally different picture. According to him employees perceive change with a very negative connotation and often relate it to downsizing, paycuts, layoffs and relocation. So the employees need to alter their mindset and enable change to take place as in this competitive and ever changing world change needs to take place in all forms like new technology, new ideas, innovations, structural changes and others.

Change Management: Getting A Tuned Up Organization

'Kaizen' means continuous improvement of productivity and quality which depends on the participation level of the entire workforce. This is a low-cost approach to productivity and quality improvement. Kaizen is applicable not only to the manufacturing sector but also to the service sector, public organizations, and non-profit organizations. Kaizen is one of most critical components of Japanese industrial support in developing countries.

Introducing Kaizen (2009)

In the review article of Asian Journal of Management Research it has explained change management as one that incorporates the tools of the company which can be utilized to help individuals to make winning personal evolutions resulting in the adoption and realization of change. The concept of change is not new to Indians, because change management programmes were conducted for Ministers in the Indian government and civil service officers during the 1980s.

Change should be implemented smoothly while adapting all concerned stakeholders through planning, idea generation, sharing of information, preparation, evaluation, and reinforcing. There has to be the human resource as the backbone of this change. Implanting Change (2010)

In the research paper Getting Organizational Change Right in Public Services: the Case of European Higher Education has thrown light towards the need or requirement of organizational change and the way to manage this change. Change for the sake of change can be detrimental to the organization so we can use the By's model developed in 2007 called the conscious V/s unconscious change management theory which brings in successful organizational change.

The rationale for the model is that most employees will realize that change initiatives are put forward and drilled into by personal interests, self preservation, indecision, lack of knowledge and incompetence rather than by requireme