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Change management is a strategy put in place to protect both parties if any changes are made to the requirements of the contract and project. In construction, there are many variables to consider, and it is very possible that changes will be made to the likes of drawings, materials and site conditions, to name a few. The main aim of any of these documents is to mitigate a reasonable amount of risk from the contractor in terms of time and cost – therefore it is even more important to have a good professional relationship with both the client and supplier. Change management refers to a systematic approach that deals with changes implemented considering organizational viewpoint, as well as the individual. The change management should have logic for a particular change with a clear understanding and set influence on the people. The management should encourage their managers for personal communication with the people that are helpful in the organizational change. The above mentioned principles and parameters need to be associated with organizational change and personal management. Change management is an approach to transitioning individuals, teams, and organizations to a desired future state.

The employees of the organization hold no responsibility to manage change as their responsibility is to deliver the best within their capacity. It is difficult to develop a successful adaptation to changing in an organization due to natural phenomena of human psychology. As per John Kotter, a leading authority on change management, serving as a professor in Harvard Business School presented helpful model for effective understanding of change in the organization.
Eliminate the obstacles; get productive feedback with the support from manager by offering rewards and reorganization of their achievements and progress. Set easy aims and objective that should be achievable and finalize existing tasks before forwarding for new one’s. Reinforcement of values for successful change by promotion, intertwine change into culture and appoint new leadership. For this reason, we would like to clear up some jargon before delving into further details. Change management should be for meaningful planning and sensitive implementation, and consultation and involvement of the person that may be affected by the changes.

As per managerial viewpoint for an organization, it defines and implements procedures as well as technologies to deal with the changes in the business environment to optimize profitability with that particular changes.
That deviates from one person to another depending on many factors including health, experience, personality, motivation, stability and so forth.
A change management strategy is made up of tools which fall into two divisions; upline and downline. The response of the employees depends on varying capabilities and situations that consequently increase the role of manager in the context of proper communication and interpretation.

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