Many people approach change in a work environment with preconceived anxieties and worries. However, this is not always the case: many employers are using new strategies and tactics to promote business change in a positive light; methods such as empowerment, Kaizen production and bottom-up change are becoming increasingly popular among large companies. First, though, I want to examine why workplace change is such a concern for so many employees. The underlying reason for concerns about change is the reluctance to give up the established organizational culture of a particular department or company – in a sense “the way we do things around here”. This organizational culture may have been established for years and developed as time, processes and resources have brought it forward: although it may seem silly, an organizational culture can be very personal to some staff who may have contributed to develop it or have had work with it for several years. In most cases (where possible), staff will subtly change the processes they use, perhaps without even realizing it, to make the most of the resources they have; for example they can bundle tasks to make things more efficient or take a shorter route using local knowledge to make deliveries sooner. This can lead to a sense of ownership over a company's processes, making it difficult for staff to expect imposed and/or radical changes. A traditional view of change is that of change being imposed, typically a senior manager or director deciding on new methods and processes. for the department or company. The imposition of these changes is one that will almost always cause anxiety or concern for a variety of reasons. First, as mentioned above, the review… halfway through the document… and reviewing the improvements achieved in previous meetings. Kaizen is popular in large companies and has led to the creation of Kaizen consultants who help the company create a continuous improvement framework. In conclusion, theoretically a company can ensure that changes are not gambled with anxiety and negativity, however - there are numerous factors that influence this: All above-mentioned strategies are only effective if carried out correctly and completely, a consultation without discussion does not It's no use to anyone. Secondly, all this depends on the basis of the changes themselves; if the change introduced is too drastic or excessive, there will always be anxiety or negativity and there is little that can be done about it. So, in answer to the original question, I think it depends entirely on what the change is and how it was introduced.