Organizational development is both a professional field of social action and an area of ​​scientific research.” (Cummings and Worley, 2009, p.1). Organizational development has no common definition; however, there is more than one definition that expresses the meaning of organizational development and change. Organizational development can be best described as a "system-wide process of data collection, diagnosis, action planning, intervention and evaluation aimed at improving congruence between organizational structure, processes , strategy, people and culture; develop a new and creative organizational solution; and develop the organization's capacity for self-renewal. (Beer cited in Cummings and Worley, 2009, p.2). This occurs through the cooperation of organizational members working with a change agent using behavioral science theory, research, and technology (Beer cited in Cummings and Worley, 2009, p.2). Organizational development and change management is concerned with the effective implementation of planned changes (Cummings and Worley, 2009, p.3). Both terms deal with issues of leadership and the process of change (Cummings and Worley, 2009, p.3). Change is a very critical process for any organization and is a hallmark of organizational development. Change passes from one state to another; it is the inevitable aspect of life and the essence of any organization (Sharma, 2007, p.1); it is the only constant and a moving target as the pace of change has become so rapid that it requires effective management and leadership to be implemented successfully (Cummings and Worley, 2009, p.27). Change management: Management and change are interdependent. It is impossible to undertake a journey without addressing its objective (Paton and Mccalman, 2008, p.3). “Managing change is about managing the complexities of change; it is about evaluating, planning and implementing operational tactics and strategies” (Paton and Mccalman, 2008, p.3). According to Armenikas and Bedeian, organizational change depends to a large extent on management; its possibility remains high as managers strive for successful and perfect change in the organization (Paton and Mccalman, 2008, p.3). Change management is a complex and dynamic process; it is about finding the best solution so that the organization obtains the best results (Paton and Mccalman, 2008, p.4). The environment is changing rapidly due to changing technologies, customer preferences, changing economies, and many other factors (Paton and Mccalman, 2008, p. 10), so organizations must take the path of change to address the external forces they face. and this is done through management. In order to be able to manage change effectively, managers must examine the flaws and problems found in the organization, propose alternatives and outline their advantages and disadvantages, decide on the future state of the organization and then implement implements the change process (Paton and Mccalman, 2008, p.