“Assess the implications of setting the change vision from the top down versus the bottom up”There is truly no organization that is not faced with a changing situation. Technology and globalization are perhaps the most important issues affecting most organizations today. The challenges of creating this change can be daunting. How should we implement change? It's a pretty simple question, surely there is a simple answer, especially since we have the opportunity to do it so often. Every time we implement a new system or install a new process, we are implementing a change. Change happens when someone commits to a new way of doing things and leads others to do the same. There are processes that help achieve this. The principles apply whether one leads from above, upwards, or even within a group of friends. In business, when we approach change, whether it's cost reduction, mergers, or support for new technology, we must treat it seriously. disruptive and stressful activity for all stakeholders, especially those leading change. The transformation of a company requires that hundreds, sometimes thousands of employees adopt a new vision of its future, a future that they must consider essential. Change management involves managing the process to achieve that future state. Change can be seen from two perspectives, that of the people who make the changes and that of the people who experience them. In the top-down or strategic view associated with management, the focus is on technical issues such as the investment required, the processes for implementing the change, the time frame for achieving the change, and the outcome. From the employee's bottom-up perspective, the focus is on what the change means for middle of paper...... as leaders setting the framework for change (top-down) with employees helping to establish both workable details and effective (bottom-up) implementation. Organizational change affects all levels and individuals of the organization in question. Although a change effort can come from any part of the organization, it will ultimately require a strategic effort from the top and buy-in from the bottom to be sustainable. When organizational change is necessary, everyone at all levels of the organization must approach the change as a problem of “how,” “what,” and “why” so that the change is sustainable over time. It is therefore important to include diverse perspectives in approaching change in an organization: bottom-up, bottom-up. down and peer-to-peer approaches will intersect and interact to create profound change – or the change will not be sustainable.