An organization is an entity or social arrangements where two or more people work together in a coordinated and structured fashion in pursuit of achieving a certain set goals or a common purpose. However, some organizations they influence our lives in different ways. Everyone comes in terms with the organization in so many ways. A person becomes a customer of an organization when he purchases some goods in a supermarket or shop, others become employees of an organization especially when they work for them or someone can be a manager within an organization (Blurtit, 2011). It is because of this most of the people nowadays, they spend great deal of working for the rest of their lives in an organization. Nevertheless, it is because of this reasons that this essay is going to describe the management and the organizational behaviour, the change scenarios that normally occurs in an organization and how is their concept of leadership, conflict, power and politics, organizational structure, culture and managing the organizational change. It will also focus on the organizational change events, the types of change involved, the main forces of change and the target change. Before and up to recently, the organizational behaviour in any organization has been regarded to be the mainstream approaches in any progressing management and organizations. It normally goes or contributes its impact on the design of an organization, management and the effectiveness of the organization not leaving another important aspect of the organizational behaviour such as dynamic and interactive relations, which normally exist within an organization. However, the organizational behaviour has its own features, which have been part to any kind of the organization, and they contribute greatly to the behavioural approaches to any human activity within an organization. Some of the distinct features involved are such as the interdisciplinary. Here, the organizational behaviour integrates so many disciplines such as the psychology, sociology, anthropology, political science, philosophy, economics and systems science since each one of them have some contributions to make in real life through the contributions of the human, structural, work, interactive and dynamic aspects of the human experience of working in a given organization. Another feature that is involved in an organization is explanatory. In this feature, the organization takes the responsibility of explaining the meaning of the relationship between the variables in the organization even though it does not prescribe the relationships or interactions between variable that need to exist in the organization. According to Cliffsnotes, (2010) with the two features discussed above, it is good to note that for any kind of the organization whose target is to achieve the set objectives and then there is need for employment of better managers whose function will be performing the roles involved in planning, organizing and controlling which shall act as an active process. For this to happen in the organization, there are needs for some knowledge to be instilled in those mangers to understand what management is all about. The management has been described in three main functions, which are directions (which normally deals with the plan of action of which it can be broken down into the strategies and goals that need to be achieved by each sub-unit within the company). The other is the resources (meaning the provision of resources such as money, organizational structure, job design, technology, procedures, systems and appropriate skilled people so as to achieve the given goals) and finally, the other thing that defines management are the people who are part and parcel in the organization. With the definition of management, then there is need to look upon on some other major aspects of the organizational activities of which at times they become a challenge to any manager of the organization. One of these aspects is the globalization. This normally happens when a company or organization sells its product in another country. This globalization means can be achieved if the company has a good manager who is able to negotiate for better deals and has to be innovative in goods production and service delivery. Most or all the organizations do experience some challenges that might hinder productivity towards the set goal attainments. These basic challenges, which normally affect the organization, are what we call the organizational change management. The organizational change management has become now common and a bigger challenges of late any kind of an organization (Shead, 2006). A part from being a challenge, change is also seen to be a confusing, conflicting, stressful, exerting, engaging and unavoidable. They add layers of complexity to the already challenging task of any kind of the organization leadership. In this case, the organizational change management can be viewed to be the process, which is supposed to enable the people working in the organization to make transition to a new desired state (Cornelius & Associates, 2004). These kinds of changes are known to help people increase their capacity to not only accepting and adapting to change, but to fully adopting to change. Here, what is needed are true commitments to the change initiative by fully engaging the individuals involved. Some of these changes can be evolutionary and others can be revolutionary. For instance, the technological market whereby the development of the computer needs some continual refinement due to every day improved technology, which keeps on innovating. When we talk about technology aspects, we simply mean that the computers are evolutionary in nature whereby a small change can be felt as a series of small amendments to the existing situation like that of technology whereby technology keeps on innovating daily even if some one is up to date, then there are some fruits to be reaped (Jacobs, 2010). Revolutionary change is known to be a comparison whereby there are sudden and dramatic processes that at times they alter the situation in an organization. For instance deciding to abruptly open a new business in a given location where there are no more such kind of business, then with time, the business becomes congested because people living near wont decide to walk to a given distance just for search of such business since whatever they are looking is nearby them. Then one decides to expand his business due to the high demand of its goods, which means the owner of the business has to re-locate to the new area or even decide to shut down the business. This is what we call the revolutionary change. Change is known to be part of any organization and it normally occurs over so rapidly that is unexpected. To accept some changes in an organization so that it can maintain its premises for quiet some time, then there is need for each and very organization to institutionalize change. Even though this kind of idea has a debated over quite some time due to some viewing it that if change is forced within the organization, then the mangers will be creating another dilemma, which is instability, which may end up making the organization also to fail since change in any kind of organization, affects all kinds of people within. Change in an organization can be interpreted in many ways within the organization. This normally depends with the position a person holds in an organization. By this, what is meant is, if a person is a board director of a given organization such kind of a person might interpret change to be what leads to the growth of the company. To him such an interpretation is a big deal that is meant to bring some personnel reputations within the company, for the senior manager, they might interpret change to be the additional resources to improve the kind of services the organization offers or even less resources to enhance the service they provide. According to Junior staff managers, change to them is interpreted to be more work that is supposed to be performed. This junior staff try to ensure lower level employees are thought on how to adopt to those new changes that have been brought within the organization which means , the routine of working or doing the jobs has to be changed from the past to the present. Finally, for the lower level employees, they might interpret change to be what leads to the losses of jobs and uncertainty to how many jobs will exist after the changes have been made (Robbins, 2004). In other terms, change to the lower employees is viewed to be negative terms because this is the stage of learning new things or else loose the job. The only challenge the senior people in an organization experience is how to make the employee adapt to embrace the change by not making them feel uncomfortable hence receiving hostile reactions among from the employees. Change in an organization can be categorized in different ways and this normally occurs from the environmental influences that are surrounding the organization. These categories are such as the political factor, which influences the organization through the means of surrounding the political sources. For example the orientation of political of the government power or even the new managers wanting to make some changes in order to show a clear break with what has been there before (Cvent, (2010). Another factor is through economic wise, here, it reflects the economic conditions and the trends involved which may influence the environment within which the organization might operate. Another factor is the change of social or the culture of the organization. This is normally considered to be a very difficult task especially that culture that has been formed over a number of years of interaction between the participants in the organization. By this, what is meant is that the, the organizational cultures are formed for a purpose. The founder of the organization did come up with the organization culture, which he felt he was comfortable working with. This means adaptation of the organization culture grows over time and for quicker adaptation of the culture, then some significant things needs to happen, the event that will attract the attention of everyone such as flirting with bankruptcy might get the peoples attention and concern (Thinktransition, 2010). Innovation in technology has also affected most of the organization so greatly in terms of production and service delivery and the way most of the companies operate. According to Hansmann & Troxler, (2011) apart from technological aspect, the legal factor has also contributed in influencing the organization, which means the legislative rules set may change. For instance, the increase in fuel tax may increase the transportation means causing an increase in the cost of operations and the reductions in profit. Finally, the environmental or ethical factor can affect the organization. Here what normally happens is the pressure the organization receives to reduce the damages to the environment and to act in an ethical manner. This normally happens especially when pressure groups decides to monitor the company statements on there performance in those areas and they normally hold managers to account in public to demand action where it can be argued that they are not doing enough. To demonstrate the above and how they normally happen, here is a case study of an organization known as Date Link Company. This company has been known to manufacture some office equipments and supplying them thus maintaining some few types of equipment in the client premises but this normally depends the agreement that has been signed with some key business people (Rouda & Kusy, 1996). When it comes to changing or updating some given product, they are always ready to innovate such product to meet the client’s satisfaction. This entire task was headed by Edward who under him had some other field managers who were always updating him about the progress of the commissioning of the equipment on the client premises. The commissioning managers also had their sales managers who were always giving them the updates of a given product (Heathfield, 2011). All this company managers and the sales people were hard working people. The company kept on growing and received massive achievements both locally and internationally. When the senior manager retired, one of the field engineers had to take over and manage the company. That person was Ken. Ken had a lot of experience in his work but before Edward retired, some few changes had been made within the organization of which they yet to be implemented. That meant that both Ken and his team of field men and sales people had to undergo some major recruitment and selection process, which involved performing some interview, psychometric tests and the assessment, was their responsibility to select the perfect persons who could fit in the organizational change in the organization. To his luck, Ken scooped the position since he emerged to be a qualified candidate. Some were maintained in the organization since they were seen to adapt to the organization changes so quickly. Some were relinquished of there jobs. However, since the new position for Ken was quite challenging especially if you were new manager, Ken knew a lot is expected from him and most people wanted to see the company progressing from one-step to another. So Ken spent much of his time visiting some of those well performing companies for some advices of which with a little innovation, he implemented of which some were successful hence lifting the name of the company to the greater heights. This trend continued and Ken had to manufacture many goods to be supplied to the outside companies in other countries since those companies were satisfied with the services Data Link Company was offering. With such a tremendous improvement, the government also became interested with Data Link Company services and they wanted some materials to be supplied within the governmental offices (Herbert, 1997). Therefore, the contract was signed showing the agreement that had been made. As time went by, Ken started coming up with new changes every now and then of which he demanded to be effective as soon as possible. According to Tucker, (2007) this was because ken had become so influenced with a lot of money not minding the employees needed also to benefit, some government officials got involved in some unwanted deals with Ken as they encouraged him to expand the company of which he did so, due to his curiosity in money, Ken did so without observing the environmental rules. This influenced the company so quickly and it became difficult for the workers to adapt to the change put in place, which were supposed to be implemented as soon as possible. Involvement of some governmental official affected the company greatly and the environment officers kept on monitoring the company of which the new offices that had been built ended being closed due to them not observing the environmental rules. By the time the manager realized his actions had cost the company so greatly, the company had fallen so badly by encountering some loses. In conclusion, the essay has been able to tackle some issues that are involved in most of the organization and what needs to be done for its success. The management and the organizational behaviour is an important aspect that needs to adhere to for the success of any kind of the organization. Organization management changes such as economical, political, technological innovation, cultural and social and many more needs to be done with lots of carefulness (Hoang, 2011). Without the carefulness, the organization is deemed to fail like the case study shown above due to the workers perceiving the changes that have been made are quite challenging and adapting them will be quite difficult.