Change is not a unique property of the social reality we see around us. In fact, the social reality is constantly changing and this is not experienced as something strange. The social reality, in turn, consists of organizations. If a group of people organize themselves for some purpose, an organization is born. Whether this group of individuals has organized itself to run a company which manufactures a certain product or for social purposes (friendship, charity, etc.), the most important fact is that people are subjected to numerous kinds of organizations in their daily life. Each person organizes part of his or her life, and the remaining part is organized by other forms of organizations. Organizational change is always difficult because behavioral patterns must be completely rearranged. This aspect will result in a tendency to resist change. The question is: how and when do organizations change? In this article three theories of organizational change will be discussed.

The first theory is that of Lewin who proposed a theory of change based on empirical data. This theory sees change as a three step procedure: unfreezing, moving, and freezing. According to Lewin, the study of conditions for change begins with an analysis of the state of equilibrium or the state where there is no change at all. This state of equilibrium is not a stationary, but a quasistationary equilibrium. Social change can be compared to a river which alters its velocity and/or direction. Humans can also change in time, but humans also have an