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Change is inevitable in organization to achieve sustained growth and competitive advantage. In organizational context change can either be moderate ongoing at a department level or entire transformation of the organization’s culture and system (Jurow, 2014, p.13). According to Ackerman (1986) change can be transitional, transformational or developmental (Roggema et al., 2012, p.2527). Transitional change refers to a process where organization and its members take incremental steps to achieve a preferred status in a specified period (Gilley et al., 2009, p.76). Transformational changes on the other hand is radical and it revolutionizes the organization and its members’ approaches, thought process and the entire organizational system, which is significant and cannot be reversed as the processes, beliefs, behaviors are changed at fundamental level from that of the previous state (Roggema et al., 2012, p.2527).
