Robbins et al. (2011, p. 186), states that “change is an organizational reality and affects every part of a manager's job.” Today's wave of change is created primarily by the economic condition, so change is now a constant feature of organizational life (Goodman, E. 2011, p.243). Organizations sooner or later must be changed in structure, technology or people. These changes are called organizational changes (Robbins et al. 2011, p.18). Organizational change is important because changes can increase effectiveness and efficiency, product and service innovation, as well as address changing external and internal forces (Goodman, E. 2011, p.243). However, “the bottom line is that organizational change is difficult because management systems are designed and people are rewarded for stability” (Lawler, EE & Worley, CG 2006, p.11). Some critics argue that the above statement is not true because nowadays the organization is easy to change. They build an organization with a flexible structure and system so that they can change easily and furthermore they can also reward people who embrace change. However, the statement stated by Lawler, EE and Worley, CG is certainly true regarding organizational change because the way of changing organization requires an examination of the fit between the strategic intentions of the organization and its structure (Graetz et al. 2002 p.195). Management systems are designed to achieve their objectives and it is difficult to maintain objectives but change management systems. Jay Galbraith (quoted in Goodman, E. 2011, p.242), a world leader in organizational and team development, further states: 'Every organization is perfectly designed to achieve the results it is currently achieving'. Furthermore, human resources are the most important element...... Worley, CG 2006, p.11) there are two significant factors that make organizational change difficult. Designed management systems impact all levels of the organization's structures and processes when making changes. On the other hand, people rewarded for stability have a serious impact on organizational change because people like to work in a stable environment and resist change. It is very difficult for the organization to make changes in these two areas.Works CitedGraetz, F, Rimmer, M, Lawrence, A, Smith, A 2002, Managing organizational change, John Wiley & Sons Australia, Queensland.Robbins, S, DeCenzo, D, Coulter, M, Woods, M 2011, Management the Essentials, Pearson Education, New South Wales. Goodman, E 2011, 'Organizational change: a critical challenge to team effectiveness', Business Information Review, vol. 28, pp. 242 -250, DOI: 10.1177/0266382111427087