There is an obvious need for organisational development $($OD$)$ given the dynamic environment within

which organisations operate today. Organisational level, group levels and$/$or job level change plans must

be developed and implemented in response to the need for change. Such plans should be firmly grounded

in Change theories. In business practice, organisations continue to implement change plans through OD

practitioners on an ongoing basis. However, managing resistance to change continues to be a challenge in

OD$.$