Many changes occur in the competitive environment of organizations. Human resource managers are now expected to be strategic. Ulrich (1998) identified 5 competitive challenges that businesses and their human resources (HR) face today. He cited change as one of the biggest competitive challenges. According to Ulrich (1998), organizations must be able to “constantly innovate, learn quickly and continually, and comfortably adopt new strategies.” This constant change in the organization could lead to a healthy discomfort with others in the industry. An organization that changes repeatedly develops an ability to "capture emerging trends more quickly than others, an ability to make rapid decisions and quickly seek new ways of doing business." To be at the top, an organization must constantly transform itself and undergo continuous change. (Ulrich, 1998) Strategic change management is not far removed from organizational structure, it would not be too wise to consider them as two different entities. Human involvement in change cannot be taken for granted, we must be able to recognize the source of resistance and must be able to build “motivators” where new processes are erected. (Paton and McCalman, 2000) Most successful business strategies that have been developed in the past have all been fueled by quality input from humans and these strategies come from people with diverse knowledge. Additionally, the implementation of these strategies depends largely on the leadership demonstrated by management as well as a workforce committed to making the strategy work. Even if the organization can develop an effective strategy, the organization and its people must be able to constantly adapt to rapid changes...... middle of paper ...... Leader—It's all a question of business. 1st ed. [ebook] Available at: http://www.nosalpartners.com/articles/HR_Leader_FINAL.pdf [Accessed May 17. 2014].Lawler, E. (2005). STRATEGIC HUMAN RESOURCES MANAGEMENT. 1st ed. [ebook] Los Angeles. Available at: http://ceo.usc.edu/pdf/G0510482.pdf [Accessed May 17. 2014].Paton, R. and McCalman, J. (2000). Change management. 1st ed. London: Sage Publications. Shyni, K. (2005). Change management Vis--Vis Human resources management. 1st ed. New Delhi: Discovery Publishing House. Simms, H. (2005). Organizational behavior and change management. 1st ed. pp.96-120. Ulrich, D. (1998). A new mandate for human resources. Harvard business review, 76, pp.124--135. Yılmaz and Kılıçoğlu, G. (2013). Resistance to change and ways to reduce resistance in educational organizations. European Journal of Educational Research, 1(1), pp..14--21.