Wilson, for any organization to be able to respond to the changes should include being aware of everything happening around them, so it is vital to listen to your customers, look closely monitor their competitors and markets in-depth , having before it the means to interpret all the information it produces, but decisions could be affected if the people responsible for the different processes shown unmotivated, under-performing or working on things does not focus so adequate, a situation that can be corrected through the implementation of projects of high motivation as “self-tracking teams” Parlad on the subject provides that a strategy to use is not nothing but the revolution itself and as such, is not always well appreciated or used by administrators and managers themselves, for which he cites as an example that in most organizations , many of the managers are resisting the process of change negatively, while the people he meets at other levels and closer to new technologies, customers and competitors can significantly help in formulating strategy corporate, molding with an amalgam of visions she favors the idea of consensus and pushing change Conclusion The organizational changes should not be left to chance or to the inertia of custom, less to chance, must be planned properly. The diagnosis of Venezuelan management should know the effects that can generate the changes and how to confront him so that the people involved in it give the possibility to generate the expected responses and to avoid the most resistance to change that does not favor the organization, or the same people. Management may rely on the contributions willing Organizational Development, which is concerned to understand and systematize the behavior of individuals to cope and manage in better shape changes and overcome resistance resulting in individuals and groups coexisting. R. Beckhard Bibliography (1992) Changing the Essence: The Art of Creating and Leading Fundamental Change in Organizations