The complexity and the underlying tensions that characterize the change process of organizations point to the existence of dynamic forces that pervade the entire arena. A simple `soft' approach does not solve all the problems encountered in the change process. Different models of change management were analyzed and reveal the predominant effect of behavioral processes compared to the required need for non-behavioral processes that actually steer the path of change. Along with people, structure and resources determine the success of the change initiative. The paper presents a Five Forces Dynamic Activational Model that attempts to secure a blend of hard and soft factors of change management.

Change, which is at the heart of an organizational life, is characterized by the constant incorporation of the `new entrants' and modification of the intra organizational processes. Change has to be `introduced' into the organization without which change can never take place in a systematic manner. It implies that change can be implicit and explicit and the former takes place without clear recognition and consciousness of all members whereas, the latter form is a planned form.

Changes in an organization are not mere trends or fads but the workings of large, sometimes unruly forces like intensive technologies, globalization, revolution in information and communication technology, the dismantling of the hierarchical patterns of organizational structure (Stewart, 1993), diversified business operations, increasing cultural and workforce diversity, knowledge, growth and technological advancements.

The whole complexity of the forces of organizational change thus necessitates an appropriate amount of planning and preparation beforehand so as to make the change program deeply integrated with the organizations' mission and goals (James, 2002).

Business Strategy Journal, Change, Change Management, Organizational Change, Unfreezing, Changing, Refreezing, Duration, Integrity, Commitment and Effort, DICE Model of Change, Change Curve, Dynamic Five Forces Activation Model, Individual Activation, IA, Forces, Social Activation, SA, Forces, Structural Activation, StA, Forces, Resource Activation, RA, Forces, Environmental Activation, EA, Forces, Weighted Activation Model, WAM, Change Readiness Score, CRS.