(1) According to an essay published online on the team builders.com website, a change agent is an individual recruited or nominated to lead the implementation of a change. A change agent must understand the reason for making the change, and help communicate the details of the change to others within the organization. The change agent's enthusiasm and interpersonal skills have a major impact on success or failure of the change being implemented (2008). Based on this definition, it seems unlikely that any organization would expect every employee to be a change agent. A more realistic expectation would be that ever employer would hope and expect that every employee would be open to change, or a least open the possibility that change is necessary.
(2) There is an odd but old expression: "If It Ain't Broke, Don't Fix It." A question is whether this advice applies to every organization including one experiencing great success. According to an essay published online by the Perryman Group, answer is that change for the sake of change should be avoided. According to this essay, some of the problems associated with unnecessary change include: (a) This type of change could slow or even reverse progress being made by an organization and (b) Change increases risk and uncertainty (2007). If the Perryman Group report's conclusions are correct, organizations do not need to make changes just so they don't become fixed in the ways of doing things.
(3) According to an essay written by Michael Dennis and published online by the Encyclopedia of Credit, most workers like familiar surroundings. They like things to be stable and predictable. Change is difficult; change is stressful and change may lead to jobs being eliminated. Many workers are understandably resistant to change. Often, they will actively attempt to derail or hinder changes. In response, employers need to provide more detailed explanations to employees about the rati...