The employee reflects change in an organization as a change in role, responsibilities and skills. However, at the organizational level, it refers to change as a framework structure around the changing needs and ability of an organization to function. Both employee and organizational perceptions of the change are necessary to ensure the change is successful. Brown (2011) reported that “the role of change as a corrective action often influences work patterns or values ​​and consequently meets resistance” (p. 144). Once an organization and its members decide to lead a change program, they intensify the forces that drive the change. The life cycle of employee resistance is necessary to achieve change in an organization. There are five important stages in the life cycle of employee resistance to change in an organization, namely introducing change, forces of change emerge, direct conflict occurs in an organization, residual resistance appears in an organization organization and ultimately establish change. (refer to Figure 1 in Appendix 1). The first stage is to present the change in an organization to the employee by justifying the change (Berube, 2012). Change in an organization is necessary to cope with the rapidly changing environment and achieve the organization's goal. Top management is responsible for clearly explaining to the employee the importance of the change made in an organization. It is necessary, as there are some experienced employees who refuse to accept change and feel that change will lower their reputation and position in the work environment. As elaborated by Brown (2011), in change all approaches used to introduce organizational change will be criticized, ridiculed and persecuted. At this stage, the...... middle of the document ......stance-to-Change-is-a-Good-Thing-492-item.html.Brown, DR (2011). An experiential approach to organization development (8th ed.). New Jersey, United States: Prentice Hall.Byvelds, R. (1991). Understanding change. Retrieved from http://www.omafra.go v.on.ca/english/rural/facts/91-014.htm.Choyle, M. (2004). Change management. Retrieved from http://www.michaelcoyl.com/change.htmlCummings, T. G. & Worley, C. G. (2001). Organizational development and change (7th ed.). Ohio, USA: South-Western College Publishing.Mackin, D. (2012). Change Management: Is Residual Resistance Killing Your New Change Initiative? Retrieved from http://www.newdirectionsconsulting. com/leadership-engagement/change-management-is-residual-resistance-killing-your-new-change-initiative/Musah, I. & Momoh, S.I. (2011). Organizational change. The Nigerian Journal of Research and Production, 18(1), p.8