Before moving on to the actual question, I would like to address the basic terms and concepts of this article. First of all, you have planned and unplanned change in an organization. Unplanned change usually occurs due to a large, sudden surprise to an organization, causing its members to respond in a highly reactive and disorganized manner. So let's say the CEO or CEO suddenly leaves the organization, it will create chaos. Significant public relations problems occur, poor product performance quickly results in lost customers, or other disruptive situations arise. Planned change, on the other hand, occurs when organizational leaders recognize the need for a major change and proactively organize a plan to make the change happen. Planned change occurs with the successful implementation of what you call a strategic plan, reorganization plan, or other implementation of a change of this magnitude. However, keep in mind that planned change, even if based on a proactive and well-made plan, often does not happen in a highly organized way. Instead, planned change tends to occur more chaotically and disruptively than anticipated by participants such as employees. Organizational behavior (OB) is the study and application of knowledge about how people, individuals, and groups act in organizations. It does this through what you call a systems approach. That is, it interprets people-organization relationships in terms of the whole person, the whole group, the whole organization, and the whole social system. Its purpose is to build better relationships by achieving human goals, organizational goals and social goals. So, based on the above definition, organizational behavior encompasses a wide range of topics, such as human behavior, leadership, teams and more, but what I will focus on most in this article is change. Alongside this is organizational development. or OD. It is the systematic application of behavioral science knowledge at various levels, such as group, intergroup, organization, etc., to bring about planned change. Its goals are improved quality of working life, productivity, adaptability and effectiveness. This is done by changing attitudes, behaviors, values, strategies, procedures and structures so that the organization can adapt to competitive actions, technological advances and the rapid pace of change within the environment. To look at it in a simpler perspective, organizational behavior is more on the study side and organizational development is more on the application side. Now, with that, let's move on to the main topic of change. Change is normal, if there were no kind of change, not only in relationships to organizations and the business environment, life would be abnormal.