Assignment 1.PROJECT DESCRIPTIONS:- In the area of management literature, “organizational change” has become the main section of concern. Regardless of growing research and significance, many of the efforts fail to formulate positive managerial results. Current studies have shown that changes in the efforts to secure management in organizations often suffer (Ulmer et al., 2013). Some research has indicated that failure rate of one third to two thirds of most important change proposals yielding more negative results suggest a increased rate of failure that may reach up to 80 to 90 percent or sometimes even worse (Cornelissen, 2014). The significance of “communication” during change has been agreed and evidenced among popular practitioners. Since organizational change means and includes disparity of tasks given to recruits, “communication of information” to these workers on future change is an important part of the plans to be included as part of the change (Evans et al., 2015). The purpose of the paper shall include the function of communication while managing changes in organizations. It gives appreciation to the need for communication during managerial change. In this research, the strategies and the need for change shall also be described (Cummings & Worley, 2014).a.AIMS OF THE RESEARCH: The aims of the research are as follows:The role of communication while managing changes within an organization. Strategies to educate employees in making them understand the need of change within an organization. Building of a communication model by identifying the variables which affect the process of communication.b.BACKGROUND OF THE RESEARCH: According to Cornelissen (2014), “organizational communication” is the process in which members gather and present related information about their association and the changes that are likely to occur within it. Ideally, organizational communication has two goals. The main purpose is to inform workfolks about the daily tasks and the policies of the association (Samovar et al., 2015). Hence, “organizational communication” may be defined as transfer of work related news from association to employees and through workers (Gonçalves et al., 2013). The second aim of “organizational communication” is to construct a community as part of the association ( DeNobile, 2016). A healthy and good communication within an organization educates and informs employees working at different levels and stimulates them to support the initiatives (Mohamad et al., 2014). This is vital as positive attitudes while a person is at work increase adaptability to change programs. Simmons & Schoenmaker (2013) planned a theoretical structure to study communication in organization experiencing transformation. Six proposals were developed in this regard showing the readiness of employees towards change. The first proposal stated that decreased level of confrontation to change and increased level of willingness for change is a good pointer for effectual organizational change. The second proposal stated, that “communication” needs to make aware the managerial members about the change and how that change will modify the professional’s work. The third proposal supported the view that “communication” should be used to create a community that will amplify the identification, trust and commitment with the management and organization (Meehan, 2013). The fifth proposal prevented in creating situations that may make the employees insecure about their job and the last proposal was related to fourth and fifth proposition as per which communication shall show impact in feelings of uncertainty. Hence, the growing importance of communication within an organization and the need for incorporating changes within an organization can only suffice if employees understand the importance of communication. Based on the analysis of the researcher, it was identified that organizational communication at the time of changes within an organization is of utmost importance (Gonçalves et al., 2013). 1.SIGNIFICANCE OF THE RESEARCH: Change communication should address issues of employees and provide a humanitarian touch. The researchers who conduct research on communication change have stated that the purpose of communication change in an organization helps in achieving the aims and objectives of the organization in a successful way. This study shall enable organizations to improve their employee satisfaction level by allowing them to be part of organizational change. The research has not gained importance recently, and not enough reports or journals have been conducted on this field of research and there is an urgent need of focusing on this area of business management so that working professionals and organizations recognize and execute the importance of good communication within an organization. The research will assist organizations to comprehend the implications and possibility of effective communication with regard to favourable employee perception that will enhance the loyalty of employees. However, from a wider perspective of national or international application of good communication, it remains a less researched and a less vouched issue amongst organizations. The issue shall come into proper identification only when organizations understand the need and implementation of good communication at all levels. Only when organizations realize the importance of good communication amongst employees at all level, the topic shall become widely known nationally, internationally and locally. 2.RESEARCH QUESTIONS: Some of the research questions are as follows:-What is the role of communication while managing changes in the organization?What are the strategies required to educate employees in making them understand the organizational change? What are the variables that affect the process of communication?