Change Management is only applicable during large scale change initiatives in companies

Employees have a natural tendency to accept change.

Change cannot be managed because employees prefer to maintain the status quo (keep things the way they are).

During the change process the benefits of maintaining the status quo is usually perceived to be greater than the benefits of change.

All employees are able to adapt to change at the same pace.

Understanding the needs and expectations of stakeholders is important during any change process but it is too time consuming to conduct a stakeholder analysis as this will delay the implementation of change.

Highlighting the benefits of change will reduce resistance to change.

The impact of change can be prevented because most factors associated with change are within the control of employees.

Appointing a Change Sponsor can assist in a smooth implementation of the change process.

The outcome of change initiatives is inherently unpredictable because it involves many stakeholders and organisational dynamics.

Successful implementation of change only requires full knowledge and ownership by the leadership of the organisation.

When change is perceived to have no significant impact on the status quo of the whole organisation, employees will still be inclined to resist the change.

Change can successfully be implemented over a short period of time by just changing the organisation structure.

There always tends to be a decline in productivity as people adapt to change being introduced.

Through proper planning and communication the benefits of maintaining the status quo becomes lesser than the benefits of the change.

Proper buy-in from stakeholders is sufficient to ensure successful implementation of change.

Pilot implementation in smaller units of the organisation prior to full implementation causes unnecessary delays in meeting change deadlines.

With sufficient information any employee can be an effective agent for change.

People and system implementation are the only main factors to be considered during organisational change implementation.