The organizational structure determines the way in which the authority of the company is expressed, allowing powers from higher to lower levels of hierarchy and the realization of business activities in which they meet on a daily basis. Modern organizations have been largely decentralized and divided into more independent teams, although centralized organizations also have advantages. In cooperation with each other, teams individually deal with certain tasks, suggest experts, make decisions independently and create new products and services. The basic task of a manager is to form a loyal team with similar attitudes and opinions, to know the employees, to understand the interests and passions and to find the right way of motivation. This paper will analyze what are the motivations for change in organizations and how the organization can prepare for them. This is followed by an analysis of the perspective of culture, policy and government, and governance and change within organizations to understand better the need for change management. Then the paper explains organizational change and management choice, critical perspectives of organizational theory, basic concepts of organizational change, the concept and importance of organizational culture as a factor of successful organizational change and organizational commitment as a factor of successful implementation of organizational change. At the very end, a conclusion and a list of used literature and illustrations are presented.