Failing to understand these dynamics of change will lead to negative effects and could even lead to very adverse effects. Involving people will start by educating them about the change and the necessity of the change. Change agents will also have to be ready to buy people into the change process by showing them how the change will affect them positively and at the same time reassure them that they will not be victims in the change process. There is an inherent fear of change by all human beings (Shea, 2012). Experts on human behavior have tried to come up with a number of explanations about why human beings are fearful and resistant to change. One of the most common explanations is the argument that people are afraid of change because they are generally afraid of the unknown. Change always involves moving from a comfortable familiar environment to an unknown environment. This shift makes people be wary of change because they don’t know whether they will be as comfortable in their new environment as they are in the current environment. In the business world, the reason for fear of change is probably history bound. In almost any change process, some employees, especially in the lower ranks, have always been left to a disadvantage. For instance, during the computer revolution when businesses were changing from the manual information system to computerized information systems, many employees lost their jobs during the change process. This history of the change process has left many employees to be afraid of change because they feel they may be victimized. With this kind of understanding, it is crucial that people understand some extremely crucial factors to consider when implementing change. Failing to consider and to apply these factors will only lead to a disaster where change management is involved. These involve the following. Most of the reasons for resistance to change are caused by lack ofinformation. In the lack of information, people are left to imagine anything.