Abstract
Change concept is related to the organizational behavior. It is the basis of change to understand the individual and the collective behavior, to try and modify this behavior; this serves the organization's goals. The principal objective of change is the attempt to make positive changes in the employees' behavior. Individual's conflict can be varied according to the suffering and conflicts faced as a result of his relationships with others or as a result of the administrative systems treated. An individual may also confront conflicts with the outside environment, as a result of the consequences of various social and environmental organizations. The Individual deals with these different levels of conflicts and may generate different impacts on the individual himself and on the organization. This research aims at recognizing the effect of change on the potentiality of the emergence of organizational conflict and the suitable conditions to manage it, such that serves a successful change process and orienting conflicts towards positive directions in favor of the organization's advancement and growth. The study found a number of conclusions; most notably, the processes of change in parts of the organization, and the organization as a whole processes characterized by continuity, since the lack of change in organizations leads to a decline in organizations and collapse. The conclusions reached a number of proposals, each change organizers are accompanied by the conflict and this conflict in turn leads to the need to a change to end the conflict. This indicates that the existence of overlap should not be overlooked ensure maximum benefit from the change, as well as directing the conflict a way to promote positive change. .
