In recent years, privatization has causcd the greatest stir in governmental funcitions around the world and generated its own literature. It is a broad long-term movement, often fueled with strong and emotional consservative ideology, to reduce government expeditures, to return government assets and operations to private enterprise and thereby to increase the effectiveness and simplification of government. Therefore, new arrangements such as garbage collect and public works functions to human services, health care, education, and administrative services, are being made for the delivery of services to the public. However, it is inevitably that during the process of privatization, some state-run cntcrprises and governmental agencies are going to undergo restructuring, most jobs change in some way. A few may become surplus, others may be combined or altered. Managing change in this aspect becomes very important because we always consider the most important resource in any organization is its staff, and almost any substantial change to the organizational structure or direction will have an impact on those people. Strategies for managing change for the sake of minimizing traume on employees and their families are: 1.Doing the Groundwork -planning -work team construction-consultation 2.Communication -an overall strategy -written material -telephone hotlines -skills 3. Support Systems -within the organization -outsides the organization 4.Preparing for New Careers -workskills identification -retraining -relocation provisions -early rctircmcnt/voluntary scverance Regardless of one's point of view or the relative merits of the auguments advanced by its proponents and opponents, privatization is becoming an incrcasingly pcrvasivc fact of public management life, and it certainly will cause changcs, cspccially to some governmental organizations and their staffs. To make the privatization mcaningfully, cvcryone affccted by organizational change during the proeess of privatization must be givcn every assistanee to deal with that change. Every organization involved should deal with the change in such a way that the effects on staff are minimized. The successful implementation of organizational change is largely dependent of how well staff accept the change and to adapt it. Therefore, lengthy prepatation and two way communication are the key factors of the management.