Globalization, awareness of the importance of investment in human capital, exponential increase in knowledge, rapid development of technology, changing needs and expectations, establishment of international standards, and similar social, economic, political and technological developments have significant impact on internal structures and operation of schools, and drive them to (Hoy & Miskel, 2010). What is discussed now is not the necessity of but how to manage this process of and how to achieve success (Sayli & Tufekci, 2008); because in order for system to sustain and to be effective, it needs to adapt itself to the ever-changing conditions around itself (Kurcunoglu, 2006). Planning the and ensuring its sustainability through successfully managing and implementing it is crucial for an organization to improve itself, to respond to demands, and to successfully continue to exist for longer time (Akyuz, 2006; Ozmen & Sonmez, 2007). Change, in its general meaning, describes situation where individuals or objects their places or personal knowledge and skills become advanced over time (Kocel, 2011). In other words, is the transformation of system, process or an environment from one status to another in planned or unplanned (Sabuncuoglu, 2008). According to Kant, happens when special characteristics of undergo change or when something is transformed into else (Yeniceri, 2002). From an organizational point of view, describes process experienced by an organization in order to provide more products and services in more efficient, more productive and more competitive using more economic means in shorter period of time. Changes in economic conditions, technological developments, market changes, legal amendments, and changing customer preferences due to social and political changes are considered among the external reasons of organizational whereas human resources problems, organizational inadequacies, financial problems, managerial behaviors and decisions as well as in-house innovation are considered among the internal reasons for (Oztop, 2014). It is crucial for administrators to be aware of and to give reactions against such reasons, forcing organizations to in terms of the organizations' success, both during this process of and in the future. Change is must for ensuring and sustaining organizational development, while management as skill is must have qualification for administrators. An organization is combination of individuals, technology, and structures and processes regulating individuals' relations with each other and with their profession. Organizational structure and processes have an important impact on the attitudes and behaviors of the employees in the organization. Therefore, organizational structure and processes cannot be regarded as separate from each other in terms of organizational change. Organizational development does not foresee only in individuals, technology, structure or processes, but in all of these as whole (Friedlander & Brown, 1978 as cited in Balci, 2002). Owens (1987) defines organizational as a premeditated, planned, unusual and authentic effort that contributes to the organization to reach newer goals or to achieve the existing goals in more effective manner (cited in Altunay, Arli, & Yalcinkaya, 2012). In general, it is possible to speak of two types of change: planned and unplanned. Planned change is desirable for organizations, and means realized with the participation of and support of the members of an organization. Unplanned change, on the other hand, is defined as inevitable undergone by organizations, consciously or not, due to unexpected circumstances (Escalente, 2005; Ozdemir, 2000).Change is difficult and painful process for organizations. When goals of the are in unity with the goals of employees, is better supported by the employees (Ozkan, 2004; West-Burnham, 1991 as cited in Toremen, 2002). …