2.1 The contents of major change theories
The contents of current change theories cover a diversified resources ranging from individual change to organizational change. However, in its usual sense, change theories concerns the change of organizations, especially the change related to the process of management operations and competition. To put it in details, these processes include several different types. The first type of change is the technical production processes which include the innovation of new technologies and the changes produced by these technical changes. The second type of changes are main those concerning the communicative relationship between the organizational leaders and the employees in the workplace, which are usually related to the communication of the management goals by the manager, the potential conflicts between the leader and the staff members as well as the specific ways used by the organizational leaders to motivate the employees in workplace. The third type of change includes the cultural values of an organization such as the organizational culture, the values and norms of the organization the organization wants to promote so and so forth. The fourth type change includes the competitive environmental factors that determine the competitive situation of the organization in its targeted marketplace (Denison, 1990). To put it in details, these competitive environment factors include the competition features, the population trends, the social trends, and governmental actions, the political, economical, social (and cultural), technological, and natural environmental factors influencing the competitive style of an organization in its targeted market place so and so forth.

2.2 Introduction of the major types of change theories
The types of change theory vary according to the contents of the processes of changes concerning the management of organizations. Generally, these change theories concern the management processes of an organization so as to gain competitive advantages in the targeted marketplace and to rationalize the management operations according to the features of environmental changes. Among all these change theories, Lewin’s Field Theory Model, Mead’s Planning Model and Kotter’s 8-step Change Model can be regarded as the most representative ones.

Lewin’s model of change was created in the 1950’s with the publication of his Field Theory in Social Science, in which he distinguishes five major phases of changes within the whole process of the organizational management, namely Diagnosis, Unfreezing, Movement, Refreezing and Renewal. Mead’s Planning Model appeared in the recent years and is based on the latest ways of data processing and the innovation of the computer science. According to his theory, the change management of modern organizations includes mainly some key operations relevant to the processing of management data (Alvesson, et al., 1992). These include the proposing an objective for change, the collection of relevant data, the analysis of data and projecting into future, the designing alternative plans to achieve objective, the selection of best alternatives, the monitoring and evaluating of the implementations and the making of necessary modifications so and so forth.

Compared with the previous two models, Kotter’s 8-step Change Model is a little more complicated. According to this model, there are eight steps of changes concerning the implementation of management strategies. These eight steps can be summarized in the following:

I. Increase urgency
This is the step of management that requires the inspiration of all the people within an organization to motivate them and make both the individual development objectives and organizational management goals real and relevant.
II. Build the guiding team
This refers to the step of management involving the recruitment and training of talented people to work for an organization. Usually, it implies the right strategy for an organization to get the right people in place with the right emotional commitment, and the right mix of skills and levels. For business organizations in the international competitive background, this is especially important because the recruitment of competent employees is the essential strategy to make an organization develop in the sustainable way.