Tata Motors has been India's largest automobile company in the sector for decades. Tata wanted to grow and expand its market globally, which led to an organizational change within the company. The company had to take various measures and make many changes. It had to go through changes also because it was carrying out various acquisitions and collaborations with international companies. This case study will help to understand what steps Tata had to take during the organizational change, how it contributed to its growth and what were the problems faced by the company. company during the change.Introduction: Tata Motor of Tata Motor with a consolidated turnover of Rs.92,519 crores ($20 billion) in 2009-10. Leader in the utility vehicle segment and among the top three passenger vehicles with award-winning products in the compact, midsize and utility car segments. It is also the world's fourth largest truck manufacturer and the world's second largest bus manufacturer. It was established in 1945. Since the first launch in 1954, more than 6 million Tata vehicles have served the Indian population. The company's manufacturing is spread across India. Tata Motor's is the first company in the engineering sector to be listed on the New York Stock Exchange (September 2004). Tata Motors started operating in the United Kingdom, South Korea, Thailand and Spain. It also managed to overtake Jaguar and Land Rover, two of the iconic British brands. It also acquired Daewoo Commercial Vehicles Company, South Korea's second-largest truck maker. The people's car was launched by Tata in 2008 "Tata Nano", the Nano offers the comfort and safety of a car within the reach of thousands of families. The standard version has been priced at Rs. 9,999. 100,000 ($1,700 USD), making it affordable for large... paper medium... companies and reward employees accordingly to keep motivation levels high.7. Build on change: It is important to keep change alive and learn as the organization evolves. This was done well by Tata Motors who would continually improve the level of goals and potential, implement Kaizen in operations, sparking new change agents and new ideas.8. Change at the heart of the organization: It is important that change is well integrated into the organization so that it persists and is used to its best potential. This requires continuous efforts from organizations to improve and motivate company culture. The vision and management of change cannot be stopped at one point, but must be continually revised and undertaken even more effectively. Change should become an integral part of the organization to continually improve and develop..