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Change has been defined as a process that considers and affects the entity’s structure, mission and strategy, job / role culture, decision / communication channels, technology and people, business processes current products / services. Cynicism is a prevalent reaction of the employees in the course of organizational change. Cynicism means the evaluative acumen that originates from a person’s employment encounters. Employee involvement has been recognized as a vital facet of organizational life, a key for attaining enhanced organizational effectiveness and favourable workforce perceptions and an essential ingredient for successful change execution. The purpose of this study is to explore how Cynicism about Organizational Change can be managed through implementing employee involvement practices such as information sharing, training, empowerment, transformational leadership, suggestion involvement and rewards. The study presents some implications of the findings and the directions for future research. A few limitations that deserve mention are also taken into consideration.