The objective of this article was to show the evolution of the conceptual framework that organizational change has undergone through academic history, to contribute widely to the understanding of the situations that companies experience in terms of organizational change. The research carried out is descriptive. In turn, it is bibliographic in nature through the analysis of specific literature on the subject described. The data record sheet applied to books and scientific articles was used, which allowed the registration and identification of information sources. It was found that the definitions have two defined approaches: behavioral and organizational. It is concluded that the proposals are based on rational models of reality, which implies a bias and heuristics of the authors in the presentation of their own vision of the facts.