Download complete project materials on The Effect Of Change Management On The Performance Of Employee from chapter one to five
CHAPTER ONE
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INTRODUCTION
1.1 Background of the Study
Firms’ performance is positively impacted by the presence of change management practices which tend to create a significant contribution on organizational competencies, and this in turn becomes a great boost for further enhancing in novativeness.
According to Burnes (2009), organizations link the maximization of performance with change management practices. As a result of intensive competition, shorter product life cycles, volatile product and market environments, firms constantly search for newer sources of competitive advantage, one of the most important being change management practices, that has the potential to improve and determine an organization’s fate (Kurt, 2004).
In a highly competitive environment, the dynamism for change in any large organization becomes indispensable for greater success and excellence. According to Murphy and Cleveland (2003) organizations are forced to change in order to meet their strategic objectives and satisfy all stakeholders.
Most business leaders and top executives in various industries have been vigilant toward the modification of business strategies along with “effective and continuous” changes up to reach their potential. In addition, nowadays, pressures for change do not merely stemmed from the organizational elements but also from international forces galvanized by the notion of globalization, technology, and competition.
According to Bernerth (2004) change “is an effort that consists of actual physical changes to operations and different emotional stimulation. It is painful in the workplace, going from what is certain and known to the otherwise.
Employees lose the comfort of the known and the familiar, the sense of competency they used to possess, the status and/or financial security they once enjoyed and networks they have gone at length to build.
According to Cummings and Worley (2004), organizational change involves moving from the known to unknown, because the future is uncertain and may adversely affect organisation as well as people’s competencies, worth and coping abilities.
This accelerating rate of change can be attributed to increased technology; growth in knowledge; globalisation; liberalisation of society; and outdated management philosophy, structure, culture and system of power control.
Change is needed and it is inevitable if we are to develop and provide better opportunities to our organisation. Not accepting the need for change, denying its pressures, and pretending that the need for change will go away are mistakes that we cannot afford to make.
Planning and preparing for change requires that we understand the resistance to change and what is needed to encourage people and organizations to embrace change (Vinod and Lois, 2005).
1.2 Statement of the Problem
Over the years studies have shown that employees in organization resist change in an organization,even if these changes are capable of enhancing the organizational productivity as well as that of the employee.However, it has been observed that some organizationsare not aware of best model that can be used for organizational change management. Studies have shown that management of organizations are sometime not aware of the reasons for resistance to organization change by employee and how to managing this resistance. These among other prompted the researcher to embark on the study effect of change management on the performance of employee in Nigerian Bottling company.
1.3 Objectives of the Study
The general objective of thestudy is to examine the effect of change management on worker’s performance. The specific objectives are:
- To examine various challenges arising as a result of change in an organization.
- To identify the effect of organizational change on worker’s performance in an organization.
- To identify the various causes of resistance to change by employees and managers in an organization.
1.4 Statement of Hypotheses
Ho: Change management does not have any effect on employees’ performance in Nigerian Bottling Company.
Hi: Change management has effect on employees’ performance in Nigerian Bottling Company.
1.5 Significance of the Study
This study evaluates various issues and challenges of organizational change in an organisation. In view of this, the benefits derivable from its successful conduct cannot be overemphasized. The study will be of great benefit to business organisations by enlightening them on the need to; perceive change or even invite change themselves, organize and plan their available resources in order to identify their strengths and weaknesses, so as to evaluate effect(s) of change and its continuity in the organisation.
This study will enlighten employees on why there is need to embrace change in order to ensure that their organisations remain, not only in the market, but competitive.
The study will also enable government to enlightens organisations on why and how to perceive, incorporate, and comply with government enacted laws and policies in their operations.
The study will also serves as a reference materials for future researchers whom might like to further study on the subject matters.
1.6 Scope of the Study
The study will be restricted to the effect of change management on the performance of employees using Nigerian Bottling Company Kaduna Plant as a geographical coverage. The study will revolve round the related literature such as concept of organizational change, organizational environment and forces for change and plan versus reactive change among others.
1.7 Limitations of the Study
There are some limitations that the researcher experience, which include:
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