CHAPTER
ONE
1.0 INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Change management consists of those processes required to
facilitate the embracing and acceptance of change by stakeholders in the
organization or operating environment. The process requires the application of
principles, skills, and techniques for managing ‘people in the process of
change management so as to achieve the expected change result of a project or
initiative. The change management process is vital for the successful implementation
of change in the organization. The change management process consist of;
Establishing a Vision; this involve defining the Change purpose .It is expected
that the leadership outline the vision of the expected outcome as a result of
the change. This vision should be shared at all levels of the organization so
as to get everyone committed to the vision. Involve senior leadership; the
senior leadership of the organization should be engaged in the process to
induce the commitment of the all members of the organization. Senior leadership
is expected to communicate to the staffs that the change represents a positive
development for the organization, which will lend legitimacy to the initiative.
Develop a change management plan; Component of the change management plan
consist of Vision and goals, Stakeholders, Resources, Time-specific
milestones ,Communications tools and strategy; engage stakeholders ;The people
are the central objective of any successful change. It is therefore important
to involve stakeholders early. A Booz Allen Hamilton study of governmental
change efforts found that 75 percent of successful change leaders utilized a
collaborative approach for developing and implementing change, compared with 33
percent of unsuccessful change leaders; communicate at all levels; This will
enhance openness and understanding of the vision, goals and objectives and as
well induce feedback; create infrastructure to support adoption; This will
require changing norms, culture, values and behaviors. This process takes time.
Consequently senior leadership and all members of staffs must
collaborate to create an environment to actualize the change outcome. This
process will require training and providing the tools necessary to promote
long-run adoption. The provision of needed resources indicates to the
stakeholders that the change is a priority and the organization is committed to
its success. Staff productivity is the evaluation of staff efficiency in the
organization in terms of the amount of output of an employee in a specified
period of time. However the success of the organization depends on the overall
staff productivity.
Change as a
fact of life in modern organization and in the world in general in at the same
time a disruptive and disorienting event which people continue to resist.
Individuals resist changes for reason ranging from self-interest to low
tolerance to change organization on its part tend to change plans, technologies
organization structures, people etc. to improve the standard level of the performance.
Effective leadership in times of change will consider the nature of the change
(including its effect) so as to be able to choose from among a variety of
strategies to overcome resistance. In the dynamic society surround, today’s
organization, the question of whether change will occur is no longer relevant
instead, the issue is how do managers and leaders cope with the inevitable
barrage of changes that confront them daily in attempting to keep their
organization viable and current.
The economic transformation where in the
industrial resolution brought with it new and constantly changing ways of
conducting business planning implementing managing change in a fast changing
environment is increasingly implementing and managing change in a past changing
environment is increasingly the solution in which most organization now work.
The Nigeria
economy for instance, with the new bank reforms, the minimum capital
requirement of N25 billion has resulted in bank consolidating through mergers
and acquisition. Dynamic environment such as this require dynamic processes,
people, systems and culture especially, notably effectively optimizing
organizational response to market opportunities and threats.
Therefore when the employees are carried along in the change
process it will result to employee accepting the change outcome for the
attainment of organizational success. The research therefore seeks to proffer
an evaluation of organizational change and its impact on staff productivity
(case study of union bank plc.)
1.2 STATEMENT
OF THE PROBLEM
Change management consists of those processes required to facilitate the
embracing and acceptance of change by stakeholders in the organization or
operating environment. The process requires the application of principles,
skills, and techniques for managing ‘people in the process of change management
so as to achieve the expected change result of a project or initiative. The
change management process is vital for the successful implementation of change
in the organization. The research conducted in the past demonstrates that 70
percent of change efforts within organizations fail. Because of the neglect of
the change management process. Therefore a major threat to successful
change process implementation includes the neglect of collaborative efforts
which entails not focusing enough attention on the ‘people’ component of the
change. According to a famous leadership and change expert Dr. John Kotter the
change process which consists of series of steps needs a time
extension to produce the desired outcome and ultimately requires the commitment
of all stakeholders. Staff productivity is the evaluation of staff efficiency
in the organization in terms of the amount of output of an employee in a
specified period of time. However the success of the organization depends on
the overall staff productivity. Therefore the neglect of the employees in the
change process is likely not going to bring the desired result of employee
acceptance of the change and thereby leading to lack of employee productivity.
Consequently the problem confronting the research is to proffer an evaluation
of organizational change and its impact on staff productivity (case study of
union bank plc.)
1.3 RESEARCH OBJECTIVES
The main objective of this research is to evaluate organizational change
and the impacts it has on staff productivity, specifically the study intends
to:
1. To
determine the cause of change in service organization
2. To
determine the effect of change in the management of service based organization.
3. To
determine the factors that facilitate or hinder successful change program
4. To determine
the level of impact of organizational change on staff productivity in union
Bank?
1.4 RESEARCH
QUESTIONS
1. What are
the factors that call for change in the organization?
2. To what
extent does change management affect the effectiveness service based
organization
3. Is there any significance relationship between
organizational change and staff productivity?
1.5 RESEARCH
HYPOTHESIS
Ho: There
is no significant relationship between organizational change and staff
productivity
Hi: There
is significant relationship between organizational change and staff
productivity
1.6 SIGNIFICANCE
OF THE STUDY
·
To enhance the people’s knowledge on change management.
·
The study will benefit. The organization planning and
implementing change programs
·
It will also show the steps to achieving successful change
program in the organization.
1.7 SCOPE
OF THE STUDY
This study on the effect of change management in
service based organization was restricted with a selected institution, lack of
money to carry out wider scope of research that would have incorporated the
country wide constituted constraint in the study.
The very first problem
encountered in the course of the research is the unpopular knowledge of the
term change management in the organization. The un-cooperating attitude by the
managers and the administration staff in the organization and response rate to
administered questionnaires also constituted constraint in the study. Despite
this, it is hoped that the study will contribute to the growing body of change
and proffering ways of effectively implementing change programs.