ABSTRACT
The issue of
change has always been a recurring one in organization. Management has always had problems in
initiating change in organizations because employees prefer to stick to the old
method of doing things. This project
took a look at five firms to examine how change can be managed in these
organizations while also getting the employee involved in the change
process. In achieving this objective, a
number of research tools were employed such as the questionnaire, oral
interviews etc. In the course of this
study, the researcher discovered that though employees would most times resist
change, that there were processes to be taken in order to reduce this resistance
to change, one of which was to ensure employee involvement in the change
process. It was conclusively deduced
that managing change is a dynamic process which requires being constantly tuned
in to what is happening around and monitoring the process carefully. This study
recommended that for effective change process in organizations, top management
must be committed to the change process; and most importantly the parties that
would be affected by the change must be involved in the change process thus
resistance to change will be reduced. It is the belief of the researcher that
this study will become a reference tool for managing change in organizations.
TABLE OF CONTENTS
CERTIFICATION ii
APPROVAL iii
DEDICATION iv
ACKNOWLEGEMENTS v
LIST OF TABLES
ABSTRACT vi
CHAPTER ONE
INTRODUCTION:
1.1 Background of the study 1
1.2 Statement of the problem 2
1.3 Objectives of the study 3
1.4 Research Questions 3
1.5 Hypotheses of the study 4
1.6 Significance of the study 5
1.7 Scope of the study 5
1.8 Limitations of the study 6
1.9 Profile of Selected Organizations 6
1.10 Operational Definition of Terms 8
References 9
CHAPTER TWO:
REVIEW OF RELATED LITERATURE
2.1 Introduction 10
2.2 Conceptual Framework 10
2.3 Theoretical Framework 11
2.3.1 The Need for Change 11
2.3.2 Preparing Organisational Change 12
2.3.3 Types of Change 13
2.3.4 The Process of Organisational Change 15
2.3.5 The Management of Change 18
2.3.6 Strategies for Managing Change 22
2.3.7 Why Change Initiatives Fail 24
2.3.8 Reducing Resistance to Change 25
2.3.9 Models of Change 27
2.3.10 Organisation Development 28
2.4 Empirical Review 30
2.4.1 Stallionet Nigeria 30
2.4.2 Community Pulse Newspapers 30
2.4.3 Anchor Insurance Company Limited 30
2.4.4 Oak Pensions 31
2.4.5 Platonica Architects 31
2.5 Summary 31
References 32
CHAPTER THREE:
RESEARCH METHODOLOGY
3.1 Introduction 33
3.2 Research design 33
3.3 Sources of Data 33
3.4 Population of the Study 33
3.5 Sample Size Determination 35
3.6 Questionnaire Design 35
3.7 Administration of Questionnaire and Data Collection 35
3.8 Validity of Research Instrument 36
3.9 Reliability of Research Instrument 36
3.10 Method of Data Analysis 36
3.11 Summary 37
References 38
CHAPTER FOUR:
DATA PRESENTATION AND ANALYSIS
4.0 Introduction 39
4.1 Data Presentation 39
4.2 Analysis of Data 39
4.3 Testing of Hypotheses 55
CHAPTER FIVE:
SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary of major findings 70
5.2 Recommendations 70
5.3 Conclusion 72
5.4 Areas for Further Study 72
BIBLIOGRAPHY 73
APPENDIX 1 75
APPENDIX II 76
APPENDIX III 80
APPENDIX
IV
82
LIST OF TABLES
Table 4.2.1: Distribution of Respondents by Age.
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