CHAPTER ONE
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 are 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. Employee Commitment
involves the psychological attachment which the employee has for an
organization and the resulting loyalty.Therefore when the employee 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 appraise Organization change and
Employee work commitment among staff of manufacturing firms in Enugu
State.
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. Employee Commitment involves the
psychological attachment which the employee has for an organization and
the resulting loyalty.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 lack of commitment. Consequently the problem confronting the
research is to appraise Organization change and Employee work commitment
among staff of manufacturing firms in Enugu State –
1.2 Objectives of the Study
To determine the role of Organization change on Employee work commitment among staff of manufacturing firms in Enugu State
1.3 Research Questions
What is organizational change and employee commitment?
What is the role of organization change in employee commitment?
1.4 Significance of the Study
The study shall elucidate on the effective change process towards achieving employee commitment
1.5 Research Hypothesis
Ho The roll of Organization change in
Employee work commitment among staff of manufacturing firms in Enugu
State is not significant
Hi The roll of Organization change in Employee work commitment among staff of manufacturing firms in Enugu State is significant
1.6 Scope of the Study
The study focuses on the appraisal of
Organization change and Employee work commitment among staff of
manufacturing firms in Enugu State is not significant
1.7 Limitations of the Study
The study was confronted by some constraints including geographical factor and logistics.
1.8 Definition of Terms
CHANGE DEFINED
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.
EMPLOYEE COMMITMENT DEFINED
This involves the psychological attachment which the employee has for an organization and the resulting loyalty.
:
EMPLOYEE AFFECTIVE COMMITMENT:
This the positive feelings of identification with, involvement and
attachment to the organization.
EMPLOYEE NORMATIVE COMMITMENT: This is the feelings of obligation resulting from values and beliefs to remain with the organization
EMPLOYEE CONTINUANCE COMMITMENT This is the employee commitment resulting from the perceived cost associated with leaving.
Unfreezing
Unfreezing: This the stage of
getting people ready for change.it apparently means the people have seen
the need for change and have accepted to change.
Freezing:
This is the stage of ensuring that the
change is sustained and stable once it has been accepted. A reasonable
period of time is required for this so that people do not return to
previous behavior.
REFERENCES
John P. Kotter, (1995) Leading Change: Why Transformation Efforts Fail, Harvard Business Review,
Suzanne Bond Hinsz, (2013) Change Management, Deloitte, USAID.
Sergio Fernandez and Hal G. Rainey
(2006.), Managing Successful Organizational Change in the Public Sector,
Public Administration Review,
The World Bank, (2009) Communication for Governance and Accountability Program, Change Management