The Management of Change and Its Impact on Organization Efficiency
Chapter One
Objectives of the study
The main objective of this study is to examine The Management Of Change And Its Impact On Organization Efficiency in the telecommunication industry. In line with the main objective, the specific objectives are to:
- Examine the effect of change management on employee commitment
- Investigate the impact of increasing technological changes affect organizational performance of telecommunication industry in Nigeria.
- Examine the impact of change in leadership style on the Organizational Efficiency
CHAPTER TWO
REVIEW OF THE RELATED LITERATURE
INTRODUCTION
The concept of change and managing change has come to assume greater importance in the discussions of top executives of must companies. Change is natural in the course of development and growth. Society is ever in a continue state of transition. Every unit of business, even the most public or private enterprises, as an organ of society, is therefore continually obliged to operate under changing conditions and circumstances. Whenever man has ignored the need to manage change there had always been failure. Many business enterprises, which started off with some measure of success often, step into an era of failure because they had neglected to recognize changing conditions and the need to manage the change effectively.
Modern organizations are experiencing environments that are not only changing rapidly but in particular are increasing subject to sudden irregularities (Dada, 1996). As a result the sustained corporate success that extends over decades and continuously expands without limit has become a luxury enjoyed by few companies that have been able to change and manage effectively,in rent times, organizations in Nigeria have witnessed a spate of changes, which have been brought about as a rrsult of the Structural Adjustment Programme (SAP) Akinnusi (1992) viewed SAP as a major environmental change, which in turn has precipitated major organizational changes. Such changes in private sector include mergers and acquisitions, shut down of factors phasing out merging of departments, modification of productions process and widespread reorganization involving redeployment, retrenchment or retirement of staff, moreover, diversion of profitability, low capacity utilization, collapse of companies have become the order of the day.
Concept Of Change
Change implies altering, varying or modifying something. Change also involves movement between some discrete and fixed “State”. Change does not always imply innovation i.e.; introducing something new, something novel. It is a process which is rarely contained by functional or specialist boundaries and is inevitable in any organization. Business operates in a dynamic environment which implies change. Change in one part of an organization will inevitably effect people and process in another part. It is either reactive that is, in response to external circumstances or proactive that is, the organization just decided to change. Environmental changes could be described as one that modifies the strategy of the enterprise, others etc. the structure, necessitate the development of a different character of relationship among the principle components of the organizations and dictates a change in management angle. Change is important because things are changing, policies, economy, people, climate, boundaries, and so on. All human beings are aware that there is change and that it is inevitable. Despite this, only few people prepare for it. Change happens everywhere including business enterprises. In recent times, organizations in both public and private have witnessed a spare of major environmental changes brought about by;
- Austerity measure
- Structural adjustment programmes
These reforms have precipitated major organizational changes forcing most organization to;
- Shift organizational goal and objectives
- Embark on rationalization of staff strength
- Shutdown of factories
- Phasing out or merging of departments
- Modification of production processes and widespread organization involving redeployment.
- The privatization and commercialization of certain organization inclusive.
Types Of Change
People are often subjected to different kinds of change and it is through persistent efforts that can meet up to the challenges. Some of these changes include:
- Technological changes; the global change is a product of technology and education with people now thinking in terms of regions rather than nation states. Increasing economic interdependence is inevitable with the growth of world rated rising at twice the rate gross domestic product. Examples include plant sand machinery, new tools, new equipment, new methods and new procedures.
- Job relationship changes; when there is a medication to the organization structure of a company. Examples, appointment of a new managing director, (executive and non executive) or controllers, it is a change and calls for readjustment.
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
POPULATION OF THE STUDY
According to Udoyen (2019), a study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitute of individuals or elements that are homogeneous in description.
This study was carried out to examine the management of change and its impact on organization efficiency. The target population was 1000 employees of Airtel Nigeria in some selected outlets in Lagos state and Airtel Headquarter which formed the population of the study.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of hundred and twenty (120) questionnaires were administered to respondents of which 100 were returned. The analysis of this study is based on the number returned.
CHAPTER FIVE
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS:
Introduction
This chapter summarizes the findings on The Management Of Change And Its Impact On Organization Efficiency, Airtel Nigeria, Lagos state as case study. The chapter consists of summary of the study, conclusions, and recommendations.
Summary of the Study
In this study, our focus was on The Management Of Change And Its Impact On Organization Efficiency, Airtel Nigeria, Lagos state as case study.. The study is was specifically focused on examining the effect of change in management on employee commitment; Investigating the impact of increasing technological changes affect organizational performance of telecommunication industry in Nigeria and examining the impact of change in leadership style on the Organizational Efficiency.
The study adopted the survey research design and randomly enrolled participants in the study. A total of 100 responses were validated from the enrolled participants where all respondent are staff of Airtel Nigeria, Lagos state.
Conclusions
With respect to the analysis and the findings of this study, the following conclusions emerged;
Change” has now become a regular feature of business life as part of the desire for increased organizational performance and the ever important need to satisfy stakeholders. However, successful management of the changes in technology is a critical factor to achieve any degree of long-term and lasting success as well as sustainability of strategy to manage change. Also, effective management of change in customers taste would result to overall growth in the performance of the organization because customers are the reasons for profitable or profit oriented business establishment.Therefore, for change to succeed, the human aspect to change management must be successfully addressed in order to avoid resistance to change.Implementation of change often results in periods of organizational tension because it involves moving from the known to the unknown and therefore risky, stressful and complex. However, it can be effective with participative style of management such as training employees on change during implementation which gives them knowledge, skills and expertise needed during the change process, hence, fostering quick and smooth implementation of the change. To improve performance, changes must be made to the organizations‟ processes and system structures or job roles.However, managers should demonstrate strong leadership throughout the organization by spreading leadership and decision-making responsibilities in order inspire and motivate employees to play an active role in implementing change thus improving the telecommunication performance. Lastly, this study has provided some discussion on some issues which needs to be considered and suggested programme for implementing major change based not merely on theoretical studies but on practical experiences.Change” has now become a regular feature of business life as part of the desire for increased organizational performance and the ever important need to satisfy stakeholders. However, successful management of the changes in technology is a critical factor to achieve any degree of long-term and lasting success as well as sustainability of strategy to manage change. Also, effective management of change in customers taste would result to overall growth in the performance of the organization because customers are the reasons for profitable or profit oriented business establishment.Therefore, for change to succeed, the human aspect to change management must be successfully addressed in order to avoid resistance to change.Implementation of change often results in periods of organizational tension because it involves moving from the known to the unknown and therefore risky, stressful and complex. However, it can be effective with participative style of management such as training employees on change during implementation which gives them knowledge, skills and expertise needed during the change process, hence, fostering quick and smooth implementation of the change. To improve performance, changes must be made to the organizations‟ processes and system structures or job roles.However, managers should demonstrate strong leadership throughout the organization by spreading leadership and decision-making responsibilities in order inspire and motivate employees to play an active role in implementing change thus improving the telecommunication performance. Lastly, this study has provided some discussion on some issues which needs to be considered and suggested programme for implementing major change based not merely on theoretical studies but on practical experiences.
Recommendation
Based on the findings the researcher recommends that;
- Business continually scan the environment for opportunities and should realize that forces of change are diverse and many..
- Since it is a general consensus that wherever there is need for change there is usually fear, mistrust and resistance, anychange and its effective management must be such that will reduce the fear, mistrust and resistance to the barest minimum. Prior to the change, the people concerned must be well informed and educated. When this is done, they are likely to be more receptive to the change, which in effect will reduce resistance. Communication is key as rumors flourish in the absence of formal communication and when not properly handled can increase the level of resistance to change.
- the importance of participation and involvement in the management of change cannot be over emphasized. People are likely to be more committed to change when their ideas and attitudes are being include in the management decision about change. Therefore the change process will be designed in such a way that will co-opt the employees in the programmes that will facilitate the change.
- In reducing resistance to change, management must recognize the social and psychological factors. It is important for management to facilitate and support change by showing concern and listening to the subordinates.
- Top management must be committed to change if an organizational change effort is to be successful. The level of investment must be taken into consideration.
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