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AN
EVALUATION OF ORGANIZATIONAL CHANGE AND ITS IMPACT ON STAFF PRODUCTIVITY
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF 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.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
OBJECTIVES OF THE STUDY
To proffer
an evaluation of organizational change and its impact on staff productivity
(case study of union bank plc.)
1.4
RESEARCH QUESTIONS
What is
organizational change and staff productivity?
What is the
level of impact of organizational change on staff productivity?
What is the
level of impact of organizational change on staff productivity in union Bank?
1.5 SIGNIFICANCE OF THE STUDY
The study
shall proffer an evaluation of organizational change and its impact on staff
productivity (case study of union bank plc.)
1.6 RESEARCH HYPOTHESIS
Ho The level
of impact of organizational change on staff productivity in union bank plc. Is low
Hi The level
of impact of organizational change on staff productivity in union bank plc. Is high
1.7 SCOPE OF THE STUDY
The study
focuses on the evaluation of organizational change and its impact on staff
productivity (case study of union bank plc.)
1.8
LIMITATIONS OF THE STUDY
The study
was confronted by some constraints including geographical factor and logistics.
1.9 DEFINITION OF TERMS
STAFF
PRODUCTIVITY DEFINED
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.
CHANGE
DEFINED
Change
management consists of those processes required to facilitate the embracing and
acceptance of change by Employees and stakeholders in the organization or
operating environment.
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