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ORGANIZATION
CHANGE AND EMPLOYEE WORK COMMITMENT AMONG STAFF OF MANUFACTURING FIRMS
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 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.
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. 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 –
1.3 OBJECTIVES OF THE STUDY
To determine
the role of Organization change on Employee work commitment among staff of
manufacturing firms in Enugu State
1.4 RESEARCH QUESTIONS
What is
organizational change and employee commitment?
What is the
role of organization change in employee commitment?
1.5 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 DEFINITIONS 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.
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