ABSTRACT
This study examines the causes of workers
resistance to change in an organization it is the contention of this study that
one of the ways people react to change is resistance to change in an
organization. Such factor as fear of security uncertainty, threatened
expertise, disruption in social relationship may make workers to resist change
in an organization. The data of study are collected thought data or
questionnaire and secondary sources. However the questionnaire forms are the
major instrument of data collection. This simple random sampling method is used
to select the respondents for the study. In other to make change achieve its
intended objective, change should be managed there are different strategies of
managing change and among such strategies are, education, communication,
participation, building of climate of trust and effective leadership. The
adoption of particular strategies for managing change in the organization
should be contingent on the situation of change.
TABLE OF CONTENTS
Title page
Approval (FOR HND ONLY)
Certification
Dedication
Acknowledgements
Table of contents
Abstract
List of Tables
List of figures
CHAPTER
ONE
INTRODUCTION
1.1 Background
to the study
1.2 Statement
of the problem
1.3 Objectives
of the study
1.4 Research
question
1.5 Statement
of the hypothesis (es)
1.6 Scope
of the study
1.7 Significance
of the study
1.8 Limitations
of the study
1.9 Operational
defininition of terms
CHAPTER
TWO
LITERATURE
REVIEW
2.1 Introduction
2.2 The review
2.3 Summary of the review
CHAPTER
THREE
RESEARCH
METHOD
3.1 Introduction
3.2 Research design
3.3 Population of the study
3.4 Sample and sampling technique
3.5 Instrumentation
3.6 Method of data collection
3.7 Method of date analysis
CHAPTER
FOUR
DATA
PRESENTATION ANALYSIS, AND DISCUSSION
4.1 Introduction
4.2 Data presentation and interpretation
4.3 Data analysis and hypothesis
(es) testing
4.4 Discussion of findings
CHAPTER FIVE
SUMMARY,
CONCLUSION AND RECOMMENDATIONS
5.1 Introduction
5.2 Summary of findings
5.3 Conclusion
5.4 Recommendations
5.5 Suggested areas for further studies
References
Appendices
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Change
is an inevitable phenomenon in any organization. This was aptly observed that
all organization are in a state of flux whether or not they want to recognize
it and manager it, resist it or ignore it.
The
manager that succeeds in managing his organization effectively is one that
knows how to adopt and manage change in his organization. To survive dynamic
competitive environment they must recognize the need for change.
The
history of an organization is littered with the corpses of enterprises that failed
to respond apposp the demand of the environment of chage.
The
inevitability of changes was expressed, in the following by kolosa (1969).
We
may not recognize it or other wise be of it, we may oppose it or we may even
try to accelerate it, nomatter what our position may be, change make the course
in the evaluation, of human effort.
Change
may take place so slowly that it is not able to be seen in one generation or
even two or more may occur with such rapidness that we are left some what
breathless in the woke of were. The great challenge of management, today is to
acceleration tempo of change that challenge, in an organization was socially
put in the following words by peter (1980).
Turbulent
market place, demands that we make innovation a way of life for every one must
learn individual as an organization as vigorously as we fight it in the past.
People
in an organization resist charge in different ways depending on how they
perceive change. Thus, people’s resistance to change can take the form of withstanding
change. It is in view of this, that the study want to look at work’s resistance
to change by using some selected banks in Edo North sartorial district as a
case study and these banks are UBA, GTB, FIRST BANK and FIDELITY BANK.
1.2 STATEMENT OF THE PROBLEM
As
pointed out in the background of this study, change is an all-important and
pervasive feature of life. The hallmark of success in the contemporary
organization is keeping up with important trends. Changes and the emerging Issues
and problems which are only permanent characteristics of any organization.
Apart
from changes which take place in the foregoing contexts, other kind of change
are deliberately brought as a matter of policy and strategy aimed at achieving
specific missions objectives and goals.
The
modern executive therefore needs to be change oriented in his attitude and
approach to Issues and situations consequently, it is necessary for the
executive not only to react to changes but also to be able to anticipate and
influence them.
1.3
OBJECTIVES
OF THE STUDY
1. Examining
the causes of changes in the organization
2. Determining
the strategies of changes in the organization
3. Knowing
the ways of managing resistance to change in an organization.
1.4 RESEARCH QUESTIONS
This
research work is intended to ask the following questions
a. Is
the consultation of the workers by management before introducing change
influence the way they react to change in the organization.
b. Is
charges have impact on workers wellbeing in an organization.
1.5 STATEMENT OF THE HYPOTHESIS (es)
The
following hypothesis shall throw more light on this study.
1. Ho:
The consultation of workers by management before introducing a change will not
influence the way they react to change in the organization
Hi: The consultation of
workers by management before introducing change will influence the way they
react to change in the organization.
2. Ho:
changes have no impact on workers wellbeing in an organization
Hi: Changes have impact on
works wellbeing in the organization.
1.6 SCOPE OF THE STUDY
The
scope of the study is on some selected banks in Edo North Amongst which are
Unior Bank of Africe (UBA), First Bank plc, intercontinental, Bank plc, Oceanic
Bank plc e.tc.
In
this course of study questionnaires of this study shall be distributed in different
categories of workers in the Banks included in this study. Also to be
considered are Issues like sources of exchange causes of resistance to change
and the management of resist area, to change.
1.7 SIGNIFICANCE OF THE STUDY
The
significance of the study is two fold firstly its practical usefulness to the
organization and those concerned with the management of workers.
practical
significance this study is a case study, As Ectsein, (1960) has asserted that
case study never prove anythiry, their purpose is to illustrate generalization
which is established other wise or direct attention howards such
generalization, thus, one of the practical of the study is to establish, and
generate generalized view which will be useful to practioner this research is
undertaken on the premise that those involved in the management, of workers in
the organization will draw lessons from its findings
Theoretical
significance Apart from practical usefulness of practicing managers, work
mainly is the analysis Endeavour
This
work may have serve purpose, if it galvanizes, scholars into furthering the
frontiers to knowledge, by making improvement in some errors that may have been
discovered in the course of this study thus, the study of a particular, episode
may suggest a further hypothesis which forms the basis of further, researchers
and which in turn lay the foundation for generalization alternatively they may
be interpreted as hophlighling the general process.
1.8 LIMITATIONS OF THE STUDY
In
the course of this study, the researcher encountered some problems getting
respondent for the study. As for the results of the banks, it was difficult
getting them fill the questionnaires, distributed to them.
Secondly,
time was not favorable in the sense that hours of lectures was sheered with
collection of data for the research i.e combining class room activities with
going to field to collect information for the reseated
The
fact is that a number of banks under study further compounded the problems.
Thirdly,
getting materials for the research due to the poor state of the polytechnic
library. The researcher, was moving from one library to another looking for
materials and articles on change.
This
further aggregate the precarious financial situation of the researcher as a
student.
Finally,
getting funds to finance this study was as hill up task couple with the
economic situation of the country.
inspirit
of these limiting factors, the researcher did her best to overcome, them
therefore the reliability and the authoritative use of the research should not
be under scored by its potential users.
1.9 OPERATIONAL DFINATION OF TERMS
i.
Management: This can be operationally
referred to as the higher level of deco in makers in an organization they
formulate policies and procedures for achieving organization goals, is also the
act of getting people together to accomplish desired goals and objectives using
available resources efficiently and effectively. Management comprises planning,
organizing, staffing, leading or directing and controlling an organization, for
the purpose of accomplishing, a goal.
ii.
Planning: planning means looking ahead and
checking our future courses of action to be followed. It is a preparatory,
step. It is a systematic activity which determine when, how and who is going to
perform a specific job. He also went on to say that planning is a detailed
programme regarding future courses of action it is lightly said that “Well plan
is half done”. Therefore planning takes into consideration available and prospective,
human and physical resources of organization so as to get effective,
co-ordination, contribution and perfect adjustment (pill and Michael zoos)
iii. Organizing:
Organizing plays a central role in the management process once plans are
created the managers task is to see that they are carried out. Organizing is to
begin the process of implementation by clarifying jobs and working
relationships. It identifies who is to do what, who is in charge of whom, and
how different people and parts of he organization relate to and work with one
another. (Henrifayol 1949). He also said in his work that organizing, as a
function of management on his classic monograph. General and industrial
administration.
iv. Resistance
to change: The adoption of innovations involves altering human behavior and the
acceptance of change. There is a natural resistance to change for several
reasons. He also said that effort to change inevitably beget resistance that
must be confronted (ken Eisold, 2010).
v. Change:
Change is the utilization of basic structure and tools to control any
organizational change effort. Change is so persuasive in our lives that is
almost defeats description and aralysis. (kotter 1990).
vi. Perception
of changes: perception is said to be a process by which people organize,
interpret, experience being much more complete and much broader than sensation.
The perceptual process involves a complicated, interaction and selection, organization
and interpretation. Although perception depends largely upon the senses for raw
materials. The cognitive process may filter, modify, change these materials
(Luthan 1998).
Click “DOWNLOAD NOW” below to get the complete Projects
FOR QUICK HELP CHAT WITH US NOW!
+(234) 0814 780 1594
Login To Comment