IMPACT OF EMPLOYEES MOTIVATION ON THE IMPACT OF CHANGE MANAGEMENT IN NIGERIAN BANKING INDUSTRY ORGANIZATIONAL PRODUCTIVITY
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IMPACT OF
EMPLOYEES MOTIVATION ON THE IMPACT OF CHANGE MANAGEMENT IN NIGERIAN BANKING
INDUSTRY ORGANIZATIONAL PRODUCTIVITY
ABSTRACT
The research
topic of this study is the impact of change management in Nigerian Banking
Industry, A study of United Bank for Africa (UBA) station Road, Enugu. The
research was a descriptive research, the researcher made use of primary sources
and secondary sources of data. The primary sources of data was obtained through
questionnaire and oral interview while secondary sources was sourced through
texts books ,journals and magazines The population of the study was seventy
seven (77) employees. The sample size was 77 employees of the bank. The finding
revealed among others that change management results to quality services. The
researcher recommended among others that management should ensure effective
communication link between management and workers before any change process is
embarked upon to attract cooperation from workers.
CHAPTER ONE
1.1
BACKGROUND OF THE STUDY
Change as a
fact of life in modern organization and in the world in general in at the same
time a disruptive and disorienting event which people continue to resist.
Individuals resist changes for reason ranging from self interest to low
tolerance to change organization on its part tend to change plans, technologies
organization structures, people etc to improve the standard level of the performance.
Effective leadership in times of change will consider the nature of the change
(including its effect) so as to e able to choose from among a variety of
strategies to overcome resistance. In the dynamic society surround, today’s
organization, the question of whether change will occur is no longer relevant
instead, the issue is how do managers and leaders cope with the inevitable
barrage of changes that confront them daily in attempting to keep their
organization viable and current. The economic transformation where in the
industrial revolution brought with it new and constantly changing ways of
conducting business planning implementing managing change in a fast changing
environment is increasingly implementing and managing change in a past changing
environment is increasingly the solution in which most organization now work.
The Nigeria
economy for instance, with the new bank reforms, the minimum capital
requirement of N25 billion has resulted in bank consolidating through mergers
and acquisition. Dynamic environment such as this require dynamic processes,
people, systems and culture especially, notably effectively optimizing
organizational response to market opportunities and threats. United bank for
Africa plc is one of the leading and oldest financial services groups in
Nigeria and sub Saharan Africa. Its diversified-base of shareholders include
individuals, institutions and leading international bank such as Dentsche
Bankers Trust, Banca Nazionnale der lavovo and note dei paslidisiena. UBA is
the first maturational bank to be registered under Nigeria law, the first
Nigerian bank to open a branch in the U.S.A the first and only Nigerian bank
issue global depository receipt which makes its share easily accessible and
tradable to investors he first to be listed on the first to be listed on the
Nigerian bank to establish a branch on university campus. UBA plc has grown
steadily and rapidly over the years and as 250 branches and offices across
Nigeria, including two foreign branches in New York and Grand Cayman Island
thus making it one of the leading international banks in Africa. UBA provide a
wide range of financial service to national and multinational companies,
government institution non-governmental institutions, multilateral institution,
small and medium scale businesses and individuals throughout its network.
In January
2006, following the new bank reform in Nigeria, UBA and standard trust bank of
Nigeria merges as a single corporate entity. Thus consolidation has actually
introduced various changes, consequently has introduced difficulties in the
discharging of banking services. Thus this research is aimed at resolving some,
if not all of this shut coming.
1.2
STATEMENT OF THE PROBLEM
In the
organization, attempts to resist change are some time called organizational
inertia. That is inertia is a term, which describes the tendency of members in
an organization to resist new and unwanted changes. There are times when
organizations are likely to change time during which changes is less likely.
Even if the reed for change is high and resistance to change low, (two)
important factors) it does not follow that organization change will occur
change is likely to occur when the people involved [Jennifer 1996; 600] the
benefits are reflected by three consolidations reviewed here. The amount of
satisfaction with current conditions the availability of desirable alternatives
and the existence of plan for achieving those alternatives only when the
readiness for change is high will organizational change effort be successful.
This work is expected to provide solution to the following problems at the end
of the research.
1.2.1
Overcoming resistance to change
1.2.1
Effective implementation of change plan
1.3
OBJECTIVE OF THE STUDY
The purpose
of this study rest on the following main points.
1.3.1 To
determine the cause of change in service organization
1.3.2 To
determine the effect of change in the management of service based organization.
1.3.3 To
determine the factors that facilitate or hinder successful change programme.
1.3.4 To
develop a strategy for successful change implementation in the organization.
1.4 RESEARCH
QUESTIONS
1.4.1 What
are the factors that call for change in the organization?
1.4.2 What
are the problems faced in implementing change?
1.4.3 What
are the control system to implementing change programme in the service based
organization? 1.4.4 To what extent does change management affect the
effectiveness service based organization?
1.5 RESEARCH
HYPOTHESIS
In an
attempt to offer recent and accurate solution to the research problem, the
researcher wishes to use hypothesis to test the validity of certain variables
used in the research work to get useful solution to any identified problem.
Thus, the following hypothesis about the statement of problem will be tested.
Ho: There
are no factors that call for change in the service based organization.
Hi: There
are factors that call for change in the services based organization.
Ho: There is
no significant relationship between change management and effectiveness in the
service-based organization.
Hi: There is
a significant relationship between charge management and effectiveness in the
service-based organization.
1.6 SIGNIFICANCE
OF STUDY
1.6.1 To
enhance the people’s knowledge on change management.
1.6.2 The
study will benefit. The organization planning and implementing change
programmes
1.6.3 It
will also show the steps to achieving successful change programme in the
organization.
1.7 SCOPE
AND LIMITATION OF THE STUDY
This study
on the effect of change management in service based organization was restricted
with a selected institution, lack of money to carry out wider scope of research
that would have incorporated the country wide constituted constraint in the
study.
The very
first problem encountered in the course of the research is the unpopular
knowledge of the term change management in the organization. The un-cooperating
attitude by the managers and the administration staff in the organization and
response rate to administered questionnaires also constituted constraint in the
study. Despite this, its is hoped that the study will contribute to the growing
body of change and proffering ways of effectively implementing change
programmes.
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