Role of Management in Supporting Employee during Organizational Change

By

ACKNOWLEDGEMENT

I would like to take this opportunity to thank my dissertation supervisor who has always shown confidence in me. He has offered his patience, remarks, propositions and understanding. Here I would also like to mention my parents who have always believed in me for all my hard work. My family, including my parents, brother and sister has endlessly supported me during my life and academics. This has helped me in making positive decisions for my life. I would also mention my peers and co-workers and appreciate their collaboration and expert advice on every circumstance. I am also grateful towards my University and my Department, the administrators, faculty members and fellow students for their support throughout this study.

DECLARATION

I declare that the material stated in this dissertation/thesis is original and does not present work of any other scholar or research study conducted in the past. Material in this study is not partially or completely published elsewhere and collected only for the purpose of this study. I also acknowledge that I have complete understanding of the requirements, guidelines, regulations and procedures of the University with respect to the endowment of higher education degree and my research work. Here, I would also like to take the opportunity to declare that I have almost exclusively followed the requirements, guidelines, regulations and procedures of the University regarding this research study.

ABSTRACT

In today's environment, changes are compulsory for an organization in order to survive and stay competitive. The modern commercial environment is one that forces firms to change and adapt if they wish to survive, in order for changes introduced, whether continual or individual, the organization has to be ready for the change. There are a number of theorists which have looked at the aspect of readiness, most of the time it has been as part of the change process. Effectually readiness for change can be seen as the stage required in most change models before implementation takes place. To consider what is meant by readiness and how it may relate to the concept of the learning organization it is necessary to define the term and look at the characteristics of readiness for change and look for commonalities in the ideas. The purpose of this study is to understand the role of managers to support employees during organizational change.

TABLE OF CONTENTS

ACKNOWLEDGEMENTII

DECLARATIONIII

ABSTRACTIV

CHAPTER 1: INTRODUCTION1

Background of the Study1

Company Overview4

Research Objectives5

Research Questions5

The Purpose of the Study6

Significance of the Study8

Definition of the Terms10

Change10

Organizational Change10

Readiness for Change10

Resistance to Change11

Structure of the thesis11

Chapter I: Introduction11

Chapter II: Literature Review11

Chapter III: Methodology12

Chapter IV: Analysis and Discussion13

Chapter V: Conclusion and Recommendation13

CHAPTER 2: LITERATURE REVIEW15

Definition of Organizational Change15

Causes of Resistance to Organizational Change18

Uncertainty and Job Insecurity21

Communication23

Leadership24

Organizational Readiness for Change25

Leadership26

Assessment of the Business Environment28

Acceptance of Change28

Motivational Readiness28

Communication29

Culture29

Role of Managers during Organizational Change30

Readiness for change and success of organizational change32

CHAPTER 3: RESEARCH METHODOLOGY36

Research Design37

Research Method38

Sampling and Data Collection39

Questionnaire Design40

Variables Studied41

Likert scale41

Data Analysis42

Ethical Considerations42

CHAPTER 4: ANALYSIS AND DISCUSSION44

Respondent's Demographic Information44

Responses from the questionnaire Survey47

CHAPTER 5: CONCLUSION62

Conclusion62

Future Research Implications65

REFERENCES66

APPENDIX72

Appendix A: Consent form72

Appendix B: Questionnaire ...