ASSESSMENT OF THE EFFECT OF CHANGE MANAGEMENT ON JOB SATISFACTION IN FIRST BANK NIGERIA HOLDINGS (FBNH)
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ASSESSMENT OF THE
EFFECT OF CHANGE MANAGEMENT ON JOB SATISFACTION IN FIRST BANK NIGERIA HOLDINGS
(FBNH)
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND OF THE STUDY
The research is to assess the effect of change management on
job satisfaction. Change is an effort that consist of actual physical changes
to operation and different emotional stimulation which is painful in work place
through we all rationally recognize that progress means change. And that we all
need change to progress, but not even the prospect attaining benefits from
change will make every one ready and
willing. Change is intensively personal and Pistersen (2002) reckons that “for
many people the specter of change produces what is sometimes called the factor
fear, uncertainty and doubt”. Since change is widely accepted as almost
top-down and induced but the management, these being managed would also resist
change, imposing an imperative for manager to over come the resistance before
it could bring the change forward.
Change is inevitable and there is general consensus that job
satisfaction is influenced by a combination of job characteristics (role
ambiguity, skill variety,) industrial (age, work, valued and organizational
characteristics (readership or organizational age) the organizational change is
out study is very complex as it revolves organizational downsizing, growth, job
redesigned and change in organizational strategy. Focusing on more business like
behavior. These different changes may affect job satisfaction differently.
1.2 STATEMENT OF
THE PROBLEM
One commonly used definition of “Managing change” refers to
making of change in the planned and systematic manners with both parallel and
sequential steps designed as part of a comprehensive change management
strategy. Basically, the objective in organizational change is to affectively
implement new approaches, system and solutions in ongoing and functioning
organization. Change is often viewed as problem, organizations faces and how to
motivate employees because of different output level (performance) by various
employees, some perform extremely better than others the problem of job
satisfaction range from poor pay, poor welfare scheme, poor health and
transport programme and lack of habitable accommodation for staff.
1.3 OBEJCTIVE OF
THE STUDY
i. To find out the
impact of organizational change management on job satisfaction in First Bank
Nigeria Holdings (FBNH), Kaduna North
ii. To find out the
relationship between organizational change on job satisfaction
iii. To identify the
steps for successful change in an organization.
iv. To find out the reasons for managers and
employees resistance to change.
1.4 SIGNIFICANCE OF
THE STUDY
The significance of the study cannot be over emphasized, the
management of First Bank Nigeria Holdings (FBNH) Kaduna North local government
would benefit from the study, because it will enable them to know the reason
for organizational change and the employees will also see the need to adapt to
change so as to increase their productivity. The reason is that business world
is moving fast and any organization that fail to recognize change will not be
able to compete in business environment.
The work will serve as source of references for future
researchers that may like to further studying on the subject matter.
1.5 RESEARCH
QUESTIONS
a. What is the
impact of organizational change management on job satisfaction in First Bank
Nigeria Holdings (FBNH) Kaduna North Local Government?
b. What is the
relationship between organizational change in job satisfaction?
c. What are the
steps for successful change in an organization?
d. What are the
reasons for managers and employees resistance to change?
1.6 SCOPE OF THE
STUDY
The study is to assess the impact of change management on job
satisfaction with particular reference to First Bank Nigeria Holdings (FBNH)
Kaduna North Local government. The study will span 2006-2011.
1.7 LIMITATION OF
THE STUDY
It is expected that this study many experience the following
limitations. Firstly this work will not be able to study all the organizations
as such this may in a way limit the scope of this study.
Secondly, it is expected that the management and staff of the
First Bank Nigeria Holdings (FBNH) Kaduna north local government may not want
to divulge certain data required for the study and this may in a way reduce the
quality of data for the study. However, the researcher will try as much as
possible to mitigate these limitations and others unforeseen ones. This will be
done by structuring and designing the instrument for data collection to elicit non
sensitive information from them.
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