ASSESSMENT OF THE EFFECT OF CHANGE
MANAGEMENT ON JOB SATISFACTION IN FIRST BANK NIGERIA HOLDINGS (FBNH)
TABLE OF CONTENTS
Title page - - - - - - - - - i
Declaration - - - - - - - - ii
Approval Page - - - - - - - - iii
Dedication - - - - - - - - - iv
Acknowledgment - - - - - - - - v
Abstract - - - - - - - - vii
Table of Contents - - - - - - - - viii
CHAPTER ONE –
1.1 Background of the study - - - - - - 1
1.2 Statement of the problems - - - - - 2
1.3 Objective of the study - - - - - - 2
1.4 Significance of the study - - - - - - 3
1.5 Research questions - - - - - - - 3
1.6 Scope of the study - - - - - - - 4
1.7 Limitation of the study - - - - - - 4
CHAPTER TWO: LITERATURE
2.1 Introduction - - - - - - - - 5
2.2 Review of related literature - - - - - 5
2.3 Conceptual change management - - - - 10
2.4 Major types of organizational change - - - - 12
2.5 Leadership and change management - - - - 15
2.6 Steps to successful change management in an
2.7 Reasons for resistance to change in organizations - - 20
2.8 Change management and job satisfaction - - - 24
2.9 Effects of change management on job
satisfaction - - 25
3.1 Introduction - - - - - - - - 27
3.2 Research design - - - - - - - 27
3.3 Areas of the study - - - - - - - 27
3.4 Population of the study - - - - - - 28
3.5 Sample and sampling techniques - - - - 28
3.6 Instrument for data collection - - - - - 29
3.7 Validation of the instrument - - - - - 29
3.8 Reliability of the instrument - - - - - 29
3.9 Method of data collection - - - - - 30
3.10 Method of data analysis - - - - - - 30
CHAPTER FOUR: DATA
PRESENTATION AND ANALYSIS
- - - - - - 31
of respondents - - - 31
4.3 Data presentation
and Analysis - - - 34
of findings - - - - - - 42
of findings - - - - - 44
CHAPTER FIVE: SUMMARY, CONCLUSION AND
5.1 Summary - - - - - - - - 46
Conclusion - - - - - - - 48
Recommendations - - - - - - 49
References - - - - - - - 50
Appendices- - - - - - - - 54
OF THE STUDY
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
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
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
1.3 OBEJCTIVE OF THE STUDY
To find out the impact
of organizational change management on job satisfaction in First Bank Nigeria Holdings
(FBNH), Kaduna North
To find out the
relationship between organizational change on job satisfaction
To identify the steps
for successful change in an organization.
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
is the impact of organizational change management on job satisfaction in First
Bank Nigeria Holdings (FBNH) Kaduna North Local Government?
is the relationship between organizational change in job satisfaction?
are the steps for successful change in an organization?
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.