Change Management and Organisational Performance in Nigerian Organisations: A Study of Selected Firms in Lagos State, Nigeria.

This study was carried out to empirically test the relationship between organizational change and performance and proffer better strategies for managing change to enhance organizational performance and improve success rate. The casual and descriptive survey research methods were adopted for the study. A four and five- year pre- and post- financial statements of five organizations, that have implemented various change programmes in the last eight years, were used for the casual study. While a structured questionnaire was used to elicit responses from three hundred (300) employees of the focal organizations. They were selected on the basis of their managerial levels, using stratified random sampling. Regression analysis (multiple and simple), and T-test statistical methods were used to test the hypotheses at 0.05 level of significance. The results of the data analyses revealed that organizational change does not result in significant increase in sales in all the firms studied (Firm A:t-statistics = -0.5821, P-Value= 0.6014; Firm B:t-statistics=1.0694, P-Vale= 0.3633, Firm C:t-statistics=0.9155, P-Value 0.4276, Firm D: t-statistics=0.899.P Value=0.4349, and Firm E: t-statistics=0.899, P-Value=0.4349). The impacts of change on firms’ profitability were mixed. For firms A, C and E, the results were not statistically significant were no significant While for firms B and D, the results were statistically significant at 0.05significance level. The findings further showed that the impact of change on shareholders’ wealth for firm C, significant. While for firms A and E, the impact on were not statistically significant. However, change enhanced organizational flexibility and collaboration with R=0.445 and 0.456 respectively. The study concluded by developing an integrated model for implementing organizational change which will enable managers and change agents to take advantage of the synergies from the systematic management of the leadership, communication and the participation variables in managing the change process. The study then recommended that a mental revolution on the part of top managers to enable them to create a conducive atmosphere where employees will individually and severally become advocates and agents of change.
A Thesis Submitted to the School of Postgraduate Studies, University of Lagos.
Organisational Performance , Organizational Change , Management , Research Subject Categories::SOCIAL SCIENCES::Business and economics::Business studies
Okonji, P.S (2014), Change Management and Organisational Performance in Nigerian Organisations: A Study of Selected Firms in Lagos State, Nigeria. A Thesis Submitted to University of Lagos School of Postgraduate Studies Phd Thesis and Dissertation, 208pp.