Workers Attitude towards Changes in Organization (Nigerian Institute for Oil Palm Research (Nifor) as a Case Study)

ABSTRACT This research examines the workers attitude toward changes in organizations.  It also looks at change as a crucial endemic phenomenon in organizations.  Workers or employee behave differently, and the nature of their behavior can influence organizational performance either positively or negatively.  It states that an employee in the organization has selfish interest, with different ways of going about them.  The pattern applied in the pursuit of self interest by the employees could determine whether or not it would jeopardize the interest of the organization.  If an organization achieves her set goals, it translates to individual goals being catered for. Therefore, organizational interest should take over self interest.  Employees in the organization engage in political activity so as to acquire powers that could enable them take vital and far- reaching decisions within the organization. It further implies that employees who acquire power in an organization does so by virtue of its provisions, and must utilize it for the benefit of the should otherwise be punished if abused. People join organizations to have certain of their needs met.  It is therefore the responsibility of employers to know why the employees join the various organizations.  If employee’ needs are not only would they like to continue with the organization, but would  Also give their best in ensuring that the organization goals are achieved.  This is only because a symbiotic relationship exists between employers and employees. It further reveals that one of the ways employees react change is through resistance. Thus factors such as worker’s perception, lack of information, fear of personal loss, threatened expertise, fear of uncertainties, disruption of certain social responsibilities and insecurity could cause workers resistance to change with the organization. For change to achieve its intended objective, it should be managed. The variousstrategies of further managing change and notable strategies of further managing change and notable strategies included: Communication, Participation, Manipulation, Negotiation and Education. Building an environment of trust and effective management.  The adoption of a particular strategy in managing change in the organization should thus, be contingent on the situation of change. This is because change is an inevitable phenomenon in organization; and they exist in a dynamic environment.
TABLE OF CONTENT
CHAPTER ONE  INTRODUCTION
CHAPTER TWO  LITERATURE REVIEW
CHAPTER THREE RESEARCH METHODOLOGY
CHAPTER FOUR DATA PRESENTATION AND ANALYSIS
CHAPTER FIVE SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS BBLIOGRAPHY QUESTIONNAIRES