CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

Change as a fact of life in modern organization and in the world in general

in at the same time a disruptive and disorienting event which people continue to

resist. Individuals resist changes for reason ranging from self interest to low

tolerance to change organization on its part tend to change plans technologies

organization structures people etc to improve the standard level of the

performance. Effective leadership in times of change will consider the nature of

the change (including its effect) so as to e able to choose from among a variety of

strategies to overcome resistance.

In the dynamic society surround today’s organization the question of

whether change will occur is no longer relevant instead the issue is how do

managers and leaders cope with the inevitable barrage of changes that confront

them daily in attempting to keep their organization viable and current.

The economic transformation where in the industrial resolution brought

with it new and constantly changing ways of conducting business planning

implementing managing change in a fast changing environment is increasingly

implementing and managing change in a past changing environment is

increasingly the solution in which most organization now work.

The Nigeria economy for instance with the new bank reforms the

minimum capital requirement of N25 billion has resulted in bank consolidating

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through mergers and acquisition. Dynamic environment such as this require

dynamic processes people systems and culture especially notably effectively

optimizing organizational response to market opportunities and threats.

United bank for Africa plc is one of the leading and oldest financial

services groups in Nigeria and sub Sahara Africa. Its diversified-base of

shareholders include individuals institutions and leading international bank such

as Dentsche Bankers Trust Banca Nazionnale der lavovo and note dei

paslidisiena.

UBA is the first maturational bank to be registered under Nigeria law the

first Nigerian bank to open a branch in the U.S.A the first and only Nigerian bank

issue global depository receipt which makes its share easily accessibly and

tradable to investors he first to be listed on the first to be listed on the Nigerian

bank to establish a branch on university campus.

UBA plc has grown steadily and rapidly over the years and as 250

branches and offices across Nigeria including two foreign branches in New York

and Grand Cayman Island thus making it one of the leading international banks in

Africa.

UBA provide a wide range of financial service to national and multinational

companies government institution non-governmental institutions multilateral

institution small and medium scale businesses and individuals throughout its

network.

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In January 2006 following the new bank reform in Nigeria UBA and

standard trust bank of Nigeria merges as a single corporate entity. Thus

consolidation has actually introduced various changes consequently has

introduced difficulties in the discharging of banking services. Thus this research is

aimed at resolving some if not all of this shut coming.

1.2 STATEMENT OF THE PROBLEM

In the organization attempts to resist change are some time called

organizational inertia. That is inertia is a term which describes the tendency of

members in an organization to resist new and unwanted changes.

There are times when organizations are likely to change time during which

changes is less likely. Even if the reed for change is high and resistance to change

low (two) important factors) it does not follow that organization change will

occur change is likely to occur when the people involved [Jennifer 1996; 600] the

benefits are reflected by three consolidations reviewed here.

The amount of satisfaction with current conditions the availability of desirable

alternatives and the existence of plan for achieving those alternatives only when

the readiness for change is high will organizational change effort be successful.

This work is expected to provide solution to the following problems at the

end of the research.

1.2.1 Overcoming resistance to change

1.2.1 Effective implementation of change plan

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1.3 OBJECTIVE OF THE STUDY

The purpose of this study rest on the following main points.

1.3 To determine the cause of change in service organization

1.3.2 To determine the effect of change in the management of service based

organization.

1.3.3 To determine the factors that facilitate or hinder successful change

programme.

1.3.4 To develop a strategy for successful change implementation

in the organization.

1.4 RESEARCH QUESTIONS

1.4.1 What are the factors that call for change in the organization?

1.4.2 What are the problems faced in implementing change?

1.4.3 What are the control system to implementing change programme in the

service based organization?

1.4.4 To what extent does change management affect the effectiveness service

based organization?

1.5 RESEARCH HYPOTHESIS

In an attempt to offer recent and accurate solution to the research problem

the researcher wishes to use hypothesis to test the validity of certain variables

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used in the research work to get useful solution to any identified problem. Thus

the following hypothesis about the statement of problem will be tested.

Ho: There are no factors that call for change in the service based organization.

Hi: There are factors that call for change in the services based organization.

Ho: There is no significant relationship between change management and

effectiveness in the service-based organization.

Hi: There is a significant relationship between charge management and

effectiveness in the service-based organization.

1.6 SIGNIFICANCE OF STUDY

1.6.1 To enhance the people’s knowledge on change management.

1.6.2 The study will benefit. The organization planning and implementing change

programmes

1.6.3 It will also show the steps to achieving successful change programme in the

organization.

1.7 SCOPE AND LIMITATION OF THE STUDY

This study on the effect of change management in service based

organization was restricted with a selected institution lack of money to carry out

wider scope of research that would have incorporated the country wide constituted

constraint in the study.

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The very first problem encountered in the course of the research is the

unpopular knowledge of the term change management in the organization. The

un-cooperating attitude by the managers and the administration staff in the

organization and response rate to administered questionnaires also constituted

constraint in the study. Despite this its is hoped that the study will contribute to

the growing body of change and proffering ways of effectively implementing

change programmes.

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REFERENCES

Lamarsh (2004). Change Management Approach http:/www Lamarsh.com

Offoke B.C. (2011) The impact of Change Management on Banking Industry A

project submitted to the department of Business Administration ESUT Enugu

Olise (2005). Human Resource Management: Lagos Emmanuel Concept Nig.

Patherson R.F. (1991). New Webster Dictionary Mlam EL P.S.I & Associations.

Wiki Pedia Change Management the free encyclopedia Patherson

R.F. (1991) New Webster Dictionary Mlam EL: P.S.I & Associations.

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