[The Impact of Organizational Change on Professional Support Staff within a Federal Law Enforcement Agency]

By

ACKNOWLEDGEMENT

This is to be acknowledged that this paper present my own views that has been collected through a comprehensive secondary and primary research analysis. The university or any other institutions are not associated with the contents of this paper.

ABSTRACT

Due to the changes in the training division of the federal law enforcement agency, there had been many challenges that were developed in managing and motivating the professional support staff. The aim of this paper is to analyze how well the leadership implement the change and how it influenced the retention, succession, promotion and moral of employees. The research uses a phenomenological by conducting the interviews with the management and employees of law enforcement agency. Data were recorded through the audio tapes which were late coded for interpretation and evaluation. This research intended to facilitate the leadership decision making while implementing organizational change and analyzed the best practices that the leaders can undertake for an effective change management. It was found that the most important factor for organizational change is how well leaders influence and carry on the change. The interview participants reported to be highly involved into the change process at the federal law enforcement agency, which is attributed to the well execution. The leaders tended to be responsive to employees resistance and motivated them to accept the change throughout the tenure. It can be said that leadership is most important in compelling change not only in the corporate but in the public organizations.

Table of Contents

ACKNOWLEDGEMENT2

ABSTRACT3

CHAPTER 1: INTRODUCTION6

Background of the Study6

Problem Statement8

Purpose of the Study8

Significance of the Study9

Research Questions9

Nature of the Study10

Implications for Social Change10

Theoretical Framework12

Limitations15

CHAPTER 2: LITERATURE REVIEW17

Literature Search Strategy and Execution17

Overview of Body18

Theory18

Organizational Change24

Organizational Culture and Climate and Organizational Change28

The Removal of Leaned on Objects, LOE Model and LOE Index34

The Structure of Federal Agencies and need for Change35

Competing Views of Organizational Change: Process vs. Outcome40

Employee Trust as an Imperative for Organizational Change42

Resistance to Change48

Positive Leadership Aspects and Organizational Change50

Resistant Attitudes toward Change64

Organizational Change decision and key Impacts67

Future Research69

CHAPTER 3: METHODOLOGY71

Research Design71

Data Collection71

Sampling72

Recording Data72

Pre Test73

Post Test73

Data Analysis and Interpretations73

Measuring Perception of Organizational Change75

Validity and Reliability76

Ethical Considerations76

CHAPTER 4: FINDINGS AND ANALYSIS78

Before the Change: Pretest study78

Before the Change: Post-test study81

Comparison of Other Federal Agencies86

Perception of Organizational Change89

Role of Leadership before and after the Change89

Summary91

Post Support Recommendations and Ideas95

CHAPTER 5: DISCUSSION AND CONCLUSION98

Study Limitations102

Directions for Future Research103

Conclusion110

CHAPTER 6: IMPORTANT IDEAS AND CONCEPTS113

REFERENCES116

APPENDIX131

Interview Questions131

CHAPTER 1: INTRODUCTION

Background of the Study

Training Division of Federal law enforcement agency has undergone constant shifts in personnel and resources for many years. The shifts have caused management to make decisions leading to organizational changes. It is important to determine the possible analysis before, during and after a major organizational change. Over the last 12 years three major organizational changes have taken place with in Training Division namely in the recruitment, training and the retention strategies.

The federal law enforcement began realizing the benefits of increased technology but allowed the influence of humans to be improved in ...