ORGANIZATIONAL CHANGE

Organizational Change

Table of Contents

INTRODUCTION1

The Problem1

Effectiveness Vs Efficiency1

Leadership Style2

The Criteria2

The Justification3

A Hypothesis3

FINDINGS4

Motivation6

RESULTS8

Leadership8

Organizational Change Leadership11

Types of leadership12

Theories of Leadership13

Functions transformational leader13

Alternatives Leadership14

Resistance to Change14

Employee Commitment to Organizational Change16

Individual Change Efficacy18

RECOMMENDATIONS20

CONCLUSION21

REFERENCES23

INTRODUCTION

The study describes the organizational change which occurred within the organization at the centre of the study to demonstrate the extent of uncertainty experienced by the participants over a number of years and it presents pertinent research conducted over the past four decades into internal motivation and its effect on motivational behavior.

The Problem

The purpose of this study was to examine the motivation of staff in an environment of organizational change.

Effectiveness Vs Efficiency

The impetus for the study was the belief that it is vitally important for an organization to motivate its staff to enable it to reach its goals and objectives. To be successful, an organization relies on the efficient and effective production and supply of goods or services by its staff. The productivity of employees is related to their motivation; motivated staff will work towards achieving the organization's objectives. For example, Gray and Starke write: Why do motivated employees make an organization more effective? First, motivated employees are always looking for better ways to do a job. Second, a motivated employee generally is more quality-oriented. Third, highly motivated workers are more productive than apathetic workers.

Leadership Style

Many contemporary writers are contributing to the debate about the changing nature of workplaces and the different management paradigm that is needed to motivate employees to be productive. Researcher describes boredom as the disease of motivation and states that for workers to be motivated and productive, they need to have input into their organizations and be free to express their opinions. Organizations foster boredom by sticking rigidly to outmoded management practices such as authoritarian leadership.

Motivation Ability

Motivation pertaining to this study is to establish a framework for the study undertaken. Because the study was premised on the notion that there is a relationship between the cause of behavior and the actual behavior of people in an organization, the chapter begins by presenting the behavioral approach to motivation as the theoretical framework of the study conducted.

The Criteria

The findings of the research prove the hypothesis for the study participants. It was found that there was a strong correlation between locus of control and specified behavior; that is, people with an internal locus of control were motivated to work. The study also showed that most people in the study had an internal locus of control and most of the participants were motivated. Based on the findings, the thesis recommends that the organization focus on the development of internal locus of control as a staff development priority.

The Justification

The study postulates that the correlation found may exist because the jobs of the people studied may be high in motivating potential. Therefore, this thesis further recommends that careful attention be paid to strengthening the motivating potential of jobs in the organization. The thesis also recommends that further research be undertaken to validate all of these preliminary ...