CHAPTER ONE

INTRODUCTION

1.1            BACKGROUND OF THE STUDY

The research is to assess the effect of change management on job satisfaction. Change is an effort that consist of actual physical changes to operation and different emotional stimulation which is painful in work place through we all rationally recognize that progress means change. And that we all need change to progress, but not even the prospect attaining benefits from change will make every one ready  and willing. Change is intensively personal and Pistersen (2002) reckons that “for many people the specter of change produces what is sometimes called the factor fear, uncertainty and doubt”. Since change is widely accepted as almost top-down and induced but the management, these being managed would also resist change, imposing an imperative for manager to over come the resistance before it could bring the change forward.

Change is inevitable and there is general consensus that job satisfaction is influenced by a combination of job characteristics (role ambiguity, skill variety,) industrial (age, work, valued and organizational characteristics (readership or organizational age) the organizational change is out study is very complex as it revolves organizational downsizing, growth, job redesigned and change in organizational strategy. Focusing on more business like behavior. These different changes may affect job satisfaction differently.

1.2     STATEMENT OF THE PROBLEM

One commonly used definition of “Managing change” refers to making of change in the planned and systematic manners with both parallel and sequential steps designed as part of a comprehensive change management strategy. Basically, the objective in organizational change is to affectively implement new approaches, system and solutions in ongoing and functioning organization. Change is often viewed as problem, organizations faces and how to motivate employees because of different output level (performance) by various employees, some perform extremely better than others the problem of job satisfaction range from poor pay, poor welfare scheme, poor health and transport programme and lack of habitable accommodation for staff.

1.3     OBEJCTIVE OF THE STUDY

                      i.            To find out the impact of organizational change management on job satisfaction in First Bank Nigeria Holdings (FBNH), Kaduna North

                    ii.            To find out the relationship between organizational change on job satisfaction

                 iii.            To identify the steps for successful change in an organization.

                 iv.            To find out the reasons for managers and employees resistance to change.

1.4     SIGNIFICANCE OF THE STUDY

The significance of the study cannot be over emphasized, the management of First Bank Nigeria Holdings (FBNH) Kaduna North local government would benefit from the study, because it will enable them to know the reason for organizational change and the employees will also see the need to adapt to change so as to increase their productivity. The reason is that business world is moving fast and any organization that fail to recognize change will not be able to compete in business environment.

The work will serve as source of references for future researchers that may like to further studying on the subject matter.

1.5     RESEARCH QUESTIONS

a.     What is the impact of organizational change management on job satisfaction in First Bank Nigeria Holdings (FBNH) Kaduna North Local Government?

b.     What is the relationship between organizational change in job satisfaction?

c.      What are the steps for successful change in an organization?

d.     What are the reasons for managers and employees resistance to change?

1.6     SCOPE OF THE STUDY

The study is to assess the impact of change management on job satisfaction with particular reference to First Bank Nigeria Holdings (FBNH) Kaduna North Local government. The study will span 2006-2011.

1.7     LIMITATION OF THE STUDY

It is expected that this study many experience the following limitations. Firstly this work will not be able to study all the organizations as such this may in a way limit the scope of this study.

Secondly, it is expected that the management and staff of the First Bank Nigeria Holdings (FBNH) Kaduna north local government may not want to divulge certain data required for the study and this may in a way reduce the quality of data for the study. However, the researcher will try as much as possible to mitigate these limitations and others unforeseen ones. This will be done by structuring and designing the instrument for data collection to elicit non sensitive information from them.

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