Please use this identifier to cite or link to this item: http://hdl.handle.net/20.500.12306/11851
Title: The impact of change on organizational development, case study of kakira sugar works
Authors: Shamshad, Raza.
Keywords: organizational development
change
kakira sugar
Issue Date: Jul-2008
Publisher: Kampala International University,College of Humanities and Social Sciences
Abstract: The study set out to find out the impact of change on organizational development. It was guided by a number of objectives which were; to examine the effect of Organizational change on organizational leadership development, to evaluate the relationship between organizational changes and capital growth of the organization and to analyze the effect of organizational changes on internal harmony of the organization With the world becoming one global village, organizations have realized that they have to change if they are to achieve organizational development and service in the market. The study focused on kakira sugar estate to determine the impact of change on organizational development. Data was collected on such information-using interviewing, observation and use of existing literature. Interviewing was done by the use of questionnaires and face-to-face conversation with the respondents. The findings of the study shows that organization have benefited from changes in the area of leadership development, technological advancement, Brand name development, increased sale, reduced cost of production as well as improved efficiency in the entire system. Through changes the government and general public have benefited from organizational changes. Recommendations emphasize the need for the changes to be aimed at problem solving, embrace everyone, and be based on research if at all it is to result to organizational development. There is need to sensitize staff first. The staffs need to know how they will be affected by changes. Usually if changes aim at benefiting everyone within the organization and for the good of everyone, it will get total support from the staff. Change also requires strong leadership. Those who are able to stand to take risks and stand fam in times of difficult changes and defend their positions without any fear or favor. It has been realized that effective organizational change yields good results like leadership development through promotions, training good results like leadership development through promotions, training and empower The study set out to find out the impact of change on organizational development. It was guided by a number of objectives which were; to examine the effect of Organizational change on organizational leadership development, to evaluate the relationship between organizational changes and capital growth of the organization and to analyze the effect of organizational changes on internal harmony of the organization With the world becoming one global village, organizations have realized that they have to change if they are to achieve organizational development and service in the market. The study focused on kakira sugar estate to determine the impact of change on organizational development. Data was collected on such information-using interviewing, observation and use of existing literature. Interviewing was done by the use of questionnaires and face-to-face conversation with the respondents. The findings of the study shows that organization have benefited from changes in the area of leadership development, technological advancement, Brand name development, increased sale, reduced cost of production as well as improved efficiency in the entire system. Through changes the government and general public have benefited from organizational changes. Recommendations emphasize the need for the changes to be aimed at problem solving, embrace everyone, and be based on research if at all it is to result to organizational development. There is need to sensitize staff first. The staffs need to know how they will be affected by changes. Usually if changes aim at benefiting everyone within the organization and for the good of everyone, it will get total support from the staff. Change also requires strong leadership. Those who are able to stand to take risks and stand finn in times of difficult changes and defend their positions without any fear or favor. It has been realized that effective organizational change yields good results like leadership development through promotions, training good results like leadership development through promotions, training and empowennent of employees. Change is IX mainly in the areas of investment technological advancement, manpower recruitment, marketing and other policies that involve day-to-day running of the organization. As a result of organizational change, organizations have been able to realize capital growth through increased production, sales and general efficiency in the entire process, created internal harmony within the organization because of conducive atmosphere created. However, for change to cause organizational development leaders should be motivating, innovating, inspiring and unafraid to take risks as in times of difficult change, a leader's resilience, stamina and commitment to their vision will be vital. Change should also be managed from top. Top officials need to appreciate the drive to change first like general manager and departmental managers before it is sold to other members of the staff. This is so because such officials are key decision makers of the organization. Before any change research should be carried out especially in the market place and within the organization itself. This should be done to ensure effective changes are made. External consultants are also required as they are less subject to the internal politics of the organization and as a result they can be more effective in facilitating significant and meaningful changes compared to internal change agents or consultants. nnent of employees. Change is IX mainly in the areas of investment technological advancement, manpower recruitment, marketing and other policies that involve day-to-day running of the organization. As a result of organizational change, organizations have been able to realize capital growth through increased production, sales and general efficiency in the entire process, created internal harmony within the organization because of conducive atmosphere created. However, for change to cause organizational development leaders should be motivating, innovating, inspiring and unafraid to take risks as in times of difficult change, a leader's resilience, stamina and commitment to their vision will be vital. Change should also be managed from top. Top officials need to appreciate the drive to change first like general manager and departmental managers before it is sold to other members of the staff. This is so because such officials are key decision makers of the organization. Before any change research should be carried out especially in the market place and within the organization itself. This should be done to ensure effective changes are made. External consultants are also required as they are less subject to the internal politics of the organization and as a result they can be more effective in facilitating significant and meaningful changes compared to internal change agents or consultants.
Description: A research dissertation submitted to the College of Humanities and Social Sciences Kampala International University in partial fulfillment for the award of Bachelors Degree of Human Resource Management
URI: http://hdl.handle.net/20.500.12306/11851
Appears in Collections:Bachelor of Human Resource Mangement

Files in This Item:
File Description SizeFormat 
img-0113.pdfFull text1.21 MBAdobe PDFView/Open


Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.