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SOME FACTORS ATTRIBUTING TO WORKERS ATTITUDE TO WORK IN BUSINESS ORGANIZATIONS

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SOME FACTORS ATTRIBUTING TO WORKERS ATTITUDE TO WORK IN BUSINESS ORGANIZATIONS

 

CHAPTER ONE

INTRODUCTION

 

  • Background of the study

Organizations are continually faced with challenges in other to compete effectively with the global environments; so changes in the structure, processes and individuals within the workplace are planned, strategized and implemented to successfully meet up with the global demands (Fuchs and Prouska 2014). Recent literatures (Battistellia, Montania, Odoardib, Vandenberghec and Picci, 2014; Sofat, Kiran and Kaushik, 2015) have indicated that some of these change programs succeed while others do not because some employees’ resist organizational change due to fear of losing their jobs, distress and anger when it is not properly managed. The success of any organization therefore, lies in fostering an effective method in which employees’ can be prepared to accept change as they are the central implementers of the change programs and which in turn bring about commitment of employees’ to the organization.

Committed employees’ will bring about organizational effectiveness and performance (Wasiu, 2013) and serve as a vital force in sustaining competitive edge over other organizations (Akintayo, 2010) thus, producing a healthy organizational climate, increased morale, motivation and productivity (Salami 2008). Sofat et al., (2015) outline employees commitment such as on the effect of organizational processes on commitment such as performance various researchers (Salami, 2008; Akintayo, 2010; Wasiu, 2013) have found that most (Nigerian) workers exhibit low levels of commitment to their organizations and these researchers believe that when management is aware of how employee attitudes towards organization and place priority on effective mechanisms to prepare employees for organizational change, employees will have high level of commitment to the organization. This paper thus examined how employee attitude towards organizational change will affect employee commitment. We reviewed literature on employee attitude towards organizational change, employees’ commitment and the relationship between employees’ commitment and employee attitude towards organizational change.

Change is inescapable for any lively and successful organization. The terminology ‘change’ is often

referred to as a system of secluded periodic changes that occur in one or more organizational domains like individuals, structure, and technology (Romanelli & Tushman, 1994). Organizational change is defined as the adoption of a new idea or behavior by an organization (Daft, 2005). It can also be defined as the procedure of constantly reintroducing the organizations direction, structure and capabilities to serve the ever – changing needs of internal and external customers (Mora & Brightman, 2001). These types of changes occurring in the organization have a tendency to be formal, planned, and goal directed in nature. The change in organizations is activated by inner and outside factors of all shapes, forms and sizes (Balogun & Hope-Hailey, 2004; Carnall, 2003).

The external pressures that  initiate change include market place, production and process, labor markets, government laws and regulations, technology, social events, political and also the internationalization of business (Pfeffer, 1994). Various factors, from within the organization can also generate change, and this may include administrative processes, employment policies, people problems and business policies (Lunenburg, 2010). Nevertheless, according to Lane & Klenke (2004) it is equally important for managers to have the ability and acquire essential skills required to oversee the fluctuating degree of instability and balance effect the necessary changes within the organization.

 

  • Statement of the problem

There may have been previous researches in this subject. This work gives further explanations and analysis in some factors attributing to workers attitude to work in business organizations

 

  • Objectives of the study
  1. To understand the impact of workers attitude to work have a strong and significant impact in business organizations
  2. To understand the relationship between workers’ attitude and business organizations.

 

  • Research questions
  1. What is the impact of workers attitude to work have a strong and significant impact in business organizations
  • What is the relationship between workers’ attitude and business organizations

 

  • Research hypothesis

H0: There is no relationship between workers’ attitude and business organizations.

H1: There is a relationship between relationship between workers’ attitude and business organizations.

 

 

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