Page 1 of 12
Journal for Studies in Management and Planning
Available at http://edupediapublications.org/journals/index.php/JSMaP/
e-ISSN: 2395-0463
Volume 02 Issue 5
May 2016
Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 258
The influence of organization Structure for change on
Employee Performance
* Sivarasa Thurshika;** Anthony Andrew;
*Reading Bachelor of Business Administration, Faculty of Commerce and Management, Eastern
University, Sri Lanka.
** Senior Lecturer, Department of Management, Eastern University, Sri Lanka.
andrewsa1965@yahoo.com.au
Abstract
Change has become a constant phenomenon
which must be managed properly for an
organization to survive. Knowledge and
awareness about many of the critical issues
involved in the management of such change
is often lacking. The changes must inevitably
improve employees performance, however in
order to achieve high performance through
employees, the organization must consider
them as assets and must treat them with
attention so that they become productive.
This exploratory study begins to fill the
empirical gap by examining the current
trend of change management influence on
employee performance through sample of
employees in selected Divisional Secretariat
in Kaluwanchikudy. The important
exploration of this study analyses the impact
of change management on employee
performance. The data were collected
though the questionnaire with random
sampling method and collected data were
analyzed and evaluated by univariate,
bivariate and ANOVA techniques for this
study.
The study considers as change management
independent variable with employee
performance as dependent variable. Overall
view the change management strongly
positive influence the employee
performance. And found the relationship
between change management and employee
performance. Eventually this report
recommends some action for improving role
of change management in influence the
employee performance.
Key words: Employees Performance,
Change Management, Organization
structure.
Page 2 of 12
Journal for Studies in Management and Planning
Available at http://edupediapublications.org/journals/index.php/JSMaP/
e-ISSN: 2395-0463
Volume 02 Issue 5
May 2016
Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 259
1. INTRODUCTION
Many organizations are occasionally faced
with challenges that force them to adjust or
change (Burnes, 2004). Development
organizations, in particular, regularly have
to go through change processes when having
to respond to new development scenarios or
simply as part of their expansion or
restructuring processes. The implications of
change processes are regularly under- estimated by senior management and not
managed adequately.
Most organizational managers today would
agree that change has become a constant
phenomenon which must be attended to and
managed properly if an organization is to
survive.
According to Schaffer (1992), those
organizations which do survive are often
relegated to the role of playing “catch up” to
their competitors, while others are either
absorbed into larger entities via mergers or
acquisitions or simply dissolved into a
collection of corporate assets and liabilities.
In fact, many of the popular trends in
management and organizational consulting
such as business process re-engineering,
total quality management and the learning
organization, represent systematic methods
for responding to and channeling effectively
the forces of change.
A host of external factors influence an
organization's choice of direction and action
and ultimately, its organizational structure
and internal processes.
The world is always changing with time, and
managers face complex and challenging
pressures and opportunities. Faced with
stiffer competition and dizzying
technological advances, companies often
must change course to stay competitive. The
changes must inevitably improve employees
performance, however in order to achieve
high performance through employees, the
organization must consider them as assets
and must treat them with attention so that
they become productive (Harington, 2003).
1.1.Research Problem:
Each change has consequences and
implications, and one of the most important
results of every process of change is a
making a positive change in performance.
The role of management is to systematically
change work to convince workers of the
importance of the change process role to
Page 3 of 12
Journal for Studies in Management and Planning
Available at http://edupediapublications.org/journals/index.php/JSMaP/
e-ISSN: 2395-0463
Volume 02 Issue 5
May 2016
Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 260
reach the desired goals, Divisional
Secretariat in Kaluwanchikudy of have
passed a series of changes in organizational
structure, change in technology and change
in individuals.
In this research, main problem is that
analyses,
Does the change management effect on
employee performance?
These research attempts to investigate how
far change management influence on
employee performance. As this study
investigate Divisional Secretariat in
Kaluwanchikudy related to government
sector the specific questions of this study
are:
What is the Level of Employee
Performance in Divisional Secretariat in
Kaluwanchikudy?
Is there any relationship between
Change Management & Employee
Performance?
What is the Level of Influence of
Change Management & Employee
Performance?
1.2. The Importance of the Study:
This study will help in coping with
the phases of change management and
adoption of special strategic directions in
the area of the Organization's strategy,
organizational structure, technology and
skills of individuals.
This study will help in giving
suggestions that would help in the
development of Divisional Secretariat
in Kaluwanchikudy.
Researcher hopes that this research
will contribute to increasing and enrich
knowledge in this area and to add new
scientific addition to the Divisional
Secretariat in Kaluwanchikudy.
1.3. Research Objectives:
This study focuses on exploring the impact
of change management on employee
performance related to the Divisional
Secretariat as the main objective of this
study.
To study on how Change
Management effect on Employee
Performance.
Further, this study also aims to achieve the
following as the secondary objectives.
To find out the Nature of Employee
Performance.
