Applied Research Project LB5235: Change Management Impact Report

This report, an applied research project for LB5235, delves into the critical impact of change management on both employee and business performance. It begins with an introduction highlighting the inevitability of change in business, driven by factors like market demands and technological advancements. The report examines the role of change management in mitigating issues such as resistance to change and aligning organizational objectives. It then explores the research problem, which centers on assessing how change management influences employee and business outcomes. The study proposes several hypotheses, addressing the relationships between technology, organizational structure, change management, and performance. The independent variables considered include technology, workforce, organizational structure, leadership, and employee wages, while the dependent variables are employee and business performance. The report emphasizes the relevance of the study in terms of improving employee productivity and increasing revenue, while also acknowledging the importance of change management in shaping strategies related to labor employment, technology utilization, and organizational restructuring. The methodology section outlines a descriptive analytical approach using quantitative data from US-based companies listed on the NASDAQ stock exchange, with a sample of 100 companies. The data analysis will be performed in SPSS to generate tables and charts for various assessments, including hypothesis testing and regression modeling.

Running head: IMPACT OF CHANGE MANAGEMENT ON EMPLOYEE AND BUSINESS
PERFORMANCE 1
Impact of Change Management on Employee and Business Performance Paper
Student’s Name
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IMPACT OF CHANGE MANAGEMENT ON EMPLOYEE AND BUSINESS PERFORMANCE 2
Impact of Change Management on Employee and Business Performance
INTRODUCTION
Change is a normal and expected occurrence across all business industries and organizations. As a
results, change cannot be voided or prevented it can only be managed/controlled. Inevitable change is the
greatest cause of organizational restructuring; businesses are forced to adapt to new business regulations,
market demands, and product/service requirements. Majority of the changes are motivated by a need to improve
business performance, maintain competitive advantage, and lower business costs. Change in the business realm
is defined as the reshaping or alteration of organization management, structure, processes, employees, and other
activity areas. Organizational change on the other hand is referred to as the shift in the shape, quality, location
and state of an organization over time. Economists believe that any voluntarily change initiated by company
management should align with corporate objectives and goals to increase the probability of success. There
change management plays a crucial role in the effective response and handing of change so as to prevent issues
like resistance to change. The need to manage change is motivated by the fact that change can either impact the
organizational outcome of a give company in a positive or negative manner. In addition, management decisions
are influence by how change is emphasized and addressed because of its dependency on internal and external
drivers like leadership, corporate structure, and culture. Moreover, change is motivated by business trends,
political factors, social factors, and economic factors (Belias & Koustelios, 2014).
Background Information
Contemporary business organizations are considered to be governed by the same rules of human
interaction due to the presence of social systems in both cases. Therefore modern organizations are subject to
growth, evolution, progress, struggles, and adherence to environmental pressures. As a result, change is
considered to be natural occurrence experienced by every organization. Some scholars define change as the shift
or move by a company to a more effective and efficient future. Change is viewed as a discovery and learning
process that happens continuously or on an ongoing basis. Change management within any organization is

IMPACT OF CHANGE MANAGEMENT ON EMPLOYEE AND BUSINESS PERFORMANCE 3
supposed to demonstrate free movement, ability to influence factors of production, and direct the company
workforce towards a target objective (Wachira & Anyieni, 2015). Business organizations have a critical
influence on the socio-economic activities of the surrounding communities. Business are able to influence the
income levels of neighboring communities as well as influence the way that societal members access vital
resources like education and healthcare. For example, some large corporation normally establish schools and
healthcare centers in marginalized areas to ensure that employees and the local community as a whole benefit
from these social amenities. On other hand, some companies especially those in the manufacturing field are
normally cited by neighboring communities as problematic because of their ability to pollute the environment
through toxic emission and drainage of waste into water sources. Change management incentives allow such
corporations to device better wastage disposal techniques that will prevent the unsanitary dumping of waste into
rivers, ponds, and lakes. In addition, change management demand that such companies be held responsible for
the cleaning exercises that will undo the harm they had dealt the environment and the community as a whole
(Elias, 2009).
Research Problem
Change regardless of magnitude is associated with some level of consequence and repercussions, and
the most important aspect o any change endeavor is the improvement of business performance. Companies are
therefore required to assess how change management will impact employee and business performance. The role
of company management is to guide and direct the change process so that employee and business performance
is not negatively affected. As such, the greatest challenge in change management is ensuring that any
adjustments or additions to operation align with company objectives and goals for the purpose of enhancing
employee and business performance.
Research hypotheses:
H1: There is a statistically significant relationship between changes in technology and employee performance

IMPACT OF CHANGE MANAGEMENT ON EMPLOYEE AND BUSINESS PERFORMANCE 4
H2: There is a statistically significant relationship between changes in technology and business performance
H3: There is a statistically significant relationship between organizational structure and employee performance
H4: There is a statistically significant relationship between organizational structure and business performance
H5: There is a statistically significant relationship between change management and employee performance
H6: There is a statistically significant relationship between change management and business performance
All the hypotheses will be evaluated at a significance level of 5%.
Research variables
The independent variables are defined as factors that can be altered for the purpose of improving
employee and business performance. In this study we will deal with five independent variables; technology,
workforce, organizational structure, leadership, and employee wages. As a result, we have two dependent
variables the performance of employees and business performance. The independent variables are expected to
have varying effects on each of the dependent variables. For example, employee wages is expected to have a
higher effect on employee performance compared to business performance. Change management is determined
by the control on variability of the independent variables for the purpose of optimizing the dependent variables
(Jalagat, 2016).
Relevance of the Study
The importance of this study stems from the need by business to manage change as a way of bettering
the productivity of employees and elevating company revenue. Change management in a large business can
make the difference between downsizing and expansion. Likewise, change management determines the size of
the workforce as well as the amount of wages the company can pay them. Change management is therefore
crucial is the development of strategies that affect areas of labor employment, technology utilization,
organizational planning, and organizational restructuring. Lastly, this study seeks to increase the knowledge

IMPACT OF CHANGE MANAGEMENT ON EMPLOYEE AND BUSINESS PERFORMANCE 5
available on the effects of change management on various paradigms of corporate performance and
development.
Research objectives
1. Determine the impact that change management has on business performance
2. Assess how change management affects employee performance in a business setting.
LITERATURE REVIEW
(ALREADY WRITTEN)
METHODOLOGY
Study approach: A descriptive analytical technique will be employed that demands the assessment of
quantitative data that was collected from secondary or primary sources of data. The analysis process is expected
to aid with determination of the relationship between the various variables. The results will be interpreted for
the purpose of making informed conclusions on the effect of change management of employee and business
performance. Study population: the assessment will focus on US based companies that are listed under the
NASDAQ stock exchange market. The companies have to be considerably large and with a sizable workforce.
Small companies would be impractical to use because majority of them have considerably poor change
management protocols. A sample of 100 companies will be taken into consideration for this assessment. The
large sample size ensures that the results are reliable and accurate representations of the overall population. The
data analysis will be performed in SPSS with the intension of generating tables and charts of results for the
various assessment e.g. hypothesis testing, correlation analysis, and regression modeling (Samuel, 2013).

IMPACT OF CHANGE MANAGEMENT ON EMPLOYEE AND BUSINESS PERFORMANCE 6
References
Belias, D., & Koustelios, A. (2014). The impact of leadership and change management strategy on
organizational culture. European Scientific Journal , 1857-7881.
Elias, S. (2009). Employee commitment in times of change: assessing the importance of attitudes toward
organisational. Journal of Management , 37-55.
Jalagat, R. (2016). The Impact of Change and Change Management in Achieving Corporate Goals and
Objectives: Organizational Perspective. International Journal of Science and Research (IJSR) , 1233-
1239.
Samuel, K. (2013). Wyno Journal of Management & Business Studies. The Effects of Change Management in
An Organisation: , 1-18.
Wachira, L., & Anyieni, A. (2015). Effect of Change Management Practices on Performance of Teachers
Service Commission. International Journal of Science and Research (IJSR) , 525-531.