Abstract:
This study focused on change management as a .strategy for organizational growth in the Manufacturing sector in Enugu Slate. This study sought to evaluate the effects of change in manufacturing sector, ident0., the ibrces for change rrr manufacturing sector, determine the effect of managing change in manufacturing sector, determine the extent to which resistance to change affects organizational growth in the manufactw-ing sector and find out the role of communication in managing change. To accomplish the aim of the study, five hypotheses were formulated to direct the major activities of "the research. The study adopted survey research design. A stratified sampling method was used in selecting the manufacturing sector in 'Enugu State. The organizations selected were Sharon Paints and Chemical Company (Nig) Lid, Nigeria Bottling Company PLC (NBC) and Seven-Up Bottling Company PLC. A sample of 314 respondents was determined from the population of 1,450 drawn from the management and non-management stall'of the selected organizations using Taro Yamane's sample size determination method. The sources cif data fir the study were primal', and secondary. The questionnaire was structured in .five-point Liken` scale. Content validity approach was used to ensure that the variables measured were crll covered. The instrument was checked .fin• reliability using test-•e-lest method. The result gave reliability co-efficient of 0.99. The hypotheses were tested using Chi-Square and Z-test. Findings indicate that change improved performance and facilitate organizational effectiveness in manufacturing sector in Enugu State, technological advancement. culttere and competition are finves for change in tlw manufacturing sector in Enugu Stale. managing change reduced resistance to change in manila miring sector in Enugu a late, fitrthermore. resistance to change to a high extent affects organizational growth in manufacturing sector in Enugu Stale and also,communication has a significant role in managing change in Enugu State. In the recommendation, (I) install effrctive communication strate& which would bridge? an gap in the understanding of change benefits 4111d implementation strategy. (2)Management of organization should endeavor to involve employees in the change management and decision making. (3) Effective education, training and skill upgrading scheme for the organization. (4) Provide personal counseling to staff members of required) to alleviate any ftars related to change. (5) Monitoring of the implementation, fine-tuning and rehtfinventent to retain the change once it has been nzade.
