ABSTRACTChange is an everyday human ritual that occurs at the international and national levels, physical and social setting, and in organisational behaviour and structure. The study therefore examined the effect of change management on employee performance at Kenyasi District Hospital, Ahafo Region. Employing a descriptive research design, a sample size …
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ABSTRACTChange is an everyday human ritual that occurs at the international and national levels, physical and social setting, and in organisational behaviour and structure. The study therefore examined the effect of change management on employee performance at Kenyasi District Hospital, Ahafo Region. Employing a descriptive research design, a sample size of 132 employees from Kenyasi District Hospital was randomly selected for this study. The Ordinary least squares model was employed to establish the effect of change management on employees’ performance. From the study, the hospital embarked on all the four major process of change such as technological changes, leadership changes, structural changes and organizational changes. The study showed that purposeful planning, effective communication, leadership commitment, training, participation and involvement in decision-making and control and feedback on the change process are the major strategies been employed in the change management of the hospital. The study indicated that change management has significant challenges in terms of fear on the part of management, uncertainty, financial lose, poor leadership. It emerged that the overall performance appraisal system has positive and significant effect on employee’s performance. More specifically, technological change, leadership change, structural changes are positive and statistically significant to employees’ performance. However, the organizational culture is negative but statistically insignificant to employee performance. Successful management of the changes in technology is a critical factor to achieve any degree of long-term and lasting success as well as sustainability of strategy to manage change. The study therefore recommends that workers should be properly trained on change programmes and should be educated on the reasons for change.
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