Effects Of Change Management On Organizational Performance In The Telecomunication Industry
[A CASE STUDY OF MTN NIGERIA]

CHAPTER TWO:
LITERATURE REVIEW
2.0     Introduction
This chapter presents the previous studies that have been done on strategic change management. The chapter is hence broken down into Conceptual clarification, theoretical framework of the study, Empirical evidence of the study and research gab.
2.1     Conceptual Clarification:
2.1.1    Change Management
       Issa, Mordi, Ojo & Ajonbadi (2013)opined that Change management is a comprehensive, cyclic and structured approach for transitioning individuals, groups and organizations from a current state with intended business benefits. The process of change begins with organizational leaders developing an organizational strategy, then with the creation of an initiative that is aligned with that strategy. This reality demands that flexibility ought to be the guiding philosophy for companies operating in dynamic business environments. Company’s flexibility in the form of change needs careful management for it to have positive impact. Companies have to embrace change and make the transition process easier.
       Creasey (2009) acknowledged that the goal of change and change management is to improve the main elements of organizations such as: processes, systems, organizations structure and job roles, and how organizations operate? The focus of any change management is to maximize the benefits that result from the change, while minimizing the risks of failure during the change or transformational process.
        The process of change begins with organizational leaders developing an organizational strategy, then with the creation of an initiative that is aligned with that strategy. Change management is the process of managing transformational changes, which affect the culture, structure and performance of an organization, (Jim Downey and Neil Crawford 2008)
Abbs (2012) conceptualized change management as an organized procedure of planning, initiating, realizing, controlling, stabilizing and sustaining new and improve
 work activities at the corporate, group and individual level. At its most basic level, change management is a control system that ensures that programs, systems, and infrastructure modifications are authorized, tested, documented, and monitored (Yarberry, 2007). Put differently, it is a structured approach to transitioning individuals, teams, and organizations from a current state to a desired state (Hiatt and Creasey, 2012; Kotter, 2011).
 According to Nickols (2010) change management is a strategic activity aimed at effectively implementing new methodologies and systems in an organization and obtaining the best outcomes from the change process. With the business environment experiencing so much change, organizations must then learn to become comfortable with the change. The ability to manage and adapt to organizational change is essential in today’s organizations. Due to the ever changing business environment modern organizational change is largely a result of external shocks rather than internal factors (Yang et al, 2008). When these changes occur organizations that adapt quickest create a competitive advantage for them, while the companies that refuse to change get left behind hence the need for an effective change management plan. Change management is a continuous process that involves attempts to match the organization with its changing environment in the most advantageous way possible (Digman, 1999).
Conner (2006) defined change management as a set of principles, techniques and prescriptions applied to the human aspects of executing major change initiatives in organizational settings. This definition was elaborated further by Conner who noted that the focus should not be on what is driving change but on how to orchestrate the human infrastructure that surrounds key projects so that people are better prepared to absorb the implications affecting them. Change management is the process, tools and techniques to manage the people-side of change to achieve a required business outcome. In order to effectively manage change, organizations have adopted practices such as formulation of work groups, timely communication of the intended changes to stake holders to ensure their needs are catered for, adopting a leadership style that respects the views of stakeholders and acquiring and maintaining an executive commitment towards the likely change to take place (Kotter, 1996)