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

5.2    Conclusion
Effective management of change would result to overall growth in the performance of the organization because customers are the reasons for profitable or profit oriented business establishment. Therefore, for change to succeed, the human aspect to change management must be successfully addressed in order to avoid resistance to change. This section presents the conclusion drawn from the findings that emerged after data analysis and the test of hypotheses. The study concludes as follows:
    Change management has now become a regular feature of business life as part of the desire for increased organizational performance and the ever important need to satisfy stakeholders in the Mobile Telecommunication sector.
    Successful management of the changes in technology is a critical factor to achieve any degree of long-term performance and lasting success as well as sustainability of strategy to manage change.
    That specific change models/techniques especially SWOT Analysis have significant impact on organizational performance in the Mobile Telecommunication Industries.
    Similarly, the major change implementation which requires; system change, change to working conditions, process and business change have significant impact on organization performance.
    That despite major change implementation, there are lack of communication, poor support from company management, high delay of change process, technical problems and lack of resource and planning constitute the major specific hurdles that hindered the realization of the effective management of change in Mobile Telecommunication Industries in Nigeria.
5.3     Recommendations
    For change to succeed, the human aspect to change management must be successfully addressed in order to avoid resistance to change. Implementation of change often results in periods of organizational tension because it involves moving from the known to the unknown and therefore risky, stressful and complex. it can therefore be harnessed with participative style of management such as training employees on change during implementation which gives them knowledge, skills and expertise needed during the change process, hence, fostering quick and smooth implementation of the change.
    However, managers should demonstrate strong leadership throughout the organization by spreading leadership and decision-making responsibilities in order to inspire and motivate employees to play an active role in implementing change thus improving the telecommunication performance
    The telecommunication industry is ever turbulent and sensitive to change so, organization should be ready to accept change which would eventually lead to change in plan in order to achieve predetermined performance.
    To avoid resistance to change, appropriate change strategies should be put in place by change managers the participative strategy is recommended for change managers. Also, organizations should employ the service of internal change managers to work hand-in-hand with such expert employed externally so as to facilitate growth in performance and smooth change implementation
    Managers are advised to anticipate for change especially in the telecommunication industry where changes occur every second. Thus proactive measures in approach should be encouraged in managing change. This will reduce the negative effect on organizational performance.