Organisational Diagnosis – A Management Tool for Change in the Telecommunication Industry
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Date
2012-07-30
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Abstract
A critical success factor for organisations today is the ability to conduct proper diagnosis, implementing or adapting to change management. Organisations however, often fail in their change and improvement efforts because of their inability to conduct proper organizational diagnosis. It is an influential factor affecting the successes and failures of change management in organizations. It is for this reason that the study was conducted to explore organizational diagnosis as a managerial tool for implementing an ampler change process aimed at improving the effectiveness and overall performance of the telecommunication industry in the country.What role does diagnosing play in their change management processes? Do they copy blindly from their competitors or they actually diagnose to identify a problem.To achieve the aim of the study, the specific objective used to answer the research questionswas: To diagnose these organisationsto know the areas of change, to assess the telecom environments within which theseorganisations operate, to assess the enacted environment of each of the organisations in the case study, The study used both qualitative and quantitative method to collect data from respondents. Purposive and random sampling techniques were used to select the respondents. 124 respondents were used for the study.The study revealed that, leadership efforts were the direction of fulfilling company efforts.All the 3 telecommunication companies agreed to the fact that the introduction of new products and services was one major area that needed to be effectively diagnosed. It alsocame out that the organizations attached a lot of importance to diagnosis. From this, it was concluded that, diagnosis helps decision makers to develop workable proposals for organizational change and improvement.
Description
A thesis submitted to the Department of Managerial Science, Kwame Nkrumah University of Science and Technology in partial fulfillment of the requirements for the degree of Master of Business Administration (HRM Option), 2012