CHANGE MANAGEMENT AND ORGANIZATIONAL COMPETITIVENESS:A SURVEY OF THE HOSPITALITY SECTOR IN PORT HARCOURT, RIVERS STATE.
Faculty: Management Sciences
Department: Business Administration
Chikere, C. C
Ikezue, C. N.
This studyexamined the influence of change management on organizational competitiveness in the hospitality sector in Port Harcourt, Rivers State. The increasing level of competitiveness owed to government efforts at growing the sector also requires that strategic actions be taken by organizational operators in the sector. This is meant to retain their share of the market, provide for organizational capabilities and enhance agility. The study which was in Port Harcourt, primarily used the questionnaire as the survey instrument for generating data and this was followed with observations. A sample of 212 respondents from a population of 453 using the stratified random sampling technique was gotten. The data generated were analyzed descriptively using means curves, percentages and frequencies and inferentially, using the Pearson Product Moment Correlation Coefficient and Multiple Regression. The data analyzed showed that (i) continuous learning as a change management strategy relates significantly to competitiveness in terms of operational capabilities;(ii) effective communication as a change management dimension significantly relates with improved service quality; (iii) a significantrelationship exists between reward and organizational agility; (iv) management style as a dimension of change management does notsignificantly relate with innovativeness. From the findings, it was concluded that managing change is a strategic task that enhances competitiveness in organizations within hospitality sector. However, an insignificant relationship exists between management style and innovativeness. Therefore, it is recommended that since change emphasizes new approaches for achieving work goals, the needed support of all stakeholders in the hospitality sector is imperative. This can be attained through specialized training programs that would orient them in skills needed to undertake the new tasks. This is in addition to communicating extensively the change initiatives and its expected quality outcomes. This awareness creation will help them have an in-depth understanding of the expected outcomes.
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