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This research is about the factors influencing resistance to change among public sectors employee in Tanzania, The president office Public service management , Dar es Salaam headquarter was taken as a case study where 48 employees were taken as selected sample for the analysis.
The main purpose of the study was to find out factors which make employee resist change in PO-PSM. The study was guided by three specific objectives namely; to find out factors which make employee to resist change in PO-PSM, regarding to this objective workers resist change because of increasing control on the employee, threat of power on individual and organization level they also resist due to economic factor. Another objective was to investigate how PO-PSM plan, involve, organize and implement changes. The researcher found that, PO-PSM plans change by identifying the change requirement, determining the major issues, identifying and assessing the key stakeholders, winning the support of individual, identifying the obstacles, determine the risk and understanding why changes will be resisted and managed. The last objective was to find out strategy or solution for employee not reverting to former situation after changes have been made in PO-PSM, concerning this PO-PSM ensured that there is effective communication and the employees are motivated to support the change efforts. Data was collected through interviews, questionnaires and documentary reviews. Qualitative data was subjected to content analysis and quantitative data was summarized in table.
The study therefore reached the conclusion that employee resist changes in organization because of threat of power at an individual level, due to the fact that changes decreased their power and transferred it to their subordinates. Employee also resisted changes because of threat of power on an organization level, because with the changes process, some groups, departments or sectors in the organization become more powerful. Several recommendations have been made. One among these is the organizations to involve organizational members in change planning and getting their inputs so that employee can anticipate on the potential problems the organization may face when attempting to implement change. |
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