The impact of organisational change on employee motivation and performance levels.
As organisations grapple with change in an ever changing business environment at the centre of all are employees. More often than not the process is viewed in one dimension and that is, how best will the organisation implement the change process. Very little focus is given on the impact that changes have on the ability of employees to cope with the change and continue to deliver excellent quality of work and stay focused. Today’s business leaders are expected to go beyond managing the change process but to ensure that employees understand the need for the change. The case study evaluates how BPSA employees’ motivation and performance was impacted by changes in their organisation. The study also examines the impact of a clearly defined need for change, well defined change objectives and excellently communicated vision in motivating employees and leading to superior performance. Primary data was gathered by means of a structure quantitative questionnaire. A sample of 64 employees participated and responded to the questionnaire, the respondents were from diverse departments within BP Southern Africa. The study only focused on all the employees that were affected by the change process. Statistical analysis involved both descriptive and inferential statistics (correlation). Findings indicated that there was a negligible positive and insignificant relationship between motivation and organisational change. And there’s no correlation between performance and organisational change.