Abstract
M.Tech.
The purpose of the study was to conduct an assessment into the responses of
managers with regard to organisational change within the South Africa Social
Assistance Agency (SASSA). The study comprises four objectives as follows:
The first objective of this study was to conduct an extensive literature review
regarding the nature of the organisational change management. This entails the
process through which the researcher consulted different sources such as books,
journal articles, policies and programmes and others in order to conceptualize
the issue of organisational change management in a detailed manner.
Organisational change management is about an organised and systematic
utilization of knowledge, skills, attitudes and other relevant resources for the
improvement of the organisational business. Organisational change management
is basically intended to enable organisations to adapt to their respective
environments, failure of which can lead to their total loss of employees,
competition, production and the clientele. Organisational change management
has numerous features, namely; it tends to involve contradictions, it is
continuous, it is interpreted through the perceptions and interactions of people
and it is facilitated by a collaborative inquiry and team-work.
Organisational change management is a process that must be treated like any
other programme within organisations and as such, it is a responsibility of the
human resource management of organisations. It is a programme that is mainly
directed at improving the quality of productivity and service delivery. In this
regard, organisational change management must be planned, implemented and
evaluated within the parameters of the factors that influence change within
organisations such as the following: the ever-demanding customers,
globalization, new technology, innovation and people.