Change Management Research Questions
To find out the effect of failure to pay attention to people issues in change management programs on the performance of insurance companies in Nyahururu Town
1.7 Research Questions
The study will be guided by the following research questions:
(i) Does lack of leadership skills in change management programs affect the performance of insurance companies in Nyahururu Town?
(ii) Does lack of appreciation of cultural issues in change management programs affect the performance of insurance companies in Nyahururu Town?
(iii) Does failure to pay attention to people issues in change management programs affect the performance of insurance companies in Nyahururu Town?
1.8 Significance of the Study
The study will be of benefit to several groups in the
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Most of the branch managers also act the role of sales and marketing position. This therefore makes them to have busy time schedules leading to minimal time to handle non-business related issues. This limitation will be minimized by the researcher planning for private appointments with some of the respondents who will be deemed to have tight schedules. Secondly, some resistance will be expected due to lack of faith, wrong speculation on the intentions of the researchers and fear of sharing the company’s confidential information to the public which will be contrary to employee code of ethics and contractual obligation. This limitation will be countered by a pre-negotiation with the firm’s management to seek permission to engage its members in order to develop higher confidence levels. The permission will be to engage the …show more content…
Victor & Franckeiss, experts in change management, introduced a model called “The Five Dimension of Change Model” in 2002.Change management does not follow a neat line from start to finish .In fact while an organization is going through planning for change, it is also dealing with change at all management levels. Due to this dynamic environment, Victor & Franckeiss proposed a cyclical model or approach to organizational change that confirms the inherently interactive nature of the vast majority of change initiatives. According to them, the Five Dimensions of Change Model defines an approach for integrated organizational change in a model that effectively locks together all aspects of change from corporate vision statements through to devolved implementation of business processes. The cyclic model involves five phases namely direct, describe, define, deliver and develop all interlinked (see figure
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