Abstract
This proposal is to conduct a research on the impact of the restructuring in the
communications department of the American University of Nigeria (AUN). There is a need to
understand to what extent the changes have affected the employees in the departments of
Events and Ceremonies, Public affairs, university relations. By using communication
theories, the impact of the change in communications to the employees, and graduating
seniors will be assessed.
. This change in organisational structure has affected the communication and decision
making process of the organisation. The employees of the organisation are major
stakeholders to its success and how employees react to change could be beneficial to its
success. My research questions try to find out how the change has affected the organisation
and how the general perceptions feel about it.
By using theoretical framework, articles and books, the evaluation of the restructuring
will explained further. Questionnaires would be us
1.1 Introduction
This research would enable to know why organisations made changes to their
communication structure and how it is reacted to. For a change in structure there must
have been problems. This paper also examines the issue that was being faced in
department of an institution. During my research questions does it mean that the
department could not thrive with the old structure?
Organisations go through changes in other to innovate or adapt to a new
process. An example is the use of equipment for farming; although it might make the
work easier for the farmers it does not necessarily mean it will make them more
profit. The American university recently restructured its communications department
by adding a unit called the University relations. This unit now handles the university
internal affairs.
Elving talks about how communication is important between organisations and
employees.
Elving states “effective communication reduces employee uncertainty and a negative
correlation exists between uncertainty and employees willingness to accept change”
(Wittig)
Change is not something that is welcomed by everyone, employees might feel
a certain way towards change and this could affect their effectiveness and
communication. Change in communication strategy and processing is important for
organisations to grow and this affects how the departments in the organisation would
function.
Wanberg & Banas talk on how without communication employees are not properly
introduced
According to Wanberg & Banas “The amount and quality of information that is
communicated to employee can influence how employee react” (Wittig)
The American University of Nigeria recently made changes to the structure of
its communication department, by adding a new unit called University relations. This
department deals with the university relations, public affairs of the university to its
stakeholders. The university might have made these changes to increase the efficiency
of its operations and communication with the community and stakeholders.
Change is always constant for businesses to grow and keep up with the
competition that is why new measures are put in place by organisations to keep up.
An example is the change in technology to improve effectiveness. Sometimes
employees might see change as being negative an example could be the refusal to start
using computers for fear of job loss without thinking of the overall benefit of
technology change.
Momina and Anna talk about how leadership is important to drive change.
Äccording to Momina “Thus leadership not only influences change management efforts but
also drives them” (Novitskaya)
1.2 Statement of the Problem
The restructured communication department of the American University of Nigeria
has affected organisational performance of the department. The employee’s reaction and
adjustment to new communication process is vital for the department success. This paper is to
examine employee’s perception to the changes made.
1.4 Objectives of the Study
To find out if the restructuring of the department has had any impact on the organisation?
To analyse how the restructuring has affected employee attitude?
To find out if the restructuring has had any effect on employee performance?
To know the perception of staff involved after change.
1.5 Research Questions
1 How has the organisation reacted to the change in communications department structure?
2 How has the changes made affected the employee and graduating students perception at the
communications department?
1.6 Significance of the Study
Employee’s perception towards changes has an effect the organisational performance.
It helps make communication better between subordinates. This research is important because
it could help the university with decision making in future endeavours through analysis of the
new implementations to the organisation structure.
1.7 Scope of the Study
This research examines the effects of changes in communication structure of an
organisation as well as employee views and perception to changes. With the use of
questionnaires it will be possible to know how employees feel and this will lead to positive
future outcomes.
1.8 Limitations of the study
The limitations to this study would just be the amount of access to employees as they
are working. Getting true response from them might not be easy as they may need convincing
to speak their true opinion. The time frame at which the change in the structure occurred is
limited to carry out extensive research.
1.9 Definition of Terms
Evaluation: an assessment of an amount, number or something.
Perception: to be able to see, hear and be aware of something.
Effectiveness: the degree to which something can produce the desired result.
Department: a division of a university devoted to a particular course.
Employee: a person employed for wages or salary.
Restructure: this basically means to change the way something is organised