CHANGE MANAGEMENTS IN THE LIBRARY ENVIRONMENT FOR ORGANIZATIONAL RENEWAL
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Delivery: Within 24 hoursCHANGE MANAGEMENT IN THE LIBRARY ENVIRONMENT FOR ORGANIZATIONAL RENEWAL
CHAPTER ONE
INTRODUCTION
1.1 Background Information
The library can be likened to a living organism that grows and dies Ranganathan (1931) outlined the five laws of library science of which the fifth stated that, “the library is a growing organism.” This law focuses on the need for internal change. He argued that libraries must accommodate growth in staff, physical collection and patron use. This involves growth in the physical building, reading areas and services among others which calls for change as the library grows. Change is an inevitable concept in human and organizational life which cannot be overemphasized due to man’s insatiable nature as well as the dynamics of the social world. The dynamics of the social world such as the characteristics of products and services which come to bear on its ability to satisfy stated or implied user needs through improvements in technology, services and patrons demands create opportunities for change. Change is commonplace in organizations and the library cannot be exempted. Change management is any action or process taken to smoothly transition an individual or group from the current state to a future desired state of being (Varkey & Antonio, 2010). The concept of change management in libraries cannot be overemphasized as the monumental libraries of the past where materials were chained to tables have given way to the open access libraries of our time. In striving for competitive edge in the global marketplace, libraries may change strategy and processes,
undergo mergers and acquisitions, restructure or downsize, or implement new technologies all of which bring about changes in organizations (Bordia, Lloyd, Restubog, Jimmieson, and Bernd, 2011). Laudon and Laudon (2005) posit that the introduction or alteration of an information system has a powerful behaviourial and organizational impact as it transforms how individuals and groups perform and interact. Organizational change may be seen differently by each organizational member. For some people, change in their organization might present the prospect of facing new challenges, of gaining promotion and of furthering their career. For others, it might present a reduction in responsibility, a loss of status or even an enforced career break. Whatever the perception of organizational change, it means entering new territories and “playing the game by new rules’’ (Gillian, 2000). Bordia et. al, (2004) indicate that these changes have profound implications for employees as they have to cope with uncertainty and stress associated with the changing work context and increased work demands. According to Kotter (1995) employees are very vital for the successful implementation of any change program as they may resist the change initiative. Resistance to change has long been recognized as a critical factor that can influence the success or otherwise of an organizational change effort. A study by
Maurer (1996) indicated that one-half to two-thirds of all major corporate change efforts fail and resistance is the “littlerecognized but critical contributor” to this failure. Zaltman and Duncan (1977) define resistance as any conduct that serves to maintain the status quo in the face of pressure to alter the status quo. Schein (1988) indicates that resistance to change is an ever-present organizational phenomenon which must be overcome for the smooth implementation of change.
1.2 Problem Statement
The dynamic and turbulent nature of the environment in which libraries operate, coupled with the changing demands of patrons creates an atmosphere of continuous change in libraries. This change must be effectively managed in order to derive its full benefits. Varkey (2010) indicates that the inevitability of change premises that as soon as one becomes familiar with something, it is already time to enhance it. Technological advancements as well as social and financial imperatives have dramatically accelerated the speed of change in information provision and for that matter services provided in the libraries. Change management is a systematic approach to dealing with the transition or transformation of an organization's goals, processes or technologies. The purpose of change management is to implement strategies for effecting change, controlling change and helping people to adapt to change. However this is not so in many organizations. All these and more will be discussed in the study.
1.3 Research Objectives
The primary objective of the study is as follows
i. To examine the types of change management initiatives embarked on in library in other for the renewal of an organization
ii. To examine the challenges facing library staff with respect to changes in an organization
iii. To find out if the library environment promote the renewal of an organization
iv. To find out how to improve library environment in other for the aiding of organizational renewal.
1.4 Hypothesis
The following hypothesis have been formulated for the study
H01: library environment cannot be improved in other for the aiding of organizational renewal.
H02: library environment does not promote the renewal of an organization
1.5 Significance of the Study
The significance of this study cannot be underestimated as:
l This study will examine change management in the library environment for organizational renewal
l The findings of this research work will undoubtedly provide the much needed information to government organizations, public and private libraries, companies and academia.
1.6 Scope of the Study
This study will examine change management in the library environment for organizational renewal. Hence will be delimited to Abisagbo legal services, Akure south local government Ondo state.
1.7 Limitations of the study
This study was constrained by a number of factors which are as follows:
just like any other research, ranging from unavailability of needed accurate materials on the topic under study, inability to get data
Financial constraint , was faced by the researcher ,in getting relevant materials and in printing and collation of questionnaires
Time factor: time factor pose another constraint since having to shuttle between writing of the research and also engaging in other academic work making it uneasy for the researcher
1.8 Operational definition of terms
Change management: a systematic approach to dealing with the transition or transformation of an organization's goals, processes or technologies
Library : a collection of materials, books or media that are easily accessible for use
Organization: an organized group of people with a particular purpose, such as a business or government department.
This material content is developed to serve as a GUIDE for students to conduct academic research
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