Management of change and its reflection in the job performance of employees - research in the Ministry of Labor and Social Affairs

Abstract

    The institution is part of an interactive system that is represented in the environment surrounding change in all fields, which is often unexpected, so it takes place in a crucible that brings together its human, technical and environmental components. The research is to find the relationship between the research variables (organizational structure, technology, human resources, organizational development) and the job performance as well as understanding change and managing it in order to enhance the ability of the organization to achieve outstanding performance Hence the problem of our research lies in preparing for and managing change and showing the effect of its reflection on the performance of employees in institutions and the ability of the institution to overcome all obstacles and difficulties that adopt resistance to change. The research was applied in the Ministry of Labor and Social Affairs to a community of (100) employees with a simple random sample of (75) employee using the analytical method, and the data collection tool (questionnaire) and analyzed according to the outputs of the statistical programs (STATA13) and (AMOS,24), and the most important conclusions reached by the research: One of the most important conclusions reached by the research is that change in institutions is not a random phenomenon, but rather an organized and planned process implemented according to a plan and methodology. There is a significant influence relationship between change management and its four dimensions (organizational structure, technology, human resources, organizational development) in the responding variable, the job performance of employees. The ability of management to face challenges, keep pace with developments in its internal and external transactions, and change the behaviors of its employees to face the process of change. The most important thing recommended by the research is that change requires the necessity of adapting, adapting, and planning by management, as successful change is the transition to the new situation and pushing the institution to excellence. Leadership is that the change should be purposeful and realistic, affecting its impact on their level of performance, how to preserve the rights and advantages acquired for them in the work environment, and be compatible with the organization’s goals. Resisting change is by overcoming and reducing the intensity of resistance through education, education, continuous persuasion, and pushing working individuals to participate in planning and preparation. To change