ORGANISATION

This study investigates the impact of change management practices on employee productivity among academic staff of the University of Benin, Benin City, Edo State, Nigeria. The research focuses on four core change management variables—clear vision, leadership support, targeted training and capacity building, and continuous monitoring and feedback. The study adopts a cross-sectional survey design, collecting primary data from 162 academic staff across various departments. Using multiple regression analysis, findings reveal that clear vision and continuous monitoring with feedback have significant positive effects on employee productivity, while leadership support shows no significant relationship. Interestingly, training and capacity building display a negative relationship, indicating that poorly structured or misaligned training programs can reduce productivity. The model explains 26.1% of the variance in employee productivity, suggesting that effective change management is a crucial determinant of organizational performance. The study concludes that transparent communication, consistent leadership engagement, and feedback mechanisms are essential for fostering productivity during organizational transitions. Recommendations include embedding clear vision articulation, structured training frameworks, and real-time feedback systems into institutional policies to sustain long-term employee performance and organizational growth.

Organizations, in whatever shape they take, are formed up of individuals and teams who are linked and work toward achieving the organization's common goals and objectives. As a result, these people often engage with other individuals for the purpose to carry out their work responsibilities and make meaningful contributions to their companies. Furthermore, people are chosen for employment based on their unique personality features such as abilities, attitudes, beliefs, and perceptions, which may be the cause of conflict in any business (Knight Ukpere, 2014). Similarly, due to conflicting interests and acquisitive nature, certain people's conduct and attitudes in formal establishments and organizations vary from the organization's ethos, norms, and regulations. Ethics at work and discipline are also important aspects of every business. Employees who tend to be less encouraging of the culture of work and less dedicated to their organization are less inclined to make changes, whereas employees who wholeheartedly endorse the work ethic are more likely to implement modifications where those modifications do not have the possibility of modifications the foundational principles and goals of the business but instead are viewed as beneficial for the whole company.