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http://localhost:8080/xmlui/handle/123456789/144Full metadata record
| DC Field | Value | Language |
|---|---|---|
| dc.contributor.author | REJOICE DZAH, NORA | |
| dc.contributor.author | FRIMPONG, BENJAMIN | |
| dc.contributor.author | AWUNZINA, VERONICA | |
| dc.contributor.author | ABDULAI, BERNICE | |
| dc.contributor.author | ROSS-AIKINS, KAREN | |
| dc.date.accessioned | 2012-12-04T09:37:03Z | |
| dc.date.accessioned | 2022-01-20T11:08:40Z | - |
| dc.date.available | 2012-12-04T09:37:03Z | |
| dc.date.available | 2022-01-20T11:08:40Z | - |
| dc.date.issued | 2012-12-04 | |
| dc.identifier.uri | http://localhost:8080/xmlui/handle/123456789/144 | - |
| dc.description | As managers contemplate the future of their organizations in the 21st century, they cannot escape the inevitability of change. Change is certainly among the most frequently used words on the business pages of every newspaper in the world today. Not only have entire country and empires gone through drastic and wrenching changes, but also have companies such as IBM, Oracle, Intel, and recently in Ghana, Vodafone taking over Ghana Telecom. Employees as the working force of the organization are faced with greater concern of change socially, emotionally, psychologically and economically, which in turn affects the developmental goals and competitiveness of the individuals and the organization as a whole. Statistically, seventy (70) percent of Business Re-engineering projects failed said the re-engineering guru Michael Hammer. Senior Executives cannot continue to misinterpret the nature of dynamism but the difficult beast – “change” if driven by communication in managing the root cause – resistance, may lead to a desirable change being achieved. | en_US |
| dc.description.abstract | Change is inevitable and organizations are undergoing changes continuously of which Ghana Health Services is no exception. Change can only be achieved when effective communication is used as a tool during change. Change relative to communication as students research work is lacking in the study area and needed attention. For this reason it was found appropriate to undergo a study on communication as a tool for change in Aburaso Health Centre. The study aimed to identify communication as a tool for change, to ascertain employer-employee relationship during change, to find out the relevance of communicating change and make appropriate recommendation. The methodology used was qualitative, where questionnaires were administered to get the responses of 30 respondents consisting of 40% males and 60% females. SPSS software was then used to analyze primary data collected for results. | en_US |
| dc.subject | COMMUNICATION | en_US |
| dc.subject | ORGANIZATIONAL | en_US |
| dc.subject | METROPOLIS | en_US |
| dc.subject | HEALTH CENTRE | en_US |
| dc.title | COMMUNICATION AS A TOOL FOR ORGANIZATIONAL CHANGE | en_US |
| dc.title.alternative | A CASE STUDY OF ABURASO HEALTH CENTRE IN THE KUMASI METROPOLIS | en_US |
| dc.type | Thesis | en_US |
| Appears in Collections: | Business Administration -ST | |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| COMMUNICATION.pdf | INTRODUCTION | 838.71 kB | Adobe PDF | View/Open |
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