Abstract:
It is globally obvious that modern employees eventually grows, changes, advances, face
challenges, and therefore change becomes a natural phenomenon experienced by each
organization. Change is the only constant in today’s life for employees. Recognizing the need
for changes and leading employees through that change is one of the most challenging issues.
The objective of this study was to investigate the effect of change management on employees’
performance at Burayu city administration, Oromia, Ethiopia. The study used descriptive and
explanatory research designs were employed. Quantitative research approaches were used in
this study. Systematic sampling technique was employed to collect data from 338 sampled
Employees. Both primary and secondary data were collected. The main data collection
instrument was questionnaire. Descriptive statistics, correlation analysis and multiple
regression analysis techniques were used to analysis the data. The study revealed that
structural change, leadership change and technology change are significant determinants of
Employee performance in the organization. Consequently, structural change is the highest
determinants of Employee performance, causing a variance of 45.6%, followed by
technological change which causes a variance of 38.7%, and leadership change which causes
a variance of 15.7%. This is an indication that for any distinct change in structural change,
there will be a significant variation of 45.6% on Employee performance, for a distinct change
in technology, there will be a significant variance of 38.7% on Employee performance and a
distinct change in leadership poses a variance of 15.7% on Employee performance in Burayu
city administration. Therefore, this study recommends the organization to essentially provide
regular training programs for its Employees in order to adapt to and manage changes so that
the undertaken changes could increase the Employees’ performance and become value
addition to the organization.
