Abstract:
Organizational changes play a significant role in today’s competitive and dynamic
business environment. Many change efforts pass off without gaining the intended
outcomes due to lack of employee readiness. Having suitable changes to compete
with the world is essential and employee readiness is the key to the success of those
changes. The current study was investigated the impact of five dimensions of change
message components on employee readiness to change to implement the Team Leader
Based Organization (TLBO) at Loadstar (Pvt) Ltd. Change message components have
five dimensions namely discrepancy, change efficacy, appropriateness, principal
support and personal valence. The sample size of the study was 110 employees and
the census method was followed. Data were collected through standard questionnaires
developed by the previous researchers. Employee readiness to change, acted as the
dependent variable and the dimensions of the change message components acted as
the independent variables. The result concluded that the significant positive impact of
three out of five dimensions of change message components, such as principal
support, personal valence and change efficacy on employee readiness to change.
Discrepancy and appropriateness were not significant in this study. It is better for the
managers to pay attention on readiness of employees by using those change message
components to fit them in prior to the change initiatives. Then the change can become
permanent.
