Abstract
The study investigated the relationship between change management and employees’
productivity of listed consumer goods companies in Delta State, Nigeria using the survey
design. Two (2) dimensions of change management were employed such as change in
organizational culture and human capital development programmes. Questionnaire was the
main instrument of data collection which was administered to three(3) listed consumer goods
companies. Data obtained were analyzed using descriptive statistics (frequency counts,
percentages, mean, standard deviation and Pearson correlation); post-estimation statistics
(variance inflation factor) and inferential statistics(multiple regression). Findings indicated
that change in organizational culture (t-value = 4.03; Prob. = 0.0000 < 0.05) and change in
human capital development (t-value = 2.09; Prob. = 0.0001 < 0.05) positively and significantly
affect employee productivity. The study recommended that management should constant
monitor and respond swiftly to change in human capital development programmes so as to
enable employees understand how they can cope with new change. In addition, there is the
need for management to effectively communicate changes in culture as well as effectively
implementing organizational change; this would enable them cope with the change. This study
contributes to knowledge by showing that when change managers are able to efficiently
implement a change, it would result to increased employees’ productivity