Abstract

This study explores employees’ perceptions, attitudes, and resistance towards change management strategies at the Cameroon Opportunity Industrialization Center (COIC), Buea, and Energy of Cameroon (ENEO), Douala. Change management is essential for organizations to adapt to evolving market demands, improve operational efficiency, and maintain competitiveness. However, employees’ reactions to these changes—especially their perceptions, attitudes, and levels of resistance—can significantly affect the success of change initiatives.

Using a case study approach, data was gathered through employee surveys and interviews at both COIC and ENEO. The research focuses on how employees perceive the necessity of change, their attitudes towards management’s approach to implementing these changes, and the factors contributing to resistance. It evaluates key elements such as leadership communication, employee involvement, and the effectiveness of training and support during the change process.

Findings reveal that employee perception and attitude toward change management strategies vary significantly between the two organizations. At COIC, employees showed more resistance due to a lack of communication and inadequate involvement in decision-making. At ENEO, resistance was lower where employees felt more engaged and informed about the change process. Across both organizations, the main factors contributing to resistance include fear of job loss, discomfort with new systems, and a lack of trust in leadership. Employees who perceive change as beneficial and well-communicated exhibit more positive attitudes, while those facing uncertainty are more resistant.

In conclusion, the study shows that employees’ perceptions and attitudes toward change management strategies greatly influence the success of organizational changes. Effective communication, leadership involvement, and employee engagement are critical in reducing resistance and fostering a positive change culture. Recommendations include enhancing communication strategies, increasing employee participation, and providing training to help employees adjust to new systems.

Keywords
Change management, employee perception, resistance to change, COIC Buea, ENEO Douala, leadership, communication, Cameroon