Abstract
The growing complexities and challenges of manufacturing environment characterized by harsh economic realities, unstable and proliferation of government policies, dwindling fortunes, globalization and the forces of competition have imposed considerable responsibilities on manufacturing organizations to either swim or sink. Whatever the degree of change, its implementation can still pose large problems for organizations and their staff. An organization will outperform its competitors if it effectively uses its workforce unique combination of skills and abilities to exploit environmental opportunity and neutralize threats. This paper systematically examines how to build a positive team spirit in the face of change in manufacturing organizations in Nigeria and the extent to which the use of teams in management of organizational change can be effective. The research methodology used was survey research. Data collected were analyzed using z-test and chi-square parametric statistics. The findings of this study suggest that leaders can challenge, motivate, and empower their teams during change are successful. The researchers recommend that managers should share their belief, knowledge and objectives with those to be affected by change. This can involve a major and expansive program of training, face-to-face counseling, group meetings and the publication of memos and reports. The employees who might try to resist change in the organization should be incorporated in the planning and implementing the change. Integration and collaboration can have the effect of minimizing opposition and encouraging commitment to the change efforts. The implication of this study is that unless people are involved, committed and prepared to adapt and learn, organizational objectives, plans and future desired states may likely meet resistance.