Abstract:
Every six years, the President of the country changes and the heads of some government agencies also change. These heads come and go but the employees remain the same. Some of them have been with their organizations for a very long time and they already experienced a number of management turnovers.
This study aims to know the perspectives of the newly posted head of an organization, as well as the perspectives of the employees; the management strategies they experienced through the turnover; the changes in their intrinsic and extrinsic factors due to the turnover; their perceived advantages and disadvantages of the phenomenon; and the improvements and expectations they wish to see in their organization.
The researcher used Herzberg’s Two-Factor Theory which identifies two categories for factors that affect the motivation of people. These factors are the intrinsic and extrinsic factors, or motivational and hygienic factors. This theory is used to identify the changes in the organization brought about by the management turnover.
It was implemented in Registry of Deeds Makati, the regional branch of Registry of Deeds for the said city. Since the study is a descriptive research, the researcher gathered data through interviews to optimize open-ended questions with follow-up queries. The newly posted Registrar was interviewed as well as fourteen of his subordinates: the Deputy Registrar, three administration staff, five regular employees, and five from the IT Consultant –LARES.
The study was able to gather the different perspectives of the new Registrar and the employees about the management turnover, their profiles and their stands regarding the turnover. The interviews revealed that the Registrar implemented new office policies upon his appointment to the organization and he also reassigned some tasks and functions. The employees had to adjust every time a management turnover happens while meeting the expectations of their new Boss.
