Change Management Practices and Performance of Kenya Bureau of Standards

Abstract

Management of state corporations in Kenya faces quite a number of challenges including corruption, poor management of resources, stringent regulations, political support, and policy gaps among others which influence organizational performance. The study sought to investigate the influence of change management practices on the performance of Kenya Bureau Standards in Nairobi City, Kenya. The specific objectives were to examine the influence of technology adoption, strategic leadership, stakeholder involvement and resource mobilization on the performance. The study was anchored by balanced score card model, diffusion of innovation theory, stakeholder theory and resource-based view theory. The study used a descriptive research design. The study target population was Kenya Bureau of Standards. The respondents were 730 employees working with the organization who were obtained from various departments. The respondents were categorized into departments whereby stratified sampling method was used. Simple random sampling method was used to select the respondents. The sample size was 258. A total of 26 questionnaires were piloted at the same organization but they were not included in the final study. Collection of primary data was done through the use of questionnaires which were administered to all the respondents. Descriptive statistical analysis such as mean and standard deviation was used in analyzing the quantitative data which were presented in terms of tables. Multiple regression analysis was done in establishing the relationship between variables. The study found that technology adoption, strategic leadership, stakeholder involvement and resource mobilization had a positive significant influence on the performance of Kenya Bureau Standards. The study concluded that adoption of technology enhances communication and collaboration which is important in today’s corporate environment where many organizations are still working from home and face to face interaction is nominal. Strategic leadership is ultimate for success of change programs as it directs all organization resources towards a common goal by effectively motivating employees to achieve a desired common change vision Resource mobilization ensures that the company will always have the resources available to meet its requirements, enabling it to continue offering its customers services. The study recommended that the organizational process in adopting technology should first clearly communicate the change and its benefits to employees, ask employees about their needs to help reduce change resistance by demonstrating that you are taking employee needs into account. The organization should develop a good engagement strategy by considering their grasp of the project's-initiated plan, their motivation for the project, and how each stakeholder will be impacted. The organization needs to establish a network of resource providers, use a variety of mobilization strategies, and concentrate on acquiring access to resources other than only financial ones.