Change Management Practices and Performance of the County Government of Busia

Abstract

The market of the world is a competitive place that is full of commotion where both quality and innovation play very important duty in the surviving of the companies. Organizations have to continuously enhance their processes and produce yields that are appealing to those who purchase. The global industry has many players with markets that are limited around the world. The trends of the clients are changing demanding the producers to be cautious of what to produce and at what time are they supposed to produce. The County Government of Busia is not an exception. Change if not managed all round, it may not affect the overall management of the organization, but it has negative effects on the structure cohesiveness, employee certainty and focus. The study sought to establish the effect of change management practices on performance of the County government of Busia. The study specific objectives was to establish the effect of communication, change leadership, stakeholder engagement and organizational culture on the performance of the county government of Busia. This study was based on the learning organizational model, theory of change and Kurt Lewins Three Stage Model of Change. This study employed the descriptive research design and a population of 175 respondents who are the management staff at both the Executive and County Assembly arms. A census was adopted. The study relied on qualitative and quantitative data that was collected using semi-structured questionnaires. The acquired data was evaluated using SPSS and given in the form of percentages, frequencies, standard deviations, and means using both descriptive and inferential statistics. The study established that communication, change leadership, stakeholder engagement and communication had a positive and significant effect on the performance of the County Government of Busia. The study concluded that effective communication in the workplace is an integral part of an efficient and successful business. Change leadership is a style of management that emphasizes the importance of improvement and adaptability in an organization. Engaging with stakeholder provides different perspectives, opportunities for learning and potentially changing the approach to ensure it fits the needs of stakeholders. When an organization has strong values, beliefs, and practices in place, it will show in an employee’s work ethic and in their attitude towards the company. The study recommended that the County management should make sure that they clearly communicate the vision, the mission, and the objectives of the change management effort. The County management should trigger change by creating powerful visions of opportunities for improvement that excite employees and other stakeholders. The County management should identify and prioritise key stakeholders to focus its energy and engagement efforts on the individuals with the biggest impact. The County should foster an environment of accountability, from managers down to individual employees, discuss with teams what matters most