The consequences of change management in an institutional performance: a case of Machakos Technical Training Institute, Kenya

Abstract

Change management is a challenge to both the administrators and entire staff. The main purpose of this study was to unveil the consequences of change management in an organizational performance with reference to Machakos Technical Training Institute. The researcher employed an exploratory approach using a case study design in collecting information through structured questionnaires and personal interviews to the management, teaching and subordinate staffs of M.T.T.I. whose population size was 240. The data gathered was subjected to both qualitative and quantitative analysis by the use of descriptive. The results indicated that the management group respondents (65%) agreed that the change management had great impact on the change development of the institute and all the stakeholders. The involvement of the staff in the change management was supported b (60%) of the respondents. Concerning the change and efficiency at work, (75%) agreed that it was a great improvement however, the respondents on remunerations (80%) agreed that it was not worthy to the employees and therefore not motivating to champion the change required. The teachers and the non-teaching staff showed that (70%) of the respondents agreed that most of the change management was not satisfactory to them. They agreed that changes and motivation did not have great value and (65%) of the respondents were dissatisfied in the manner in which the procedures were handled. However all the three groups namely, management, teachers and the subordinate staff appreciated the initiative of change management and (95%) of the respondents confirmed that the finance to achieve the objectives was available. Concerning the remunerations the teaching and subordinate staff still had alot of grievances citing the fact that the salaries and allowances were too low as compared to what their efforts.(60%) of the respondents showed that the communication line was not fully exploited because most of the decisions portrayed an image of red-tape, despite of the availability of suggestion boxes. The research shows that the institute still needs to be revamped in these areas such as training, communication, appreciation, involvement and remunerations as far as management is concerned. The study made conclusions and recommendations that will enhance the change management successfully to realize it's objectives in relation to all the stakeholders. However further research was recommended with regard to perfect change management positive principles. Research of this kind was recommended to all other institutions and organizations in bid to develop and improve in the light of challenges and problem alleviation in the country.